Deepa Iyer

If you have been noticing more events this month at Sodexo or around your community that celebrate the heritage and contributions of Asian Pacific Americans, it’s because May is Asian Pacific American Heritage month! In 1992, Congress passed a resolution marking May as a month to remember and honor the contributions and presence of Asian Pacific Americans in the United States.  But, despite our community’s growing population numbers and long history in our nation, the general public often has little information or carries misconceptions about the Asian Pacific American community.

Here is a pop quiz to test your knowledge of the Asian Pacific American community, and to check some of those misconceptions!

True or False: The states with the highest growth of Asian Americans over the past decade are Nevada, Arizona and North Carolina.

Over 18 million Asian Americans live in the United States today, making up 6% of the nation’s total population. The community is very diverse, ethnically, religiously, culturally and linguistically. The largest ethnic groups are Chinese, Filipino, Indian, Vietnamese, Korean and Japanese.  And, while you might think that Asian Americans primarily reside in California, New York, Texas and Hawaii (and you would be right), the states with the highest growth of Asian Americans over the past decade (here’s the answer to the question) include some you might be surprised to hear about: Nevada, Arizona, North Carolina and Georgia, to name a few.

True or False: Asian Americans are primarily foreign-born – that is, born in another country.

That would be true. About two-thirds of Asian Americans were born outside the U.S.  My own family’s experience reflects this immigrant background. As an immigrant from India who moved to Kentucky when I was 12, I slowly grew to understand my place in the diverse fabric of our country through the lens of race, culture and gender.  But, here’s what’s just as important to remember: while many think that Asians are a relatively new community in America, this is far from the truth. In fact, the first Japanese immigrants came to America in 1843, and the transcontinental railroad (constructed by many Asian laborers) was completed in May of 1869.  Sikh farmers from India worked in California and Washington State in the late 1800s. Our country has been enriched by the contributions of Asian Americans for over 200 years now.

True or False: Asian Americans are a model minority, with few challenges or obstacles.

This is one of the main misperceptions that many in the American public and the media have of Asian Americans.  It’s important to keep in mind that Asian Americans, like many immigrants and people of color in our country, face their share of barriers and challenges. In the work that I do at South Asian Americans Leading Together (SAALT), we know very well that our community members are struggling in a variety of ways. For example, bias and discrimination continue to affect South Asians, and sadly, this has been on the rise since September 11, 2001.  You might recall the massacre at the Sikh temple in Oak Creek, Wisconsin, last August that killed six people, or know about the ongoing complaints of workplace discrimination and school-based bullying affecting Muslims and South Asians.   I feel fortunate to be part of an organization that is addressing these inequities in order to build a more just and inclusive society in the United States not just during APA Heritage Month but throughout the year through leadership development programs (such as Be the Change, a public service event supported by Sodexo), community awareness, and policy analysis.

As you go to your next APA Heritage Month event, try out the pop quiz on your colleagues and friends. Let’s mix in some education as we enjoy our samosas and red bean buns this month!

Deepa Iyer is Executive Director of South Asian Americans Leading Together (SAALT), and the Chair of the National Council of Asian Pacific Americans (NCAPA).

Randy Emelo

A recent study published in The Harvard Business Review estimates that the average young, talented worker only stays at the same job for 28 months before moving on to another company. The same report stated that nearly three-quarters of a company’s young high-achieving employees are actively looking for other opportunities outside of their company, and are interviewing with another company at least once a year. On top of this, 95% admitted to regularly looking for other potential employers and employment opportunities.

Why are so many high-quality young employees constantly looking for other opportunities? Why aren’t they staying with companies longer? Why is future leadership leaving in droves?

“They weren’t getting the personal attention, the mentoring, the coaching, the training they wanted,” said Beth N. Carver, a consultant who has spent the last 12 years studying exit interviews, in an article from BusinessInsider. It all comes down to learning or the lack thereof. Beth Carver continues in the article to explain that two of the biggest reasons young professionals say they decide to leave their current organization are a lack of available mentoring and training opportunities. Consequently, these talented young people aren’t learning enough in their jobs, so they look elsewhere for opportunities that will push them and help them expand their personal skill set.

"Two of the biggest reasons young professionals say they decide to leave their current organization are a lack of available mentoring and training opportunities."

By examining why this trend occurs, it’s clear that most companies are failing to recognize and leverage this young generations’ strength— their desire and expectation for continual learning opportunities in the workplace. What this study’s statistics should indicate is that to hire and retain these young employees, you need to create an interconnected and learning-friendly environment that fosters professional growth. Enter Trend Five in Sodexo’s 2013 Workplace Trends Report, 21^st Century Mentoring, which explores the various styles of modern mentoring.

