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9 Posts authored by: Kevin Butler

Money makes the world go ‘round … right? Not when it comes to employee culture and recognition. Handing your employee a $100 gift card in appreciation of a job well done might not rock their world in the ways you’d hoped. Companies spend vast amounts of money on rewards and recognition programs, yet one third of employees don’t feel recognized. When 30% of their lives are spent working, you can bet that feeling valued is extremely important to today's knowledge worker.



For employees, that moment in the spotlight is priceless

Financial rewards, however well-intentioned, can have another shortsighted downside. They focus your culture on revenue and profit, rather than the culture-building benefits of positive feedback. Never underestimate the importance of “the feels” that come with a public pat on the back. That implied pressure to work late every night for a monetary performance reward could backfire, creating serious retention and talent acquisition challenges. Smart leaders know that changing the rewards conversation benefits their organization's employee culture. What does it add up to? Employee engagement and long-term success. What makes employees happy? Receiving recognition from their bosses and from each other. Employees want to feel like their hard work is valued.



Kick start a recognition program and reap the rewards

  1. Encourage employees to share their wins. Employees have the best view of the great things their colleagues do each day. Sharing builds teamwork, bringing everyone together with a common commitment. When teams are widespread geographically, it can help make everyone feel like they’re in the same office. The attitudes and emotions expressed by employees are the best indicators of how happy they are at work. Sharing is caring.

  2. Make leadership accountable for recognizing outstanding performance. Let’s face it, change comes from the top down. If leaders don’t participate, it’s more likely that employees won’t buy in either. Recognition is most effective when it’s given in the context of a larger goal or business-results-focused activity like reinforcing corporate values, not just for showing up on time. Recognition also changes how you motivate and retain employees and how your company celebrates success.

  3. Use your recognition program to attract prospective employees and to keep the ones you cherish. Every organization wants to attract the best and the brightest. Your recognition program is a competitive advantage. It shows prospects that you value your employees with a people-focused culture. It creates a great impression of your company for those on the outside. When employees share their stories and see all their accomplishments, they are more likely to feel they are making progress in their career, and are more likely to stay.

  4. Keep it public. Designate a special place to record and show off employee accomplishments and corporate wins. Implementing a non-monetary rewards and achievement program such as TemboSocial Recognition into your Intranet transforms recognition into a business asset. It allows your company to celebrate success while reinforcing desired behaviors. Achieve a unique strategic competitive advantage driven by your culture, your people, and their stories. TemboSocial Recognition creates a public record of an employee’s accomplishments and raises their profile. This results in greater day-to-day satisfaction and commitment.

  5. Use your recognition program to help with career development and performance evaluations. Not only is it a great way for employees to keep track of how they’re doing, employee recognition programs are a valuable resource for managers and leaders. They can see how the company really works by tapping into these informal employee networks of productivity and collaboration. An employee’s achievements are an important consideration when doing performance reviews or internal staffing changes, and can provide an honest temperature check for what’s going on professionally and emotionally with employees.

Efficient, reliable internal communications has a huge impact on shaping a company’s corporate culture. The Royal Bank of Canada (RBC) understands the value of keeping employees well informed and connected. Engaged employees become activists who are engaged in the company and the community.


As a long-time supporter of the Canadian Open golf tournament, RBC needed a way to communicate to employees the exciting news about the renewal of their sponsorship commitment to the Canadian Open for another 6 years. That's where TemboSocial came in to help deliver the RBC ‘6 Fore 6’ Contest. What was up for grabs? A chance to win one of 6 golf vacation packages!


Today’s Employees Go Beyond Brand Activism


RBC employees enjoy engaging in the corporate activities outside of work, making their contributions visible as active advocates, promoting the company, culture and community. Tools like Polls and Surveys are a great way for RBC to access a robust, secure feature-set to engage, educate and drive action.


Employees Love Contests… and Polls


RBC asked TemboSocial to create a contest in which employees could share their golf dreams - the perfect shot, or the ideal foursome they someday hope to realize.  The ask was to share their "golf someday” in 30 words or less. TemboSocial built an RBC-themed template for the contest and took advantage of the existing integration TemboSocial offers for the Jive and Vignette Intranets so that employees can participate directly from inside the corporate Intranet.


