Tag Archives: Sodexo

HR impact on business success

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I wonder who will win? We, that is Sodexo Motivation Solutions, are sponsors of the HR impact on business success award this year at the CIPD People Management Awards 2010. The winner was decided back in September by a panel of judges and will be announced at the award ceremony this week, on 10th November, in Manchester

I know that well conceived and managed solutions  in employee benefits, incentives and recognition, enable HR divisions to have a positive impact on the success of their organisations. This award celebrates some of the best examples in the UK.

The finalists, and good luck to them all, in our category are:

  • Atos Origin
  • Outward Housing
  • Royal College of Nursing
  • Rotherham Metropolitan Borough Council

Reward after the recession

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The recession has left employers scrambling to cut business costs, yet many are still pushing for higher productivity from their employees. During such turbulent times, companies can often lose their focus on employee motivation. However, if employers simply push their staff to perform better – without providing them with the appropriate incentives to do so – the effect on productivity and staff morale can be devastating.

Now is the time to focus on staff motivation. As companies begin to fight their way out of the economic downturn, priorities need to shift dramatically from merely keeping afloat to maintaining a high level of customer service and ensuring productivity among all members of staff.

>>> read the rest of this article

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Embracing diversity

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Why diversity matters when coming out of a recession …  Embracing Diversity – a white paper from Sodexo

Equality and diversity – a strategic decision in maximising the value of your recovery from recession.

Equality legislation has existed for over 25 years – supporting the rights of individuals from all backgrounds to fair and just employment opportunities. Over the last 10 years we have seen an increase in this legislation, and the formation of the Equality and Human Rights commission. In Spring 2010 the introduction of the Equality Bill brings all of this legislation together under one law. The Equality Bill puts more responsibility on employers, and a legal framework to prosecute those that do not comply.

Treating people with dignity and respect and offering equality of opportunity is good practice for any organisation and should be mainstreamed into all organisations. The timing of the Bill means that, along with flexible and voluntary benefits packages for employees, Diversity is a core subject whilst considering recession recovery strategy.

Diversity is wholly in keeping with the values of our Group – service spirit, team spirit and spirit of progress. I am fully convinced that the diversity of our staff’s ideas, origins, cultures and know-how is a source of innovation and progress, as well as a spur to growth for our Group.”  - Michel Landel – Group CEO Sodexo

No need to register or leave your email address. Use this link to download the full white paper titled Embracing Diversity.

This paper was written by Gamiel Yaffai. Gamiel has spent the last 10 years working to promote the business case for Equality and Diversity. Gamiel specialises in supporting organisations move from policy to practice and has been involved in developing a number of innovations to help organisations along their journey. He has worked with over 150 organisations and is responsible for developing tools such as the Equality Suite and Diversity Online.

Vouchers and gift cards: where next?

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It’s incredible to think where we’ve come from. Seventy years ago the first voucher appeared on the high street in the form of a book token. Who could have predicted how the voucher and card industry would change and develop, becoming a currency for both everyday and business life, and who amongst us can predict what the future will look like for these ever-changing incentives?

Even in the past couple of years we’ve seen rapid development; the introduction of gift card centres, shops and stores; the beginning of e-vouchers and mobile phone technology, plus we’ve seen non-retailers (restaurants, experience companies) for the first time, emerge strongly into the marketplace alongside the traditional high-street retail vouchers and gift cards. Where to next – will paper totally disappear? Will new technology take over when traditional products have lost their way?

So, where is the market going? And, what will it look like in five or even 10 years time? Unfortunately none of us know all the answers to these questions and we can only begin to speculate. What I do know is that it is essential that the recipients of vouchers, e-vouchers, gift cards etc – whether they be consumers, customers or employees – get a product that they want, a product that excites, motivates and inspires them and one that is easy-to-use and flexible.

As voucher and card suppliers we need to keep this front of mind in everything we do. Ultimately, our aim is to keep the excitement and enjoyment alive and make the voucher and gift card industry buoyant for another 70 years – in whatever format that may be.

Employee engagement tool

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In this post:

1. What is employee engagement?
2. News of our new research tool: SayEngage
3. Our white paper on employee engagement

What is employee engagement?