River can help you to create an environment that encourages the sharing of intellectual capital on an enterprise-wide level, thereby allowing young employees to connect, challenge and learn from one another.

Our program puts the opportunity for learning into the hands of the individual, allowing them to drive their own learning activities. This empowers and allows employees to learn about or advise on competencies of their choosing, while still benefiting the organization since the competencies all come from a list that is pre-approved by the organization.

Using River to create a learning-centered workplace can feed the hunger of young employees for more mentoring and learning opportunities, and can ultimately help cut down on this demographics’ turnover as a result. These people want a vehicle for open knowledge sharing and learning where they can make real connections with people in the company and can have a deep impact on their jobs and careers. If you asked around, I’m willing to bet that all of your employees would want such an open learning environment, not just your young talent. Imagine the impact this could have on your whole employee population. Now the only question to ask is: What are you waiting for?

Randy Emelo is President/CEO at Triple Creek Associates, an enterprise knowledge sharing software company.

Jenn Tekin

Organizations with high employee engagement are experiencing a 22% improvement in customer loyalty and a 21% reduction in turnover, per Aberdeen Group research.

Organizations are finding that investing in a formal employee recognition program can lead to an increase in profitability, retention and customer loyalty as compared to having disjointed programs lacking metrics and reporting, as mentioned in a recent Incentive Magazine article.

A new era of recognition in which organizations see the quantifiable value of an engaged workforce has emerged.

In fact, the 2013 edition of Workplace Trends report lists “Recognition” as a top human resource trend.

Within the report, it cites several top goals of company employee motivation programs. They include:

Goal Oriented Employee Recognition

• Creating a positive work environment
• Motivating high performance
• Creating a culture of recognition

Even organizations that realize a comprehensive recognition strategy creates significant value, from increased engagement to better tracking and reporting of spending and taxes, still face hurdles. For many organizations the informal process used to execute motivation is hurting their organization more than helping.

Research shows that a formal delivery mechanism for employee recognition program administration is critical to a program’s success. Employee recognition software is increasing being utilized to connect employees by global corporations, small business, health care facilities and manufacturing locations. This type of human resource software is flexible enough to be deployed for office staff, remote workers or front line employees who do not work at a desk.

By weaving technology and motivation together, the door has been opened to new era of engagement that is top down, bottom up and peer to peer and is tied to company values, not short term financial incentives. This is how top organizations are building a culture of motivation and loyalty that is dynamic and lasting. With scalable software, top organizations are able to measure engagement, tweak to perfection, and effectively maximize motivation at every turn.

Companies with strong human resource relations are seeing significant benefit in offering monetary and non-monetary rewards that pique individual employee interests – from digital e-cards, handwritten note cards, reward cards, reward merchandise and even employee volunteerism. With each recognition event, the company values are being demonstrated, setting a standard for a company culture that will improve performance.

Companies with strong human resource relations are also enlisting external experts in employee motivation to evaluate and develop a winning culture of employee engagement. Here, human resource professionals can leverage the experience of leading solution partners to obtain the most return from their investment.

By addressing recognition and reward in a continuous cycle of discover, design, communicate, manage and deliver, organizations with the best human resource relations are achieving improved performance, transparency with reduced costs and complexity.

As a global leader in Quality of Life services since 1966, Sodexo believes a formal, comprehensive recognition and reward strategy creates a higher quality workforce that improves the performance of organizations. We currently provide employee motivation programs to 27 million users in 34 countries.

To learn more: read our case studies or contact Sodexo for an evaluation of your needs. For more motivation tips, follow us on Twitter @WorkMotivation.

Jennifer Tekin is a senior marketing manager for Sodexo Motivation Solutions.

Shequita Barnes

Every year we choose this special time to celebrate the stories…the legendary accounts of men and women who make Black History a reality.  The barrier-breaking strides and momentous occasions are indelible marks that will forever be engrained in our country’s history.  But, as we raise the notable names, let us not forget the list of countless others who made a difference.  The unsung heroes who by acts big and small, and often courageous, have made the world a better place to live for us all.  Every marked step is a cumulative reflection of all the contributions that came before it.