The Solution? A Hole in One


The 6 Fore 6 Contest is still in progress but has so far been a big win for RBC with thousands of submissions. The ability to syndicate the poll into both of RBC’s Intranets meant that RBC only needed to create the content once - an efficient way to reach all employees without having to create multiple versions of the campaign. The comprehensive reporting and metrics are consolidated into one report making it a seamless solution for contest deployment and post-employee engagement analysis.


Whether launching a brand new customer community or strengthening a thriving social Intranet, user input tools such as TemboSocial Surveys, Forms & Polls  are a great value-add for a more user-focused and engaged experience.

Let’s face it, community leaders forever face the challenge of developing meaningful adoption and enhancing community participation. Sometimes fresh tactics and modern tools are required to stimulate audience engagement.


In this 3-minute video, see how a deeply integrated Poll, Survey and Form add-on can:


  • Develop more meaningful adoption across desktop and mobile devices
  • Increase community participation by consolidating external forms and surveys into your intranet
  • Provide opportunities for deeper engagement with interactive quizzes, polls, learning and development and surveys
  • Provision business partners with a self-serve tool, thereby reducing administrative tasks for SharePoint administrators


See how a Jive integrated solution can promote new levels of adoption and participation within your community.

Click here to watch the video.

Like many other Jive Software owners, your online community is a tool that brings collaboration, communication and corporate culture to life. It is a strategic business asset that drives business success.


But does your Jive community also leverage employee recognition as a business asset?


It should, and we want to show you how. In this 3-minute video, see how a Jive-integrated Employee Recognition program will:


  • Create meaningful content that drives platform adoption across all devices
  • Shape company culture by amplifying desired behaviors across activity streams, profiles, banners, tiles and more
  • Enable employees to build their personal legacy inside the Intranet


See how a Jive-integrated recognition program can leverage your existing Intranet investments to build a culture of recognition across your organization, and ultimately create another powerful asset that drives business success.


Click here to watch the video.

We recently had the pleasure of attending the Toronto stop on Jive’s 2016 “Power of Connection” tour. The luncheon featured speakers Tim Wike, formerly of Thomson Reuters and now Sharper Solutions, John Miller from Scotiabank, and Martin Teasdale from the Royal Bank of Canada. The panel covered topics ranging from Intranet adoption to engagement measurement.


The Power of Connection session expanded on Intranet adoption best practices and took a deeper look at employee engagement measurement, insights and tactics.


Key Measurement Criteria


The speakers agreed that the most common measurement mistake platform owners make is to focus on increases in monthly impressions. All three panelists advocated for measurement criteria that tells a compelling story that can be used to build your business case internally come renewal time.  As Martin Teasdale, Enterprise Community Manager at RBC put it, “it’s about how many people do something as a result of the content.”


Key measurement criteria includes:

  • # of searches being performed within the community
  • # of members using tools designed for their specific job functions (e.g. are project managers using agendas, to do lists, calendars, tasks)
  • Focus usage measurement on specific use cases (e.g. reducing # of third party tools)
  • Weighting interactions heavier than views, Likes, Ratings and Comments to get a proper sense of whether users are “digesting” content rather than simply skimming it


Evolve Your Content


John Miller, Sr. Manager of Enterprise Collaboration at Scotiabank, used the example of short form versus long form communications to highlight how you can promote engagement by adapting your publishing behaviours. His observation was that greater engagement is achieved with shorter posts, such as a quick thought ending in a question mark or even several sentences to spur a conversation or thread. In an example, he described how a CEO could quickly ask a question to the company that results in a healthy dialogue rather than spend hours crafting a multi-paragraph post that results in “crickets”.


Shorter communication tactics reduce time and resources for senior leaders, while making it more clear that employees at all levels are being invited to participate in the conversation.


Create an Engagement Index


Tim Wike, Founder of Sharper Solutions, described creating his own Engagement Index. The Index is an amalgamation of all activities that users can engage in, both on a Content level and a Place level. The Index is an elaborate attempt to determine what content sparks the most engagement. He also spoke to the idea of weighting actions as part of the Index, where actions such as a “like” would not be as heavily weighted as a new “comment” or “post”.


