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Paul Hebert
Works at Symbolist - email is: paul.hebert@symbolist.com
Attended Wright State University
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What's your take - are there enough overlaps for employee programs and consumer and channel program?
 
It’s About Human Engagement – Not Employee Engagement | Symbolist http://buff.ly/1foSBQb <are we all humans? Or are we dancers?
Can you leverage our expertise in engagement with other audiences such as consumers and sales channels? The answer is yes. Read how.
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Always good to remind people that words matter, definitions matter, and to be wary of frauds thinking they know what they are talking about when they don't.
 
My Doctor Said I have an Upset Tummy So We’re Doing Brain Surgery | Symbolist http://buff.ly/1ePS0a3
The “engagement” field is getting crowded with charlatans and con artists. If they say “prize” or “gift” – they don't know what they are talking about.
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From an engagement perspective - is repetition more important than the impact? In other words - does having more little events have a much bigger impact than one big one every so often?
 
The One Post Today That Isn't Focused on HeartBleed | Symbolist http://buff.ly/1m6WPko <repitition, repitition, repitition...
Many companies “save” up rewards & channel them into one, big, red-bow Lexus Christmas event - then step back and say – “That should hold them for a while.”
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Any one interested in employee engagement - please comment.
 
I seriously want some input on this article by Bersin.  

In my mind this is nothing new and in really it is an effort to redefine an issue because they have failed miserably in their attempt to solve the problem.  Over the years consultants like Bersin have done surveys and analysis on what drives engagement - sold that to companies and now, after companies have taken their advice and implemented their suggestions and the results aren't there, they come up with the answer that the “words” were wrong – that’s why it didn't work.  It wasn't us – it was the definitions.

The idea that adding real time information is now the answer – that more sense and respond will drive engagement seems to me to be nothing more than marketing spin.

Adding more data to an already noisy and unreliable data set won't make engaging employees any easier.  In fact – more data will make it harder to figure out what the real causal equation is.  We'll have even more managers running around with their heads cut off trying to figure out why Bob in Accounting is showing that he’s disengaged today but not yesterday.  What happened?  Well, maybe Bob just had a lousy meal last night – does the manager need to know that in order to impact employee engagement?

And do employees and companies really want to get “married” versus “engaged” – can we get any more consultanty that that.

This is some really poor thinking.

What does this group think?  Agree? Disagree? Is this garbage or is it genius.

I’m on the garbage end of this.
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I seriously want some input on this article by Bersin.  

In my mind this is nothing new and in really it is an effort to redefine an issue because they have failed miserably in their attempt to solve the problem.  Over the years consultants like Bersin have done surveys and analysis on what drives engagement - sold that to companies and now, after companies have taken their advice and implemented their suggestions and the results aren't there, they come up with the answer that the “words” were wrong – that’s why it didn't work.  It wasn't us – it was the definitions.

The idea that adding real time information is now the answer – that more sense and respond will drive engagement seems to me to be nothing more than marketing spin.

Adding more data to an already noisy and unreliable data set won't make engaging employees any easier.  In fact – more data will make it harder to figure out what the real causal equation is.  We'll have even more managers running around with their heads cut off trying to figure out why Bob in Accounting is showing that he’s disengaged today but not yesterday.  What happened?  Well, maybe Bob just had a lousy meal last night – does the manager need to know that in order to impact employee engagement?

And do employees and companies really want to get “married” versus “engaged” – can we get any more consultanty that that.

This is some really poor thinking.

What does this group think?  Agree? Disagree? Is this garbage or is it genius.

I’m on the garbage end of this.
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I think you're missing my point. Here - on G+ - in a group with the word "engagement" in its title - with 200+ members and only 2 people are having a conversation. 

That is pathetic.
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Paul Hebert

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Making recognition in your company valuable means treating it like a treasure. Take a look at how the Master Certificate in the movie "Searching for Bobby Fischer" was presented.  That is how you communicate value.
 