Many of the voices that spoke out for freedom, justice and equality may not have been loud enough to be broadcast in a public medium, but they are worthy all the same.  Not all of our storytellers are authors or documented historians.  But, their recounted tales are just as valuable.  We are represented by generations of culinary masters who pour their hearts and souls into sharing the flavors of our culture with those they love.  Some may be world renowned chefs, but for those who aren’t, their food and the comfort it brings is just as appreciated.  Not every little girl who creates a fantasy world of dress up in her mom’s closet will get a chance to work the runway like Tyra.  But, her awkwardly high-heeled steps could be the foundation for another industry breakthrough, and her own pathway to success.

February is Black History Month

So, take the challenge in celebrating Black History.  Peel back the layers of pages in the history books to uncover the lesser known stories.  Look beyond the history books to talk to our life teachers who hold the stories passed down for generations.  Be prepared to consider the journey, not just the point of arrival.

So when you think about Ben Carson, also think about Daniel Hale Williams, and the men and women in the medical community who work to save lives every day.  They too are Black History.  When you think about philosopher and professor Cornel West, think about the teachers who inspired him along the way, and the ones who plant seeds in the minds of our children so they can live out their dreams of becoming the great philosophers of tomorrow.  They too are Black History.  Honor Halle Berry for being the first African American woman to win an Academy Award in a lead role.  But also honor those who work behind the scenes to support bringing the creative process to life.  They too are Black History.

When you look at life through the lens of Gordon Parks, be thankful that he shared his viewpoint with us, but how thankful we are also for the foot soldiers that captured images during the civil rights movement, creating a visual catalog that is an important part of our story.  They too are Black History.  Celebrate Barack Obama for being the first African American president of these United States.  But also celebrate the community organizers and attorneys who support righteous causes and work tirelessly on behalf of others who need fair representation.  They too are Black History.

I’m working my way into the history books.  What about you?  What will be the title of your chapter?  If you don’t know it, figure it out today.  After all, you too are Black History.

Shequita Barnes is the director of marketing for Sodexo Health Care and is the AALF National Communications Co-Chair.

Rachel Permuth, Ph.D.

For my entire career I have been working in a role that involves keeping people healthy – and most of those jobs have been in corporate wellness, either as a researcher or an actual director of employee health.

The mental and emotional health of employees is just as critical to me as their physical health. So believe me, when I hear of those being the target of a workplace bully, no one is more concerned than I am. Many people suffer anxiety, weight gain and disruption to the family at home.

According to the The Workplace Bullying Institute, most targets of this behavior possess some sort of “threat” to the bully.  Targets are generally more liked, are more socially adept, and have higher emotional intelligence than their intimidator.

Targeted individuals also may have more technical prowess, and be more ethical and honest.  However, the bullied tend to be non-confrontational as well.  This characteristic may harm the target greatly because the stress from the situation becomes internalized, creating mental and physical problems.

Workplace bullying is much more widespread than many people thought

Fortunately, I am now at a good company that will not tolerate this behavior.  Sodexo has some best practices I think could help other companies to mitigate bullying behavior in the workplace.  For instance, Sodexo is well known for its Diversity and Inclusion efforts and in fact, these efforts are a cornerstone of how the company does business.

The company’s efforts are centered on educating employees about the core value of inclusion and the conscious and unconscious behaviors that can lead to an unhealthy environment.  Courses relating to identifying and preventing micro inequities, providing constructive feedback, and leveraging diversity of thought and inclusion of people are embedded in the curriculum of the Get Live! management onboarding program.

Sodexo’s Employee Network Groups also help educate employees about issues of culture, race, sexual orientation, disabilities and a multi-generational workplace and help foster a culture of inclusion to prevent some of the bullying fueled by particular biases.

When we were writing this year’s Sodexo Workplace Trends Report, psychological health in the workplace emerged as a top driver of employee engagement, we learned that bullying can happen to anyone.

To those who have been bullied, there is definitely hope for you.  I would urge you to check out the Workplace Bullying Institute’s website or the Civility Partners website..

I suggest that other companies look to broaden their definitions of inclusion as a mainstay of employee engagement, and have more inclusive and open workplaces that tackle this problem.  Don’t forget, evidence of bullying in the workplace is not just anecdotal.  Look at turnover in your department, pay special attention to absenteeism rates, and lower productivity and morale.  These are quantifiable outcomes that could be signs of someone causing trouble.

Educate yourself: Download a copy of our 2013 Sodexo Workplace Trends Report and join the conversation at our Workplace Experience Group on LinkedIn.

Rachel Permuth, PhD, is the principal researcher and behavioral scientist for Sodexo’s “Innovations 2 Solutions” team.

Marc H. Morial

February was chosen as the month to celebrate black history because it encompassed the birthdays of Abraham Lincoln, the Great Emancipator, and Frederick Douglass, one of the greatest leaders of the abolitionist moment.