Employee engagement refers to a positive relationship between an employee and their organisation, which has benefits for both employee and organisation.

Engaged employees are more likely to be loyal and contribute more to an organisation resulting in many benefits including greater customer satisfaction, productivity and profitability.

For this reason engaged employees are critical to business success. This has been argued as particularly true in the present climate.

This white paper takes it back to basics outlining how engagement differs from satisfaction, how it can be measured, why it matters and how to engage with your people.

SayEngage

We, Sodexo Motivation Solutions, have just introduced a new tool for businesses: SayEngage. SayEngage offers a new and different employee engagement survey for modern business. It was created and developed specifically for small and medium sized organisations by Insitas Research. It is simple, low cost and it works.

Underpinned by psychological theory, the SayEngage survey helps organisations to identify areas where employee engagement is low and so requires action.

Once companies have carried out a SayEngage survey, they will be given support and advice by Sodexo on how to use incentives and rewards to improve on any areas of weakness which the report highlights.

The powerful combination of expertly constructed and independent employee research by Insitas and the motivation portfolio offered by Sodexo ensure that companies have the best opportunity to succeed through their people.

Employee Engagement white paper

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Andy Maslen

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At Sodexo Pass we like Andy Maslen. We’ve been using his services for copywriting and he has become a bit of a legend around the office.

This is how he describes himself:

“This is the blog of Andy Maslen. I am a corporate and marketing copywriter/trainer. Business writing has to work, but why shouldn’t there be a little poetry, too? I am FOR clarity, humanity, precision and persuasion. I am AGAINST bad writing in all its forms, from jargon to waffle, arrogance to idiocy.”

And it’s rather nice to notice that he seems to like us too. After visiting our team, here is what he said on his blog:

Thursday, April 23, 2009

“I attended a fantastic supplier briefing meeting at Sodexo yesterday. They are a huge global business yet they behave like a small company ie they look after their people (staff, customers AND suppliers) and really believe in making a difference. http://uk.sodexo.com

“It’s rare to have a director of a business that big who is genuinely funny and approachable but Kevin Harrington is one of that rare breed.

“His best line was about the way all organisations have “rules” that everyone sticks to but which turn out not to be rules at all. When you break them, you find you can make things better. Bit like the English language really.”

Guess what? We recommend Andy Maslen’s business, Sunfish. Seriously though, he has written some good copy for us. Andy also works for brands like Economist, Herald Tribune and Top Gear.

Andy Maslen

What really motivates?

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Incentives as a motivational tool come in many forms, and schemes vary depending upon the size and structure of an organisation. Understanding the needs of employess can help companies to reap poisitve rewards from an incentives programme

According to Kevin Harrington, director at Sodexo Motivation Solutions, a successful motivation scheme comprises three elements: “First is the reward itself; ensuring that it is exciting, relevant and has mass appeal to your audience. The second is the communication; the way you inform your audience about the scheme needs some careful thought. The third is the technical backup; without a fully interactive rewards platform, your staff will not be able to truly connect with the scheme.”

Even with the right reward system in place, employees still need to be motivated by what they are doing as well as by what they are able to gain. Independent research commissioned by Maritz, revealed that:

• For 28% of respondents, putting in extra time and effort because it was important to the business was least motivational to them

• A quarter of respondents said they would be most motivated if they were likely to enjoy the task

• 38% of respondents said being thanked had a very positive effect on their productivity and 36% said that it impacted upon their willingness to remain with the company

• 31% said that pay and benefits were not a factor in their decision to move jobs

• 41% said that poor training and career development opportunities had no bearing on their decision.

The two most motivational factors in the survey were tangible rewards and the opportunity to learn or develop their skills, with 65% of men and 53% of women favouring tangible rewards. Of those who found the opportunity to learn or develop their skills most motivational, 47% were male and 35% female. Maritz also found that non-cash rewards almost always work best, especially at the lower end of the scale. A £50 voucher is far more
memorable and motivational than an additional £50 cash in a pay-cheque, which may well be absorbed into everyday spending on petrol, groceries or the gas bill.

First published: The HR Director, January 2008

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