With Chris Moyles departing his radio one breakfast show after 8 long years, a lot of avid listeners will be left wondering where to turn. Should they switch to a new channel for their morning jollies or wait and see what comes in his place? Chris proved that if it aint broke don’t fix it, with a similar structure to all of his shows over the course of his Radio 1 career. However he did evolve his approach over time, which was probably the main factor for his lasting success.

http://staffmotivationmatters.co.uk/what-can-hr-teams-learn-chris-moyles/

If you apply this theory to your employee benefits or staff recognition programme, then you can ensure that a scheme doesn’t get stale over time. But you don’t have to tear up all the work conducted in previous years to find a successful mix. In fact, our research has shown that often these sort of schemes evolve best with small changes made over time. Radical change often simply isn’t necessary, unless you are facing an audience that has been so tainted by previous campaigns that they have already changed the channel.

Fine tuning can make a huge difference:

• Let individuals upload their own photo to make recognition more personal
• Add new rewards and benefits into the mix every so often
• Create periodic off line activity that will drive individuals to use the programme
• Bring in guest speakers to talk about their experiences and share best practice
• Get those that are involved in the programme to bring some new ideas to the table – audience participation isn’t purely the domain of our nation’s entertainers!
• Don’t do the same thing month on month… if you have a monthly presentation scheduled, change the venue, the format, feature an usual speaker, etc – don’t underestimate the positive impact of the element of surprise. Chris demonstrated this with some of the guests that joined him on his show over the years, or by taking his show on the road.

The lasting memory of Chris for many of us may well be that of a load-mouthed oath… but at least he could be heard! Too many HR teams fail to communicate the value of the benefits they have arranged. Without consistent and effective communication any new benefit scheme will fall flat on its face. You can have the best DJ in the world but without speakers the dancefloor will remain empty…