Business leaders and owners often have the world sitting on their shoulders. They are responsible for juggling a wide range of projects, people, and new initiatives, all while keeping their eyes on the corporate mission and goals of the organization. Due to their busy schedules, employee engagement and morale is often a secondary priority. Meanwhile, employees are constantly seeking approval and positive praise from their immediate supervisor. This type of disconnect often leads to disengagement, which is frequently attributed to employee turnover.
To retain valuable talent, it is important to reward milestone achievements on a regular, ongoing basis. Not only will this help you establish a connection with your employees, it will also lead to an increase in performance and productivity. It’s a win-win situation for everyone involved. In order to recognize employees on a frequent basis, you’ll need to establish a list of accomplishments that coincide with the primary goals and objectives of your organization. It’s important to use this list as a guideline for recognizing all employees to avoid the impression of favoritism (which will actually hurt your program instead of help it).
To help you get started, we’ve outlined a list of staff appreciation ideas that you can use at a moment’s notice:
- Celebrate employee anniversaries to honor their start date
- Record monthly sales
- Record days without an accident (key for employee safety programs)
- Record attendance or timeliness
- Record number of customer testimonials
- Record speed or accuracy
- Record productivity levels
- New innovations, products, or processes that will make the organization more efficient
When establishing your own list, ask yourself the following questions:
- What could your employees do to make your organization better, faster, and more efficient?
- What could your employees do to make your organization more money?
Next, take the answers to these questions and add those tactics to your staff appreciation list.
According to our research, employees who are recognized for their accomplishments are more productive, less likely to be absent, and accept change more easily. If you’d like help establishing a staff appreciation list or would like to learn more about the impact recognition awards can have on your organization, contact us today at 877-500-5533.
Team recognition is a critical component to any employee recognition program. As more organizations incorporate employee recognition programs into their business model, team-oriented recognition is becoming common in today’s business world. The primary difference between individual and team recognition is that team recognition honors multiple contributors at once.
If you’re unsure about how to use team recognition, don’t fret. The Corporate Executive Board (CEB), a group of seasoned professionals that deliver data and tools, has outlined the four most common mistakes to avoid when recognizing a team.
#1: Don’t Dismiss Team Recognition Rules
When recognizing a team, follow the same best practices that apply to individual recognition programs. Be timely, specific, and choose a meaningful award for the team of recipients.
#2: Don’t Forget to Recognize the Achievement
It’s important to recognize the steps the team took to accomplish their goal and the actual achievement of meeting the goal.
#3: Don’t Forget Team Reviews
After the accomplishment has been achieved, don’t forget to conduct team reviews. This will allow the group to come together and reflect on the contributions made by the team as a whole.
#4: Don’t Allow Peer-to-Peer Recognition
Encourage members of the team to recognize each other using peer-to-peer recognition. Public praise that is initiated by a peer is often powerful and encourages cohesion among the team.
Team recognition programs have a powerful effect on the organization because they encourage individuals to unite as a team to achieve specific goals. As a result, they build cohesion, productivity, and high morale. To kick off your team recognition program, contact us today at 877-500-5533.
Source:
Gallo, Amy. Balancing “I” with “We”: Rewarding Teams and Teamwork. Corporate Executive Board. Retrieved on April 5, 2011 at: http://bit.ly/obyQZX
Posted in Team Recognition Programs Uncategorized by .
According to BNET writer, Jeff Haden, there are 9 traits that make great employees outstanding and set them apart from their competition. Not only do these individuals possess the traditional traits – dependable, reliable, proactive, great team players, strong work ethic – they go a step further than their counterparts.
After eagerly reading through this list, one particular trait stood out among the rest:
“Praise in public. Few things can boost morale more than praise from a peer, especially a peer you look up to. Outstanding employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.”
Employee recognition programs are being integrated into small and large businesses alike. CEO’s and HR specialists are taking note of the return on investment that employee recognition programs offer. If you’re not on the bandwagon or if you are unfamiliar about employee recognition programs, it is time to do your homework (we are here to help!). Due to their notable returns, employee recognition programs have been growing in popularity during recent years. These programs are not a passing trend and are here to stay.