But one of the most significant events in the Civil Rights movement also took place in February, 16 years before Black History Week was expanded to a month: In February 1960, young African-Americans sat down at a segregated lunch counter in Greensboro, N.C. and changed the course of history.

It began with just four:  Joseph McNeil, Franklin McCain, Ezell Blair, Jr. and David Richmond.  The next day, there were 29. On the fourth day, 300. The following week, the protests spread to cities across the south and by the end of February there were demonstrations in 30 cities in eight states. A month later – 55 cities in 13 states.

The students endured taunts, ridicule, hateful invective and even arrest.  But they would not be intimidated, and they would not be provoked. Their quiet courage ignited a blaze of justice that swept the nation. By the middle of 1961, more than 70,000 people had participated in sit-ins at segregated lunch counters, “kneel-ins” at segregated churches, “swim-ins” at segregated pools and “play-ins” at segregated playgrounds.

The National Urban League is a part of a great wave of racial justice stretching as far back as the slave revolts of the 17th Century.

The same sureness of purpose that fortified our fore-mothers and forefathers on the Underground Railroad flowed through the Little Rock Nine and the Freedom Riders, and it fuels us today as we continue the fight for economic opportunity, safety in our communities and full participation in the democratic process.

We celebrate Black History Month in February, but we continue to make history every day of the year with partners like Sodexo. By working together to foster workplace diversity, Sodexo and the National Urban League are creating opportunity for a more inclusive and vibrant society.

Marc H. Morial is President and CEO of the National Urban League.

Debra Dailey

Today is a good day – the release of Sodexo’s 2013 Workplace Trends Report, a compilation of pressing business issues that are top of mind for organizations looking to be more productive and grow.

I know what you are thinking…another report that lists a bunch of things your company isn’t doing, right? Actually, that’s the exciting part. Most of the topics in this Report are about things businesses do every day; it’s just how they can do them with a more progressive approach, or with better outcomes.

Sodexo’s global research team is tasked with staying at the forefront of understanding individual and organizational drivers.

As a global leader in services that improves Quality of Life, an essential factor in individual and organizational performance, we have gained our expertise from working with thousands of clients over time to foster their business success and we share that insight through this work, our thought leadership and reporting.

The Sodexo 2013 Workplace Trends Report

As we write about in the Report, progressive organizations are beginning to understand and solve for human needs when designing workplace services and solutions including viewing individuals and organizations holistically and dynamically. This Report identifies leading marketplace indicators focusing key people- and community-centric workplace practices that create competitive advantage for organizations and value for employees.

Among its 12 leading trends, the Report takes a deep dive into issues ranging from recruiting and mentoring talent to the corrosive effects of workplace bullying, and from the distinct benefits of sustainable working environments to integrated people and facilities solutions that deliver increased individual and organizational performance.

For a comprehensive look at what is driving efficiency, productivity and satisfaction in the workplace, this Report offers a unique perspective on what is essential to employers and employees. So, you see, it is a good day – I invite you to take a look at the 2013 Workplace Trends Report, then take a step back, look around you and think about doing things differently…for good.

Debra Dailey is vice president, human capital solutions and outcomes at Sodexo.

Jenn Tekin

This year 3.4 million graduates from Generation Y will enter the workforce.  How employers will attract and retain this cohort is becoming one of the most pressing issues in management today.  The millennial generation or Generation Y – born between 1980 and 2000 – are well-known for their radical views of ‘work-life’ balance and diverse workplace values. As this generation rapidly overshadows the traditional and baby boomer generations in the workplace, employers are trying to understand Gen Y priorities to stay competitive in the market and attract top talent.

Technologically savvy, more educated, and  greater ethnic diversity than any previous generation, Gen Yers are less interested in stock option plans and more interested in meaningful jobs, professional freedom, higher rewards and a better work-life balance.  With these objectives in mind Human Resource leaders will need to focus on corporate training opportunities, culture development and team collaboration.  

Common along Gen Yers is their desire to work with an employer that aligns with their values and cares about them as people.  Managers today can embrace this by reinforcing the company’s vision through job development, career nurturing and consistent real-time feedback on their performance.  

Employers are trying to understand Gen Y priorities to stay competitive in the market and attract top talent.

Developing a workplace culture where employees feel nurtured, listened to and appreciated influences more than just one generation of employees.  As described in Herzberg’s Motivation Theory, work groups are affected by the attitudes and mindsets of other members in the group.  A positive change, for example, can increase the morale, motivation, and attitude in the entire group and expand throughout an organization.