Searching for Recognition While Searching for Bobby Fischer | Symbolist http://buff.ly/1juXGJc
[Searching for Recognition While Searching for Bobby Fischer - From Paul Hebert-VP Solution Design. Read more about him on our Leadership page.  And because you know you need it - don't forget to subscribe to one of our subscription options for 2014 here.] Funny the things that resonate with your kids. My 21 year old son was …
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The One Post Today That Isn't Focused on HeartBleed | Symbolist http://buff.ly/1m6WPko <repitition, repitition, repitition...
Many companies “save” up rewards & channel them into one, big, red-bow Lexus Christmas event - then step back and say – “That should hold them for a while.”
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Paul Hebert

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Do you work at a company that favors the "big reveal"?  Does your company save up its recognition efforts for one big raise or promotion? Should it?
 
The One Post Today That Isn't Focused on HeartBleed | Symbolist http://buff.ly/1m6WPko <repitition, repitition, repitition...
Many companies “save” up rewards & channel them into one, big, red-bow Lexus Christmas event - then step back and say – “That should hold them for a while.”
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I wrote this yesterday - and at its core is the argument that we don't need more data - or faster data - we need more time and more analysis.

We're already reacting to information without really thinking things through.  Big data combined with fast data means we make worse decision, faster but feel justified in our efforts because we can back it up with numbers.

Today I see a post from Bersin talking about redefining engagement and using even faster "pulse" type surveys to get more data faster to make engagement decisions in real time. 

We are seriously losing it over engagement.  Step away from the consultant speak and start thinking about this from human standpoint.

Please.
 
Faster Times Lose the Race for Employee Engagement | Symbolist http://buff.ly/1hkpi5G
Speed is not the answer to employee engagement. Like any deep and lasting relationship it can't be built on snap judgments and first impressions.
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Paul Hebert

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 #IQ
 
Post from our newest employee - Give a shout out to Betsy!  
 
There is IQ and EQ - But Do You Have HQ? | Symbolist http://buff.ly/1gRwNkB
[There is IQ and EQ - But Do You Have HQ? - From Betsy Nichols - Employee Engagement Architect. Read more about her on our Leadership page.  And because you know you need it - don't forget to subscribe to one of our subscription options for 2014 here.] Think of the best leaders of your life. …
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Welcome. Thanks for a great post!
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Work
Occupation
Vice President Solution Design
Employment
  • Symbolist - email is: paul.hebert@symbolist.com
    Vice President, 2013 - present
    I design solutions that create long-term, emotional connections between a company and a specific audience. Technology has made it easy to "automate" many tasks in today's business world - but creating engagement and loyalty are not transactional and need to be driven from an emotional point of view. I work with companies to define and create that emotional connection and help manifest it in their recognition strategy, their incentive programs and their communications strategies. In addition, I speak at various HR and channel events, deliver white papers on the various ways to influence behavior and help anyone who asks!
  • I2I - A Marketing and Incentive Design Consultancy
    Consultant at I2I, 2008 - 2012
  • LoyaltyShares LLC - Email is: PaulHebert@LoyaltyShares.com
    Sr. VP Marketing, 20011 - 2013
  • Excellence In Motivation
    Ex. Director Business Development, 2004 - 2008
  • Carlson Marketing Group
    Sr. Account Exectuive, 1984 - 2003
  • Delor Design Group
  • Rockwell International
Basic Information
Gender
Male
Birthday
January 23
Relationship
Married
Story
Tagline
Trying to make a difference in as many lives as possible.
Introduction
If you want to connect within G+ here's some suggested circles I might fit into:
  • Incentives/Rewards/Motivation
  • Influence
  • Corporate Culture
  • Pschology/Behavioral Economics/Social Psychology
  • Technology for the Common Man
  • Pop Culture
  • Marketing and Sales

Just some thoughts.... you do what makes sense to you - 'cuz you know you will anyway.

I work for Symbolist:  http://www.symbolist.com


Bragging rights
I have been interviewed by the BBC as an expert on influencing behavior and been quoted in USA Today (three times) regarding incentive travel. I authored a monthly online column for Incentive Magazine (Mach 2007 - August 2009 ), write the Incentive Intelligence - a top-rated blog on incentives and influence for employees, distribution channels and consumers, am a contributor at Fistful of Talent - a blog about talent management.
Education
  • Wright State University
  • Carroll High School
Contact Information
Work
Phone
864-286-6780
Email
Paul Hebert's +1's are the things they like, agree with, or want to recommend.
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