As you know I believe not enough employers use R.E.D. (Recognition Every Day)… and as a result the researchers tell us that 10s of billions of dollars disappear from lost productivity.

Ernst & Young Productivity Pulse claims that as much as $308 billion evaporates from the Australian economy annually as a result of people being ‘disengage’ ie they hate their employer – and will do anything to disrupt them.

80% of all Australian employees say that they could be more productive in their roles…. and they blame four things for ‘not doing their best work’.

1. Staff engagement (ie if others around them hate working their it is hard to do their best work – disengagement is infectious)
2. Well Being
3. Motivation
4. Work place recognition.

Logic would tell us that all four reasons are intertwined. At RedBalloon we say people are far more likely to do their best work if

“People know what they are there to do, they feel part of something bigger than themselves, some one notices their contribution and they go home feeling like a winner.”

People management issues (ie bad managers) have the biggest impact on engagement. Employees want to be able to respect their manager or supervisor – to believe in them, trust them, be inspired by them.

Think what are you doing today at your workplace…. if you are not doing your best work, perhaps you could encourage your HR team or other leaders to attend the Inspired Ideas workshops – in Melbourne and Sydney. One by one I’m committed to transforming Australian workplaces – join me.

What can you do about these things at your work place. A little recognition could help!

The post Inspired Ideas so everyone can work in a great place appeared first on Naomi Simson's Blog.

RedBallooners It’s all about the ‘Good Times’

Planning for the new financial year is upon us again. The leadership team at RedBalloon is in the midst of brainstorms and planning sessions with their teams, exploring how they each can help deliver our purpose: creating happiness by giving people more good times.

Its times like this I’m so grateful for the wonderful contribution we make to peoples’ everyday lives. Be that ticking an item off their bucket list, celebrating a 30^th, 40^th, 50^th or 60^th, or simply providing an experience that gives the recipient a happy memory they can recall for years to come.

Yes, I’ve been accused of running a “namby pamby revolution” – more than once – but what we do has great value to so many people. Whilst some might say that what we do is not ‘rocket science’, the fact remains that at the very core of each persons well being is their connection to other human beings – and when an experience is shared – that connection is deepened. The moments that are created through RedBalloon experiences is a great thing. We’re simply making it easy for people to have shared experiences – and as a result make Australia a slightly happier place. We like to think we have started a ‘happiness revolution’ – one experience at a time.

When I get the chance to see what our teams present to the board in the coming weeks I know I will feel a combination of pride, excitement and purpose…

…Pride because this is the business that until 12 years ago lived entirely inside my head. I am proud when I think there is now a team of 60 employees supporting our purpose and on track to deliver two million experiences before the end of the year. And that we are supporting 1000s of businesses in our supplier community. Not forgetting the half million good times we facilitate for our customers every year.

…Excitement because my days of dreaming up and delivering the business strategy for RedBalloon has been passed to the CEO and a leadership team now tasked with this, and it’s exciting to think I’ve played a role in their professional development. I’m also excited to see what ideas they create.

…Purpose because it’s the why we do what we do. It is our purpose that drives us, and get’s us bounding out of bed every day, and we wouldn’t know what direction we’re headed or what we needed to take with us. Our purpose and our values guide every decision we make as a business, and I am so fortunate to have a team of people happily along for the ride.

I hope you enjoy this time of year as much as I do. I’d love to hear your own experiences with planning and the strategies you use to get the best ideas and buy in from your people.

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Any where Any time

Last week Cara Waters headed her column “Massive influx of Bullying Claims expected” Now I know her job is to get people reading with sensational headlines –  however I think a more apt headline is “Be Alert Not Alarmed”.

Megan [RedBalloon Employee Experience Manager] – arranged for a presentation from our workplace lawyers prior to the last RedBalloon board meeting. This is very much a part of our responsibilities as directors – and we don’t need to wait for legislation to ensure that we are doing the right thing.

