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2.9 from 116 votes


Date: June 1 2011

NEW YORK (June 1, 2011) – As spring showers have turned into summer sunshine, overworked and underappreciated employees may have become emotionally detached from their current job situation. Some workers are checking out mentally, one day at a time, instead of “turning over” in the more traditional manner. And the excitement of warm summer days can lead to a condition called “presenteeism”—lost productivity that occurs when employees come to work but underperform because they just don’t want to be there. New York–based Madison Performance Group<>; encourages businesses to focus on ramping up employee recognition activities in order to maintain employee commitment during these tempting summer days.

Madison Performance Group is the worldwide leader in developing employee engagement and incentive marketing programs for Fortune 1000 corporations that include CA, Citigroup, Kawasaki and Siemens. The company implements customized strategies to motivate workers, applying proprietary sales and marketing techniques to maximize employees’ success.

A recent Gallup Management Journal survey of U.S. workers reconfirms that engaged employees are both more productive and more profitable. They tend to stay with their companies longer, and develop better relationships with the company’s customers. Conversely, disengaged employees erode an organization’s bottom line.

According to Mike Ryan, Senior Vice President of Madison Performance Group, “In order to successfully battle ‘presenteeism’—especially during the summer months—organizations need to do a better job of keeping their employees engaged. Companies need to give their staff a reason to come to work. Targeted recognition helps celebrate the importance of an employee’s work and the role each employee plays in helping the company achieve its objectives. An engaged employee will work harder and demonstrate far more ownership than one who has mentally checked out.”

During the summer, most people would rather be outside enjoying the weather and spending time with family and friends. As a result, some employers will see an increase in the number of employees taking advantage of reasons to call out, extend a lunch hour or leave work a little earlier than usual in order to do anything but work on projects that they have lost interest in.

"To prevent these types of distractions from taking root, managers should take the time to reinforce the individual value of each employee: what they bring to the table, why it’s important, and why they are a big part of the team’s success. That promotes ownership in an outcome and makes people more connected to what’s going on at work,” Ryan concludes.

About Madison Performance Group:

Over the course of nearly four decades, Madison Performance Group has become respected for its ability to create hundreds of uniquely tailored programs, allowing corporations to optimize workforce engagement and maximize company success. Priding itself on its innovative ideas and strategic incentive marketing solutions, Madison helps build a corporation’s competitive advantage in today’s rapidly evolving, global marketplace.

Madison Performance Group has grown to become a worldwide resource for companies interested in enhancing the effectiveness of their current workforces. The company has headquarters in Manhattan and offices in China, Brazil, Sweden and Mexico.

Historically, Madison has represented blue-chip clients in a range of industries—from automotive and biotechnology to financial and telecommunications—to motivate and engage their employees and create unparalleled sales incentive programs. Madison is proud to include such leading brands and global organizations as CA, Citigroup, Kawasaki and Siemens on its client roster.

To learn more about Madison, please visit Madison Performance Group<>;.