Employee recognition programs are designed to reward positive behaviors by offering consistent, positive praise. According to our research, praise is most effective when delivered by a direct manager; however, peer-to-peer recognition programs offer many benefits, including a productive culture and increased morale. Haden briefly covers these benefits in his list; however, we will continue to feature more information about employee recognition programs to keep you informed!
Now, we’ll cover Haden’s list of traits that make employees outstanding:
- A little bit “off.” The best employees are a little different: Quirky, sometimes irreverent, happy to be unusual… they seem slightly “off,” but in a really good way. Unusual personalities shake things up, make work more fun, and turn a vanilla group into a team with flavor and flair. People who aren’t afraid to be different stretch boundaries, challenge the status quo, and often come up with the best ideas. But for this to be a great quality, the people who are a little “off” also need to…
- Know when to reel it in. A non-standard personality is a lot of fun until it isn’t. When times get tough, major challenges pop up, or situations become stressful, even the most eccentric should know when to set aside their desire to express their individuality and fit seamlessly into the team. Outstanding employees know when to play and when to be serious, when to be irreverent and when to conform, and when to challenge and when to back off. Tough balance to strike, but outstanding employees walk that fine line with ease.
- Ignore job descriptions. The smaller the company the more important it is that employees think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done. When a key customer’s order is in danger of shipping late, outstanding employees know without being told there’s a problem — and jump in without being asked, even if it’s not “their job.”
To read the remaining 6 traits, click here: http://bit.ly/qmFchp
Source:
Haden, Jeff. 9 Traits That Make Great Employees Outstanding. BNET.com. Retrieved on September 1, 2011 from: http://bit.ly/qmFchp
Service recognition programs are becoming increasingly popular among organizations that are dedicated to retaining quality talent. In an increasingly competitive market, our research shows that it is becoming more difficult for employers to find and retain qualified employees. Because of this divide, educated and experienced employees have a wide spectrum of companies to choose from.
Retaining all-star employees offers a number of benefits to both the employee and organization, including increased employee engagement and decreased turnover, which leads to higher morale in the workplace. Engaged employees are both mentally and emotionally invested in their job. They work harder and faster than their disengaged counterparts. According to The Forum for People Performance Management, engaged employees are more productive and assist in increasing profitability for the company they work for. In addition, they often have stronger relationships with customers, leading to higher customer satisfaction levels.
Service recognition programs are often credited for reducing employee turnover. The expense of recruiting, training, and integrating a new employee into your workforce is extremely costly. The average cost to hire a new employee is $12,032, according the Saratoga Institute Human Capital Report published in 2000. Service recognition programs help decrease these costs by increasing employee retention.
When employers recognize their employees for years of service and dedication to their job, they are less inclined to leave the company in search of a new opportunity. Implementing a service recognition program will demonstrate your appreciation. It will also provide other employees with an incentive to stay at your organization. Plus, most
HR departments know that it is easier to recruit new employees when your company can boast about their low turnover rate. Now let’s review: Service recognition programs increase retention, employee engagement, employee morale, productivity, customer satisfaction levels, and overall profitability. What is not to love?
Kick off your service recognition program today by calling an experienced recognition expert at 877-500-5533 or visit our website at www.CorporateAwardsDirect.com for more information.
Sources:
Human Capital Institute. 2009. The Value and ROI in Employee Recognition: Linking Recognition to Improved Job Performance and Increased Business Value – The Current State and Future Needs. Downloaded on February 22, 2011 at http://www.galacticltd.com/img/Value-and-ROI-in-Employee-Recognition.pdf.
Oakley, James. 2003. Forum for People Performance Management & Measurement, Linking Organizational Characteristics to Employee Attitude and Behavior – A Look at the Downstream Effects on Market Response & Financial Performance. Northwestern University. Downloaded on February 22, 2011 at http://www.performanceforum.org/Linking_Organizational_Characteristics_to_Employee_Attitudes_and_Behavior.59.0.html.
Employee reward programs are both personally and professionally fulfilling. When executed correctly, they create instrumental change within an organization. However, if the program is not setup correctly it can have a ripple effect on your organization, reducing employee satisfaction, morale, and ultimately the ROI.
Employee reward programs can be as complex or simple as your organization would like. The complexity of the program is usually dependent on the primary objectives, company values, and budget available for fulfilling the program. Despite these factors, all employee reward programs must contain the following three vital components to be successful.
