Bill Sims Company

When it comes to Recognition, one size does NOT fit all…

From over the Persian Gulf en route to a client in the Middle East . . .

 “We do a great job at employee recognition” said the Human Resource Manager of a large hospital.

“That’s good to know,” I said. “How do you go about recognizing great performers?”

(more…)

“We are trying to reduce the stupid accidents that occur because employees are in a hurry, or they don’t follow the safety standards.”

“Every time we have an accident, I get an email from my president asking if we can fire the injured employee. In their book, it’s always the employee’s fault…”

(more…)

Rose works for one of the top luxury hotel firms in the world. The hotel’s reputation for service is legendary—and so was their approach to employee recognition, or so I thought, until I met Rose.

(more…)

I’d just finished my workshop at the national meeting of the American Society of Safety Engineers. After my presentation, I was approached by a senior consultant with one of the biggest behavioral consulting firms; he immediately hit me with a really heavy behavioral question….

“Aren’t you worried about robbing people of their intrinsic motivation by giving them gifts like IPODS and other tangible reinforcers?” he asked, smiling slightly.

(more…)

“I’m trapped in a self-perpetuating nightmare Bill.”

So began my chat with a safety manager of a Fortune 1000 company. His boss had directed him to implement a safety bingo program. Against his better judgment, he did.

(more…)

When I was in Saudi Arabia recently, I asked how many of the 400 managers I spoke with were using a behavioral process. Over 90% said that yes they were, in fact using one of the original systems developed by one of the largest safety consulting firms some 20+ years ago.

My next question: “Would you say that the feedback you give employees when you do observations is mostly POSITIVE or mostly NEGATIVE?”

1 hand went up saying that the feedback was mostly positive.

(more…)