With an understanding of their values and support from professional industry leaders with the tools and solutions to help, Human Resource leaders are in a better position to create strong talent strategies and working environment for all of their employees to grow.

Sodexo Motivation Solutions is a worldwide leader in motivation. In the United States we offer effective incentive and recognition services to organizations intended to encourage and reward performance.

We focus on building a sustainable culture of recognition that will meet your specific objectives and provide the recognition and reward choices that your employees will most appreciate.

Learn more about Motivation Solutions’ comprehensive incentive and recognition programs.

Jennifer Tekin is a senior marketing manager for Sodexo Motivation Solutions.

Jenn Tekin

Creating memorable recognition events to highlight the contributions of employees is a meaningful way to connect recognition and sincere appreciation within the organization. 

Leveraging both emotional and financial elements during the holiday season creates a more engaged workforce which research shows is more likely to increase staff loyalty, productivity and customer satisfaction. 

How a recognition strategy is implemented and practiced is an integral part of your organization’s culture.

Memorable gifts, such as reward cards can create the emotional bond an organization seeks.

Consider this message when thanking employees this holiday, The Incentive Research Foundation has stated that employees will not brag to friends and colleagues about receiving cash; however, gifts that include a memorable choice option or a charity component are exciting, and fun, and are more likely to be shared among friends, family and colleagues.

In addition, recognition when coupled with a tangible token of appreciation (handwritten note card, pin) will likely be displayed year-round as a reminder that their efforts are important contributions to the organization. 

Memorable gifts, such as a reward cards can create the emotional bond an organization seeks. Multi-retailer cards allow employees to choose their own experience with friends and family or treat themselves to something special. Additionally, organizations can choose a reward card that includes charity options where employees can donate to a cause that supports their passion and personal beliefs.

This holiday, organizations have realized the benefits of recognition and appreciation and their influence on corporate culture development. Companies are giving back to employees with memorable recognition and meaningful gifts that help increase employee engagement.

Jennifer Tekin is a senior marketing manager for Sodexo Motivation Solutions

Karey Herriman

My mom was half Choctaw Indian. On her birth certificate she was labeled “Illegitimate Half Breed,” a pejorative classification given by the government to identify those of Native American Heritage.

The Choctaw are a proud and independent Nation.  They are descendants of the peoples of the Hopewell and Mississippian cultures, who lived throughout the eastern Mississippi River valley and its tributaries.

At the age of nine, my mom’s life took an unexpected turn when her mother passed away from tuberculosis and she was adopted by another family with strong ties to the Choctaw Nation.  My mom became one of twelve adopted and biological children in a large and loving traditional family. 

Being a free spirit, and with the love and guidance of a new family, the journey of embracing her heritage began. Along with learning all the aspects of her Choctaw culture, she inherited a strong sense of service to the community and a love of music. 

Focused on pursuing a singing career, my mom preformed the blues in clubs throughout Chicago, St. Louis and New Orleans. After struggling to make a living, she returned to California and landed a small part in a country western show.

"My brother and I were brought up with a strong sense of our heritage."

 It was there that she met my father, who was a stage coach driver. They were married 52 years. 

Although my dad was not Native American, he was just as passionate about passing on the Choctaw Indian heritage, as well as his own Amish heritage, as my mom was.

My brother and I were brought up with a strong sense of our heritage as well as the customs, culture and traditions of the Choctaw people. 

From my dad, we learned to hunt with a bow, respect the land, handle horses, play the flute and we attended powwows. 

From my mom, we learned how to jerk meat, weave and perform “woman’s work”.  My brother successfully avoided many of these lessons and at the time I thought it wasn’t fair but the torch was passed to me, I am grateful!

After my mom passed away, I realized the importance of sharing the unique ways of my ancestors. Now, I am fortunate to be teaching my niece about our heritage and culture so it is not lost forever.

Herriman says that thanks to her parents, she is able to take bits of her heritage and weave her own tapestry.

With the recent expansion of the Sodexo Employee Network Groups to include non-exempt administrative, technical and professional employees, I was able to join the Native American and Aboriginal Council (NAAC). 

Being a part of NAAC allows me to share the Choctaw culture as well as maintain a ‘sense of self’ within the organization.

Our Native American traditions are not documented in textbooks and cookbooks, but through storytelling and hands-on learning, so it is so important to share, carry on traditions and celebrate who we are.

Thanks to my parents, I am able to take bits of my heritage and weave my own tapestry, sharing with my family, friends, co-works and my community.

Karey Herriman has been with Sodexo seven years and is a Government Services Business Development Proposal Coordinator.