1.) Identify the Objective
Without an objective, your employee reward program is destined to fail. Compile a list of behaviors that your employees engage in on a daily basis. Record positive behaviors that you would like employees to exhibit more frequently. Next, identify which recognition awards you’ll use to reward their achievements.
2.) Get Management Involved
Above all else, managers have the greatest affect when delivering recognition to their employees. It’s important that front-line managers understand the primary objectives of the program and why their role is critical to the overall success.
3.) Define the Frequency
Various industry sources recommend that every employee be recognized in some way every seven days. Managers can use positive praise to deliver recognition on a regular basis. In addition to praise, it’s important for managers to reward significant achievements. Recognition awards are often a popular choice because they can be personalized with a company logo, employee name, and accomplishment.
Grow your organization by launching an employee reward program! To get started, contact us at 877-500-5533 or visit our website at www.corporateawardsdirect.com.
According to BNET, employee happiness may be easier to achieve than you think! Bob Nelson, author of “1001 Ways to Reward Employees,” thinks small businesses have more freedom than larger businesses in how they show appreciation for staff members.
Here are 5 ideas for making your employees happier. (We especially enjoy #5!)
#1: Offer Something Special
You want the product or service your business offers to stand out in the marketplace. So it makes sense to think of your workplace in the same way by making it special and ensuring that it stands out from those of your competitors.
Don’t go crazy here, just think of simple ways to create a friendly environment. For instance, if long hours are part of your workplace, think about making sure people have ergonomic chairs and good task lighting. Providing snacks on Fridays, or a ping-pong table for break time might be just the ticket to helping your employees understand that you appreciate their efforts.
#2. Share control
Time is a precious resource these days. Studies have shown that people in all sorts of situations respond positively to having a little control over their environment, their schedule, and more. Take a look at your workforce and your schedule and introduce some flexibility if there’s room for it. You don’t have to give everyone every Friday off (most businesses can’t go that far) but most workers will warmly welcome occasional, seasonal, or permanent flexibility options.
Nelson notes in his research from consulting with hundreds of companies that people who feel they are helping to shape their workplace and their time, rather than just being a voiceless cog in the wheel, are likely to be happier and more productive.
#3. Share the load
Along the same lines, it’s important to remember that most people value and thrive on meaningful engagement. Employees crave involvement and autonomy, which can help your business in many ways. Let them engage in defining their jobs and helping make decisions about company resources and more. That sense of ownership will not only boost their morale, but it may help boost their productivity as well. “It’s common sense,” Nelson says. “We all want to be valued and when workers feel that their contribution is honored, they will honor that as well.”
#4. Offer no-interest loans
Looking for benefits that are low-risk for you and high-boost for them? Consider offering small, no-interest loans to employees. Talk to your accountant about how to administer such a program and be sure to cap these as “micro” loans that will just help people on small purchases. It’s a supportive gesture that will not go unnoticed.
#5. Show your appreciation
As Julia McGovern and Susan Shelly note in “The Happy Employee: 101 Ways for Managers to Attract, Retain, & Inspire the Best and Brightest,” one of the most basic morale-boosters is simply recognizing good work. People at all levels appreciate being appreciated, but it doesn’t have to come in the form of a fat check. Many people respond to a simple — and specific — “thank you” from their managers.
Nelson agrees: “Recognition is the top driver of human performance,” he says. “You get what you reward.”
Source: Gould, Kira. 5 Low-Cost Ways to Make Employees Happy. BNET.com. Retrieved on August 16, 2011 at: http://www.bnet.com/blog/smb/5-low-cost-ways-to-make-employees-happy/5037?tag=mantle_skin;content
Posted in Employee Appreciation by .
According to BNET, 95% of managers miss the most important ingredient to motivating their staff. Watch this video featuring author and Harvard Business Professor Teresa Amabile about how YOU can keep your employees engaged, productive, and enthusiastic. Enjoy!
Source: Motivate Your Employees. BNET.com. Retrieved on August 18, 2011 at: http://www.bnet.com/videos/motivate-your-employees-the-live-one/6281043?tag=mantle_skin;content
Posted in Employee Motivation by .
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