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Profiles Advantage
Partner Newsletter for September 2015
FROM THE DESK OF...
Jocelyn R. Pick
 
 
Jocelyn R. Pick.png
2 Reasons to Use Recognition for Employee Motivation

The theory of recognition for employee motivation and engagement has been around for over 2500 years. In today’s business world, however, because it is free to do and well known that you should do it, most people - especially those in management positions - do not do it as often as they should. People are constantly looking for the next best thing, forgetting about the tried and proven theories for employee motivation that have worked well in recent centuries.

Motivation comes from more than dollar signs and fat paychecks. In fact, employee recognition is essential to keeping employees happy, engaged, and motivated.

You need to go out of your way to catch your people doing something right. “Giving employee recognition” is a topic that is significantly popular among the world’s top business blogs, authors, and development coaches. What you don’t read about as often is why and how it actually works.

2 reasons to start recognizing people today:

1. A physical feel-good. When someone gives you feedback for something you’ve done well, that you know is warranted (in other words, not flattery) stating, “Oh, you did a good job there,” it should be more like: “You did a good job, and the reason I say that is because our client John Doe emailed me to tell me how your work has impacted their business, they’ve increased their ROI by 40 percent, and they attribute it to you and your efforts.”

When you give someone good feedback and authentic recognition, it causes a chemical reaction in the brain. It releases dopamine and serotonin: the feel-good chemicals. They are same chemicals released when you exercise, or eat your favorite treat like chocolate or ice cream. When you give someone recognition, you give them a genuinely good feeling in their brain.

But, here’s what happens subconsciously; a little voice in the back of their head says, “Whatever you did there, do it again… that felt good.” So, the behavior that prompted that feedback in the first place is reinforced. Think of your own experience, the last time someone gave you some genuine recognition.

2. What goes around comes around

That’s just the physical side of employee recognition. The second thing is the psychological aspect. There’s a thing psychologists call the norm of reciprocity. When you do someone a favor or give them something - even if they didn’t ask, don’t want it, or the favor has no great value to them (and even if they don’t like you) - they’re inclined to reciprocate. They want to give it back. So when you give someone recognition, along with that slight dose of dopamine and serotonin, they feel better about themselves momentarily. It triggers that norm of reciprocity; those people now want to think of what they can do for you. Recognition creates an environment where people become engaged with each other and the people who are managing them. This is why it providing positive feedback is so powerful!

If it is so easy to do, why aren’t you doing it in your business?

No one said you have to be the leader or manager to recognize others. Employee motivation and engagement is an astonishing thing. Make sure you know how to integrate it in your business, regardless of your title, level, or rank.

If you’re a team member or manager, make sure you recognize your coworkers, when you genuinely believe they deserve it. If you’re an executive or HR director, make sure this is a prominent part of your company culture.

Wishing you continued success,

Jocelyn R. Pick
Managing Director



Profiles Performance Indicator™

Profiles Performance Indicator™ (PPI) is a performance-based employee assessment solution that generates a report which will help you boost employees’ morale and productivity.

Purpose
This solution provides you with valuable insight into how an individual can be motivated and managed to operate at peak performance. The PPI also provides recommendations for improving employee performance. These recommendations can help you:

  • Respond to job-related stress, frustration, and conflict
  • Boost employee motivation
  • Conduct effective performance appraisals
  • Determine whether the employee is internally motivated, or will need external stimulation

Learn more here.

Photos from August Seminar-Workshop
Developing Your Training Program (August 6 – 7, 2015)

Training is an essential element of development in any organization. Being knowledgeable and continuing to learn throughout your career can make you a very valuable asset. We also know that training and orientation for newly hired employees is a key factor in retention. This two-day workshop was designed for a trainer who wants to develop training programs that are meaningful, practical, and will benefit both trainees and the organizations they work for.

Testimonials: “It allows me to think outside the box and apply my learning through the assigned activities.”
“I enjoyed it and the facilitator was able to engage participants throughout the days.”
“Overall, this was an excellent program to add to my knowledge about training design”
Building Better Teams (August 12 – 13, 2015)
Teams have become a principle building block of successful organizations. This two-day workshop is a basic course for team leaders and team members, designed to focus on the characteristics of an effective team player and the elements of an effective team. You will leave the workshop with plans for your personal development as a team player and ideas for developing your back-home team.
Testimonials: “I really learned a lot. It is very useful to my current position.enjoyed the training flow/design”
“Dr. Alzona is a very good facilitator. Well knowledgeable.”
“Very relevant and important. Will apply this to my workforce.”
Coaching and Mentoring (August 25, 2015)
Coach, Role Model, Counselor, Supporter, Guide...do these words ring a bell? Being a coach involves being a role model, sometimes a counselor or supporter, and always a guide. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Knowing how and when to coach is an essential skill that can benefit both you and your organization. This one-day workshop will help you become a better coach in all senses of the word.

Testimonials: “It is concise and easily understandable. Visuals are designed/develop to enhance & retain the learning
experience.”
“I am satisfied with what I've learned.”
ABCs of Supervising Others (August 27 – 28, 2015)
This two-day workshop is designed to help you overcome many of the supervisory problems you will encounter in your first few weeks as a boss, whether you are a team leader, a project manager, or a unit coordinator. Dealing with the many problems a new supervisor encounters isn’t easy, but it doesn’t have to lead to discouragement.

Testimonials: “Alive & excellent presenter. Good assistance from the training coordinator Thanks a lot!”
“The Facilitator was broadminded in terms of topics & also lots of ideas w/ regards to supervisory.”
“Excellent workshop and seminar.”
 
MORE LEARNING EVENTS
September 16 – 18Leadership Series: The Professional Supervisor
October 7 – 8Leadership: Creating an Alignment of Strengths Towards Employee Engagement
October 14Learning Profiles: Cultural Diversity
October 15Sales Optimizer Series: Selling Smarter and Better
October 16Learning Profiles: Creativity and Innovation Profile
October 21Learning Profiles: Time and Stress Management
October 23Learning Profiles: Sales Effectiveness
November 5Learning Profiles: Dealing with Conflict and Coaching Effectiveness
November 11Managing Millennials
November 12Personal Mastery: Self Leadership
November 27Sales Optimizer Series: Overcoming Objections to Nail the Sale
December 3Personal Financial Management
2015 MAAP Schedule
September 12Puerto Princesa
September 19Intramuros, Manila
September 27Taytay, Rizal and Davao City
October 3Pasig City
October 4Cavite City
October 10Silay City, Negros
October 11Bacolod City, Negros
October 17Tagbilaran, Bohol
October 18Cebu City, Zamboanga and Espana, Manila
October 24Mariveles, Bataan
October 25Mandaluyong City
Contact Nos.
Tel:
Fax:   
(02) 635.0016
(02) 637.8769
Websites
www.profilesasiapacific.com
www.peopledynamics.co

Profiles Asia Pacific
     
Address
1602 OMM-Citra Bldg., 39 San Miguel Ave.,
Ortigas Center, Pasig City

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