Like all business risks director and business owner need to take the lead on this. Directors are responsibility under the Corporations Act 2001 for:

• Care and diligence - to act with the degree of care and diligence that a reasonable person might be expected to show in the role
• Good faith - to act in good faith in the best interests of the company and for a proper purpose
• Improper use of position - to not improperly use their position to gain an advantage for themselves or someone else or to the detriment to the company
• Improper use of information - to not improperly use the information they gain in the course of their director duties to gain an advantage

So really if we are acting properly with care and diligence – all should be okay. I know as a director that I must ensure that beyond doubt I have personally done everything I can to ensure that my team are safe at work (complying with Occupational Health and Safety director obligations) – the new bullying legislation will provide the same onus on directors.

As leaders doing a few simple things in preparation will keep our people safe, our brand safe and reduce the likelihood of claims.

The point is stuff happens in business – and we are dealing with people’s many and varied personalities.

At RedBalloon we love being ‘famous’ for being a great work place. I believe one of the reasons we have achieved this is because we have shared values. This goes along way to creating mutual respect in the workplace.

As a leadership team we are committed to people coming to work every day able to do their best work. Despite this RedBalloon is at risk as much as any other business.

What happens if a bullying claim is made at RedBalloon? First of all we don’t panic – we have done the preparation – directors trained. The CEO goes straight to our policy – and follows it.

As the new laws role out there is no need worry if you stay vigilant to the issue – and acknowledge it can happen in ANY business at ANY time.

1. Do you have a strategy, policy, or process documented?
2. Are potential areas of concern identified? (eg we have a policy about providing alcohol at work functions – because risky situations can also occur when coworkers are at work functions.)
3. Are the leadership team and the directors informed – educated and committed to the process?
4. Are the policies and processes shared with all leaders?
5. Do employees know what to do if they have a grievance?
6. Is there an independent ‘hot line’ employees can call (if they feel that they are unable to speak to someone internally – including HR)
7. At what point is an issue escalated to either an internal or independent investigation?
8. Is the employee kept informed and made to feel safe at all times?
9. Are disciplinary actions taken quickly and effectively if required?

Here’s the good news – like so many HR practices there are experts who work in this area, who assist in designing policies, identifying risk areas, hotline and investigations services (Licensed investigators may well be needed – cases have been thrown out of court because the investigators were not licensed to conduct them).

Much of what I learned came from the research and work Risk to Business does.

Take the Workplace Risk Audit – see how your business fairs – maybe you are already on the right track…

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If we were all the same – how dull life would be.

Everyone has their own unique view of the world.

It is really easy to criticize others, act superior, but the only person you are really impacting is yourself. Even the those you think are a complete waste of time have value to add – if for no other reason than we learn how we don’t want to be.

Lesson #1 – Everyone has gold – it is the job of the listener to uncover it.

I recently received this email:

“I’ve been reading your LinkedIn contributions (and the contributions of others) for a few weeks now.

Initially, I admit that I’ve been unimpressed with many of the articles I’ve been reading from people who are educated and successful–by all rights. I believe that many of us (particularly Americans) have chosen to ”react” to opinions and rhetoric rather than to think critically about the content that others say. It has bothered me that while we encourage others to succeed personally and professionally, I don’t see the same passion for genuinely enabling the success. We ask for people to demonstrate admirable traits that relate to generally acceptable values and beliefs–but we often don’t demonstrate them ourselves. And, it seems we rarely hold the one’s we value (accountable) to those standards.

I’ve written a handful of comments on your LinkedIn posts that were less than encouraging–trite, insensitive, and generally lackluster in communicating anything other than the fact that I don’t approve…

I wanted to apologize to you for doing that. I know that it’s okay to disagree–but that we should all encourage more than we scorn; and smile more than we ”beat our chests”. That includes me.

Naomi, I’m sorry that I my contributions to your posts were less than inspiring for you–and other readers.”

It took self-awareness to write this – and I thought others could learn from his words.

Lesson #2 it is a lonely place to always be right. Admitting you’re not perfect is a sign of maturity.

I love debate – it is healthy and fun, in fact conflict can create the challenge, which will lead to a better result. But before you challenge for the sake of it – have you listened for gold first and have you assessed how to be constructive without being ‘superior’? Holding on to a position of being right, without allowing other peoples’ opinions to be equally valued limits the opportunity to learn.

