The Power of Thanks: How Social Recognition Empowers Employees and Creates a Best Place to Work: How Social Recognition Empowers Employees and Creates a Best Place to Work DIGITAL AUDIO by Eric Mosley & Derek Irvine

Author:Eric Mosley & Derek Irvine
Language: eng
Format: mobi
Publisher: McGraw-Hill Education
Published: 2014-12-11T14:00:00+00:00

24/7 Connectedness

“Working from home” once meant taking home a briefcase full of papers on the weekend. Now it means plugging into a cloud-based set of secure company applications and information with your tablet or smartphone. It means greater flexibility and productivity by removing barriers of time and space. Jason Averbook, author of HR from Now to Next, calls this enabling people to work, the way they work, outside of work.

It also means new questions about what constitutes a workday. If I save two hours of commuting time because the company provides technology for me to work remotely, does that time belong to the company or to me? If the company asks me to review a report at 10:00 a.m. on a Saturday, can I do my personal e-mail on Monday? Is my habit of 24/7 connectedness to my Twitter feeds beneficial to the company because half of the tweets I read are relevant to work? The answers to these questions and dozens more are sometimes found in formal company policies and sometimes as informal standards—and often just as adapted behaviors (as in, “Honey, please don’t read your work e-mails at the dinner table.”).

This 24/7 connectedness leads to an alternative view of life-work balance called life-work blending, in which both realms recognize the other’s importance and need to cooperate when it comes to time and focus. As management consultant and author Ron Ashkenas wrote in Forbes, we need to become flexible in how we accomplish both our work goals and our personal goals.11 Both need to recognize the other’s importance.

Recognition’s emphasis on human emotions, motivations, and personal connection in a business context fits philosophically with this view.

In recognition, the time shift to 24/7 connectedness is similar to the location shift of mobile computing. It improves program adoption by removing barriers to use. There may not be time in a day to recognize a colleague, but later, recalling her good job, I should be able to easily nominate her for an award. And the benefit is twofold, because she might first learn of that award outside of office hours. If 24/7 connectedness means life-work blending, shouldn’t the benefits and good news reach employees just as easily as demands?

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