Derek Irvine

About the Author

Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their company culture. As the Vice President of Client Strategy and Consulting at Globoforce, Derek helps clients — including some of world’s most admired companies such as Proctor and Gamble, Intuit, KPMG, and Thomson Reuters — leverage recognition strategies and best practices to better manage company culture, elevate employee engagement, increase retention, and improve the bottom line. He's also a renowned speaker and co-author of Winning with a Culture of Recognition. Contact him at irvine@globoforce.com.

How Recognition Reinforces Your Company’s Core Values

Recognize This! – A social recognition solution aligned to core values helps ensure that those values are lived by all employees and actively managed by leaders. Have you thought about where the core values at your company came from? In all probability, they were developed as a way to successfully drive a specific…

Don’t Give High Performers A Free Pass to Be Bad

Recognize This! – Failing to address disruptive behavior by high-performers can actually hurt overall productivity. Leaders should focus on creating a culture that encourages everyone to contribute instead. What should a leader do when one of their most productive employees is also the most disruptive? It’s a challenging question that gets at the…

Growth Comes Best In A More Human Workplace

Recognize This! – Growth within a human workplace combines traditional learning opportunities with the recognition of a challenge- and fun-oriented mindset. In today’s post, I wanted to revisit a set of findings from the 2016 WorkHuman Research Institute ROI of Recognition survey. As we explored the sets of practices that contribute to a…

How to Build a Culture That Has A ROI

Recognize This! – Successful cultures depend on clearly defined values and aligned, measurable behaviors, both of which are positively influenced through social recognition. Culture can be a tricky thing. The majority of companies have one, whether it is the one they intended to have or not. The intentional versions require active management and the coordination of…

Building A Positive Culture In An Atmosphere of Fear

Recognize This! – A strategy that includes evidence-based business cases and ground-up moments of positivity can help shift companies away from leaders who manage through fear or pressure. Of the recent webinars that I’ve given and attended, there is almost always the inevitable question from someone in the audience: “how can an organization…

How to Treat Employees Humanely When Times Get Tough

Tough times often bring some interesting dilemmas for company leadership. I saw an article out recently from Strategy+Business that argued for strategic hiring during a downturn. Particularly interesting is this seeming paradox of investing in one area of the company while other areas are experiencing layoffs. The obvious question, from an employee perspective,…

How to Avoid the Perils of Rewards Programs

A recent academic study is catching a few headlines, suggesting that award programs can have negative motivational spillover effects and actually lead to decreased productivity. The study focused on an award program for attendance, implemented by a plant manager in one facility of a commercial laundry company. There are a number of reasons…

Encouraging Innovation: Does Giving Employees “20% Time” Actually Work?

Reacting to so-called “20 percent time” policies made popular by Google and others, a recent article on Inc. argues that innovation rarely comes from protected time or spaces away from normal work. Rather, great ideas “come from busy people who had ideas while doing their day job, stayed late, and tried things.” This…