Have you ever tried to explain something to someone who says ‘I know’ alot? Doesn’t it stop you taking the time to share your view – and ultimately the ‘knower’ misses out. If you are the person who is always saying ‘I know’ (and maybe you do know a lot) but you will never find out what the other person did know if you cut them off and don’t ask open questions.

If you hear that little voice in your head so loudly that you can’t listen – perhaps it is time that you asked the little voice to quiten down for a moment so you can get the most from those around you.

“Good listeners get what they deserve–better speakers.” Seth Godin

Are you open to being a great listener?

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What makes us tick? 'Good Times' with family and friends is way up there.

I started a business more than a decade ago based on ‘giving people good-times.’ Since then I have researched and read many books about happiness, well-being and what it is to be human. In essence I have been seeking the answer to the question ‘What is it that drives us?’ And I first wrote about this on LinkedIn

I have learned the definitions of pleasure, contentment and joy and in so doing I have discovered that the word pleasure and desire are often hijacked by a seedier conversation.

In this pursuit I was delighted to come across ‘What Makes Us Tick: The 10 Desires That Drive Us’ by Australia’s leading social researcher, Hugh Mackay.

We ask so many questions of ourselves: Why do we work? Why do some people work jobs they don’t like? Why do others work when they don’t need the money (lucky them!)? Why are people scared to retire, afraid of not working?

According to Hugh, we shouldn’t be so puzzled about human behavior. In fact, we’re suffering under the delusion that humans are rational beings… and we then get frustrated when our behavior is irrational. Instead, Hugh says, our brain is ‘like a gland – awash with hormones’, and we should be surprised at the times when people do display the ability to be rational, rather than the other way round!

Hugh explains that we don’t do anything in our lives for just one reason. Everything we do is a dynamic, messy, contradictorily interplay of 10 desires that drive us.?? While all 10 desires drive every facet of our lives, Hugh touches on seven desires which are particularly played out in the workplace.

The desire to be taken seriously. We need to know we exist, that we’re valued, that we’re being listened to. This desire is why good listeners are so valued in the workplace. And why when you feel so bad when you realise someone is looking over your shoulder when you’re talking to them, rather than listening to what you have to say.

The desire for ‘my place’. We all need places that feel like ours, places that symbolise who we are. This is why, for some people, hot desks and open plan offices create a certain amount of disconnect and dissatisfaction at work.

The desire for something to believe in. We all desire a framework of values in our lives, values we can live by. If the organisation we work for has integrity, it can form an important part of our value set.

The desire to connect. Not only do we feel connected to people around us at work through everyday interactions, we also use work to connect deeper to ourselves. For some people their work is an expression of their self.

The desire to feel useful. The one thing we least want to hear ourselves described as is ‘useless’. Wanting to be useful is fundamental to being part of society. This is the reason that people pull together in times of disaster to help complete strangers… to feel they are doing something useful.

The desire to belong. According to Hugh, we are both ‘herd animals’, and ‘tribal creatures’. We like to feel part of a group, as well as part of something bigger. The best workplace contains rich gratification through both a small herd (work group) and the sense of being a part of the company, the tribe.

The desire for control. Hugh believes this desire is the one most likely to get us into trouble. Humans are by nature uncontrollable. The only person we can control is ourselves.

So the boss who tries to control his team, or a parent who tries to control their children, are fighting a losing battle. So a first-time parent returning to work often feels relief at coming back to an environment where they have influence again… ‘control’ over their own workflow and tasks.

Hugh explains that it’s unlikely we all have these desires all satisfied on a daily basis, but if you feel you have something useful to do, you’re connected, and you have a close work group then you’re doing well.

A final thought from Hugh, that resonates with my own passion for acknowledging people, is that if a workplace can fulfill some or most of these desires for their employees, the ripples will be felt beyond just the personal lives and relationships of the employees, into a more cohesive and peaceful society. Certainly something worth striving for!

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Lauren enjoying herself on the grid

The notion of an “office” has been turned on its head thanks to cloud-based products. They’re changing the nature of work environments like never before.

Our Microsoft host Isabel introduced herself as a “Full time mum of two, full time wife, full time daughter, full time sister and full time employee. We’re all a full time lot of things – all the time, everywhere, anytime. And we’re also expected to be productive everywhere, anytime.”