Another interesting tactic Tim described was conditioning user behaviour and responses, and understanding how to distinguish between "liking" something (which is more of an acknowledgement) and actually getting value from it and wanting to recommend it. Tim noted that every organization will value types of engagement differently but indicated that the amount of time spent in Places (or with certain content) tells you what content is successful in engaging a community.


One final measurement takeaway from the session: It’s critical for organizations to establish goals for engaging its communities because without goals, how can there be an understanding of what you want to measure for community engagement? Technology is truly a means to support what you and your organization want to achieve.

june15-1.jpgOn June 2nd, TemboSocial participated in the Toronto Jive User Group hosted by Blueprint Software Systems at their beautiful office (thank you to Saranya Yogarajah and Luigi Mariani for hosting the meetup) . There were great discussions and lots of learnings about the challenges, opportunities and successes of building an active community.  The best part is, we took lots of notes!


One of the presentation topics that resonated strongly was about Jive user adoption and best practices, presented by Xhevair "Jev" Maskuli, Solutions Engineer at Jive. Jev talked about these 3 key Jive adoption success factors:


  1.     Senior leaders role-modeling: 87%*
  2.     Integrating Jive into day-to-day activities: 81%*
  3.     Removal of other tools: 63% *


*Percent of survey respondents reporting that these factors were “valuable,” “very valuable,” or “extremely valuable,” from Nov 2012 survey of ~400 Jive customers by a top 3 global business consultancy.


Based on what we’ve learned from our customers who use TemboSocial’s Jive-integrated solutions, we couldn’t agree more with these success factors. Here’s why:


Success Factor 1: Senior Leaders Role-Modeling


When launching a new social business strategy, it's not enough to have great tools and a super integration team. You've got to have alignment with business goals and buy-in and participation from senior leadership.


According to change management expert John Kotter, 3 out of 4 senior leaders need to be convinced that change is necessary before a major cultural transformation can succeed. So step one is to get your senior leadership team to recognize there’s a problem.


The good news is it shouldn’t take too long to come up with a list of pain points related to the way people interact inside your organization. Are people spending endless hours in the meeting room or slogging through email all day? Are your turnover stats too high and your employee engagement numbers too low? These pain points are all signs that a major cultural makeover could improve the way you do business. This can be made possible by bringing integrated tools into your Intranet like Polls and Surveys or Employee Recognition to boost participation throughout your organization.


Success Factor 2: Integrating Jive into Day-to-Day Activities


Giving employees a reason to log on to the company Intranet to find information and resources that help them do their jobs better will give your social strategy a much needed lift. Spending time inside the Intranet expands employees’ networks, and connects them with people whom they never would have been in touch with otherwise - whether they’re from two floors up or from another office halfway around the world. A wider knowledge base and resource bank helps drive productivity and efficiency.


june15-2.jpgAnother key to Intranets is that they are social. So infusing your Intranet with interesting user-generated content, helps drive success of your social strategy. User-generated content is the life blood of the community and what keeps people coming back to participate in the discussion. Introducing engaging tools like polls and surveys is yet another way to boost participation and encourage your employees to spend more time within your Intranet.


Success Factor 3: Removal of Other Tools


Expanding on the idea of integrating Jive into your employees’ daily activities, is removing redundant  and stand-alone tools that compete with the Intranet. Integrating social programs within your company Intranet helps to leverage your existing investment in technology and drive your ROI.


An integrated and socially connected platform is also key to breaking down information silos between groups or departments within your organization, bringing all information into one place for employees. An active, social Intranet, where employees are connected and well-informed about company business is key to driving employee engagement and boosting employee performance within your organization.


It’s time to adopt a pro-social way of doing business by leveraging your investment in your Intranet program and discovering the power of integration.

Having trouble building and maintaining an engaged online community? While planning and strategy are essential, it's really about having the right tools to bring your strategy to life.


Join TemboSocial's Steven Green and Social Edge Consulting's Megan Murray this Wednesday to learn how tools like TemboSocial Surveys, Forms & Polls helped Macy's, Cleveland Clinic, and the Royal Bank of Canada increase community participation and drive deeper engagement.


This is going to be a fantastic webinar with lots of amazing content to share - looking forward to seeing each of you there! Register here.

The pain points tied to the annual awards program are legendary. The most common complaints we hear are that nomination volumes are low year after year and the end-to-end management of the awards process ranges from frustrating, all the way to torturous.


