From the Editor
Something Fishy

I once worked for a publishing company in New York at which a very cranky woman got fired. It was no surprise to anyone. Not only did she miss every deadline she had and complain to everyone in sight about everything, but she never seemed to be doing anything but reading the personal ads. Anyway, about a week after she left, something was fishy in the office – literally. It was summertime, and a mysterious and very strong odor was coming from the fired employee’s cubicle. After some investigating, the source was found. The woman, apparently after hearing that she’d be leaving that day, went out and bought a fish (we think it was a salmon), which she sandwiched in between two papers in a filing cabinet. Yes, that fish had been brewing for a good week or so when we found it.

In retrospect, this woman was obviously what recognition professionals call “actively disengaged,” meaning that they’re so unproductive that they’re actually costing companies money. The problems caused by these workers – which make up about 18 percent of the workforce, according to a recent Gallup study – was a topic of many sessions I attended at the recent Recognition Professionals International annual conference in California. In one session, Bill Catlette, author of Contented Cows Give Better Milk, told audience members that employees who are actively disengaged cost the U.S. economy more than $382 billion per year in lost productivity and other damages.

This was a wake-up call for the audience members, many of whom head up HR departments at large corporations. While there are many important steps companies can take to engage workers, certainly recognizing them properly should be a large part of the plan. Here are some key tips:

• Informal recognition is important. While all employees like to receive formal recognition, including annual awards, not all employees are impacted by these programs. Empower your managers to engage rank-and-file employees by handing out spontaneous rewards, such as logoed apparel or desk accessories, when an employee excels.

• Consider the recipient. One-size-fits-all rewards don’t work, especially on a global playing field. Offer choice in your incentive and recognition programs and let employees help choose the items.

• Involve the family. Sending home a picnic basket full of goodies to an employee who has put in long hours helps drum up support at home. If an employee’s spouse is on board, you can bet that employee will be more engaged in the workplace.

As you beef up your recognition programs, you’ll find plenty of strategies and product ideas in this issue. There are some great spa gifts on page 52 you’ll want to check out. For recognition items that will fit even a shoestring budget, check out “25 Incentives Under $50” on page 64. They’ll help you keep disengaged workers (and any fishy friends they may have) at bay.

Happy summer reading!

Melinda Ligos
mligos@asicentral.com.