That sentiment really resonated, as I know myself and many of my colleagues are in this position. With so much on their plates, employees want – and need – the flexibility to do their job in a way that best suits them. Our “outside” lives don’t end when we step “inside” the office.

But delivering this holy grail of flexibility has been a tall order for many SMEs for a long time. The cost that often accompanies providing such tools has, until very recently, been hugely limiting.

V8 Supercars Director of Finance Peter Trimble said their company had no choice but to look at a technological solution for their slumping employee morale – they were “doing their peoples’ heads in” with out-dated technology.

“Our people were working inefficiently and often until 10 or 11 at night just to get their job done. We were wearing our people out…and it was costing us a lot of money to run a broken system. There’s no room for forgiveness in our work – the race will start no matter what.” While that’s true in a literal sense for V8 races, it also applies equally to every business.

RedBalloon has been a recognised top employer for years, with a steadfast commitment to providing flexibility and the right tools for our people. As part of this we recently transitioned onto “the cloud”, where simple yet fundamental features like accessing email, calendars and files, and staying connected when working remotely, are possible. Surprisingly though, we have also seen a reduction in costs.

For the first time, small businesses are able to provide tools for their people that have been for so long available only to the wealthy few. These products are levelling the playing field.

How are you using technology to drive productivity and engagement in your business? Is out-dated or costly technology a stopping point for your growth?

I’d love to hear your stories.

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I find myself on a board with David Thodey, Anna Bligh and Graeme Samuel and . And we are the new board of Clever Corp – and fictitious corporation invented by hypothetical luminary Geoffrey Robertson. For more than an hour Geoffrey weaves his questions around corporate governance, ethics and growths in a new world of business. I listen intently never sure when he will turn to me – asking me questions designed to lead me into a place I don’t want to go. I’m pleased with my answers and relieved when the event comes to an end. Once off the stage the panelists share a meal with Geoffrey and we laugh about the experience. Challenging for us all. I understand that the event was taped – and if it is available for public consumption I will ensure I publish it here.

The Telstra CIO forum coincided with the launch of the fifth – Clever Australia research. For the first time the report focused on more than productivity. It outlined what are the drivers of growth. Telstra coined the term ‘Growth Champions’. The research report said that only 5% of Australian businesses fall into the realm of “Growth Champions’ that is businesses which have achieved substantial productive improvements and enjoyed substantial growth beyond their industry norms.

Growth Champions focus on growth – it is at the center of everything they do. They are completely customer centric and listen deeply to what customers are saying and they collaborate with employees, understanding that employee engagement is critical to their growth aspirations. For more information on the report you can download the full report at telstra.com/cleverausreport

This is the background brief to the panelists, which is interesting in itself:

• The ITC landscape and digital universe is getting increasingly complex.
• There is still concern about the volatility and uncertainty surrounding global markets.
• While CFOs will be taking prudent action to manage finances, 75% view IT as a source of competitive differentiation.
• When discussing the provision of ITC services, there’s now an increasing focus on innovation and return to growth.
• When asked about their top concerns 67% of IT decision makers in top Asia Pacific companies said: increasing expectations from customers’.
• And 59% said: ‘the accelerating rate of technological change and its effect on product/service life-cycles’.
• The four pillars of growth were identified as Cloud, mobile, social and big data.
• Global mobile data traffic will increase 26-fold between 2010 and 2015.
• In a typical week, 71% of smartphone users will browse the Internet.
• 75% will use a search engine and 31% will watch a video.
• 26% of mobile consumers have made a purchase on their smartphone.

What do you think – will we keep playing off the ‘lucky country’ or are we morphing into the ‘clever country’?

The DNA of Champions from Telstra

 

 

 

 

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Sydney at a Gridlock

A colleague called me from a bus this morning to tell me she’d be unable to make an 8.30am meeting because the “traffic was at a standstill”.

The fact she had left her home – a mere 19 kilometers from the office – at 6.30am that morning still did not guarantee she’d get to work on time. After sitting on a bus for almost two hours, she decided to get off and walk the remaining distance; eventually arriving at the the office just before 10am.