The nomination form is often hidden away in a legacy corner of the Intranet that still looks like it’s the last holdout trying to keep the spirit of 1995 alive.  For the Award Committee, the current workflow often includes emails and attachments filling your inbox...and don’t even get me started on the challenges associated with making sure the shortlisters are doing their job! Everyone dreads the process associated with awards season except maybe the award winner - assuming the process results in the most deserving candidate being selected.


But here’s the good news - it doesn’t have to be this way. TemboSocial has developed a solution to your problem - a solution that makes the entire process of managing your formal awards and nominations easier, more efficient and more enjoyable for participants, reviewers and administrators


The Awards + Nominations module for TemboSocial Recognition is a modern solution for your enterprise awards program. It integrates directly with Jive Interactive Intranet, leveraging your existing IT investment and taking advantage of up-to-date employee data. Awards + Nominations makes the entire process of managing your formal awards and nominations easier and more efficient for participants, reviewers and administrators.


  1. Better visibility of your enterprise awards program
    Having a solution directly integrated and widely visible within your Intranet makes it easy for employees to submit nominations to your formal awards program. You will dramatically increase the number of nominations you receive, while reducing your marketing and administration costs. Your employees will love the experience, and there's no limit to the number of submissions you can collect.


  2. Manage your shortlisting workflow and reporting with ease
    Real-time reporting introduces total transparency to your nomination and shortlisting workflow.  No longer will your Award Committee stakeholders be left wondering if nomination targets are being achieved, or left hoping that the Shortlisters are actively reviewing their submissions.

  3. Work smarter and more efficiently
    Manage all your Awards and Nominations in one place and make use of the TemboSocial Rule Builder to configure, automate and customize the process for each award in your program. Spend less time and money on administrative tasks and program promotion, and more time shaping your culture and driving employee engagement.


To learn more about Awards + Nominations, our newest module for Recognition, please click here.

What a whirlwind JiveWorld16 was!


We’d like to thank the Jive team and everyone we met in Las Vegas! It was interesting learning about the many incredible Jive Interactive Intranet communities that are out there, the challenges Jivers face, and the creative solutions you’ve come up with. We also appreciated the many great conversations we had around TemboSocial’s Jive Add-Ons and how they can help drive adoption and engagement within internal and external communities.


And now that we’ve managed to catch up on emails (and sleep!), we wanted to share a few interesting use cases we heard throughout the 3-day conference with regards to solutions TemboSocial can provide inside Jive communities.



Jiveblog-1.jpgExternal Recognition

One of the more memorable meetings we had was with a large healthcare IT solution provider for hospitals, physician practices, and extended care organizations. The team was interested in Recognition as a means to further enrich their external community of physicians and recognize the contributions and participation of its members. The company has an existing gamification solution within their community and have been considering incorporating a recognition strategy to positively reinforce their community of physicians supporting each other.



Data-Driven Learning & Development

One of the world’s largest auto manufacturers was interested in exploring how Polls & Surveys could bulk up reporting capabilities and add additional value into their Jive intranet. The company is using Jive as a way to power Learning and Development modules to educate and inform employees on new company products and gauge attitudes and interests across various demographics and regions. The manufacturer would be able to leverage data uncovered by Polls & Surveys to drive its long-term L&D content roadmap. They acknowledged the value of being embedded with Jive’s infrastructure would allow them to maximize the data by mapping responses back to users and profiles. The company as a whole has an ambitious mission to transform into a total data-driven company and views TemboSocial as a way to answer the question, "How could this data be even more valuable to the business?"



Improving Time-to-Market and Efficiencies

Finally, providers of a large multi-institutional healthcare system also place a large emphasis on internal Learning and Development as a means of operating their business. Specifically, they use L&D to gauge project understanding which in turn informs and influences their marketing and training efforts around what is required for their go-to-market strategies. This company wants to leverage a Polls & Survey solution that integrates directly into their Jive intranet to reduce creative and development time for new offerings from months into just hours by measuring product knowledge gaps in real-time. The company sees TemboSocial as a way to assist in driving new efficiencies and power faster go-to-market strategies.


To learn more about TemboSocial's Jive integrations, click here.