I’ve often said “don’t blame the traffic for being late, you didn’t give yourself enough time”. But in this case, the circumstances were entirely out of her – and the thousands of other commuters caught up the chaos’ – hands. The reality was that an oil spill in the Sydney Harbour Tunnel had created outright catastrophic traffic conditions all over Sydney. It had quite literally brought the city to a standstill – from every direction. I live less than 3km from work – and the gridlock meant I could not even get out of my lane way.

This begs the question: “how much productivity is swallowed up each day, week, month and year commuting?” And that’s just in normal circumstances – what about days like today when the majority of the city’s workforce are trapped in traffic? I’m sure it’s staggering.

With the advent of the mobile work culture – smart phones, tablets, laptops and mobile wifi – at least many of us are able to check emails, work on projects or make calls to ensure the time we spend in transit isn’t entirely wasted. But what of those whose work revolves around being “on site”? Tradesmen, shop owners, doctors and nurses?

Time is our most valuable resource, so how can we work as a community to make sure it’s not wasted on a mundane bus journey each day?

I don’t have the answers, that’s for sure. But we’re certainly doing our part at RedBalloon by ensuring our people have the right tools to allow them to maximize their productivity at every opportunity. How are you making the most of every moment?

(PS I recently wrote that I can work anywhere – and this was written in the gridlock)

The post The way work really happens appeared first on Naomi Simson's Blog.

BT Runway for Success

The last few weeks have been a hive of activity – with International Women’s Day events, RedBalloon developments and speaking engagements.

In the last few weeks I have attended many great events:

• I spoke for AICD NSW and attended the Heads Over Heels event on the same evening
• I spoke for final year business students at Notre Dame university in Sydney
• Attended a presentation by Neil Ross on the ‘Art of Rhetorical Speech Making’
• Attended the Verve Clicquot Inspiring women cocktail party in Bondi
• Spoke for TAL international at their Women’s Day event
• Saw the Michael Jackson tribute at Taronga Park zoo
• Spoke to a NAB leading women group in Melbourne
• Attended the amazing Runway to Success hosted by BT – show casing some of Australia’s best fashion designers – a truly fabulous evening at the Australian Technology Park Sydney.

This Week:

Monday – I’m a panelist in the Telstra sponsored Geoffrey Robertson hypothetical ‘From a lucky to a clever country’ -  Melbourne
Tuesday - Several client meetings and a presentation for APCO franchisees on ‘Employees are the new customer’ – Melbourne
Wednesday – RedBalloon board meeting and end of trimester reviews
Thursday – Lunch at E&Y for Cerebral Palsy Australia, more reviews (Eight in total)
Friday- morning meetings (afternoon project time, planning preparation)

And also there will be more writing for LinkedIn, SmartCompany and of course naomisimson.com

The post Coming up this week 18 March 2013 appeared first on Naomi Simson's Blog.

I was asked by LinkedIn to share ‘where and how’ I work… Maybe this request was inspired by Marissa Mayers demand for the Yahoo employees to stop telecommuting and come to the office. [I think she may well have been taken a little out of context. I know the importance of feeling a part of the team - and if I am out and about the whole time I get disconnected. Marissa has a big job to do as such she needs the team be connected and united]. Flexibility is key to employee engagement – but flexibility cannot be to the detriment of the company.

This was my response to the LinkedIn editors request:

I work anywhere and everywhere – some of my most impactful blogs have been written on aircraft or waiting at airports. Or, as above, at the hairdresser’s. Whilst I work “technically” at the RedBalloon office, my leadership team say that I am “better out than in”. Which means my job is to be out and about – meeting people and building networks for the business.

This picture is taken at one of the RedBalloon experience suppliers’ locations. This week, I have visited three different places, ‘mystery shopping’ and checking the experience. This is not part of my official role – but I find that being on the move and meeting different people gives me inspiration to write.

My family is number one in my life, my children cannot remember the time before we started RedBalloon – they have grown up with it, as well as being very much a part of it. I used to have to go to their teachers at the beginning of each year and say if my child says “they were in a helicopter on the weekend – they probably were”… just so they didn’t think my kids were telling tall tales.

My children are used to mummy grabbing a moment to write a few words. My daughter was happy to have me working next to her whilst she did this hair makeover experience. After all shared experience is what I am all about – and it is the inspiration for my writing.

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