Posts Tagged ‘recognition’

Survey Says…

Wednesday, February 5th, 2014

“One in Five Workers Plan to Change Jobs in 2014 …” read more

“Many Employed Workers Haven’t Sought A
New Job In Years …”  read more  

 

What both surveys indicate is that 2014 looks like the year the job market turns around.  “Twenty-one percent of full-time employees plan to change jobs in 2014, the largest amount in the post-recession era and up from 17 percent in 2013,” according to the survey conducted online by Harris Interactive.  However, respondents expect the effort to challenging.

What does this mean for employers?

Retention and Engagement is critical. Ramp up initiatives that keep employees happy and involved.

  • Review current development programs and make sure they are better than your competitors.
  • Give thanks to employees as a lasting reminder of your appreciation. Make formal rewards and recognition a part of your company culture.
  • Ask employees what they need through surveys, focus groups or one-on-one interviews.

Experienced talent will be hitting the marketplace. Now is the time to review your hiring practices, make sure your recruiting message is effective, and you are prepared.

  • Clear communication should reflect the personality of your organization to attract and connect with the right talent, as well as retain existing employees.
  • Ensure the acquisition and hiring team is in alignment from sourcing talent to interviewing for skills, competencies and culture fit.
  • Use existing employees to act as talent ambassadors.

Take a look inside your organization. This is a good time to complete an Employee Audit. The Audit is an evaluation that identifies how people move through the employee lifecycle from acquisition > onboarding > development > departure.

  • Assess the entire relationship to uncover what is working and what can be strengthened.
  • Take a hard look at systems, processes and development initiatives to clarify strategic priorities, solutions that will address people pains, and talent hurdles that your organization may face in 2014.
  • Create a plan to address challenges to avoid losing key employees.
  • Evaluate your acquisition process to take advantage of key talent hitting the market.

Be prepared for change. Losing employees, hiring new employees or retaining existing talent all require change. With the talent outlook in 2014 changing, it is time for organizations to make smart decisions about investment in the people they seek, hire and retain.

Renewed optimism about the job market can be an asset or a liability for your company. Which will it be?  

Employees Got The Blues?

Tuesday, March 19th, 2013

It’s the time of year when employees may be in a slump or feeling blue. What can you do to bring some cheer to your workplace besides waiting for the snow to melt or the daffodils to bloom?

RECOGNIZE your employees. Here are a few ideas to brighten up the office.

Gifts create a lasting reminder of your appreciation.
It’s easy to give employees a cash reward. But such tokens of recognition are quickly spent and forgotten. Consider the following instead:

  • Give simple, unexpected gifts of time to make the team member feel special.
  • Give appliances and consumer electronic products, especially when the item is in its early stages of market acceptance.
  • Award gift certificates for food, books, clothes or music.
  • Allow the employee to choose any item of a given value from a merchandise catalog
  • Give new responsibilities to a team member who has demonstrated the ability to handle the work.

Make formal awards a part of your culture.

  • Establish company awards for best attendance, highest quality, best customer service – behaviors you want to encourage. Hold a ceremony in which top-level executives publicly present these awards to the recipients.
  • Create a trophy that moves from one high-performing department (or person) to the next. You can even have the current holder decide who gets it next.
  • Recommend the team member for an applicable company recognition award.

A simple “thank you” costs nothing.
A sincere word of thanks from the right person at the right time can mean more to an employee than a raise, a formal award, or a whole wall of certificates and plaques. And it costs nothing.

  • Send handwritten letters of appreciation.
  • Post a thank-you note on an employee’s door.
  • Call employees into your office just to say thank you. Don’t discuss any other issue.
  • Have the company president or a high-level manager call employees to thank them for a job well done.
  • Pre-print “ABCD” (above and beyond the call of duty) cards and encourage managers or employees to award them to deserving co-workers.
  • In team meetings, encourage team members to recognize each other’s positive contributions.
  • Hold quick, surprise team meetings to show public recognition of great work.

“Create a story” that is shared.
Your recognition will have a stronger impact when it creates a story that the employee can tell to family, friends and associates for years to come.

  • Recognize hard work by arranging for the employee’s car to be washed in the parking lot. Or pay for a housecleaning service for the employee’s home.
  • Rent a sports car for the employee to drive for a week.
  • Arrange for a photo session with the company president.

Serve up a tasty reward.
Food is always in good taste. It appeals to the senses and creates a festive atmosphere when it is shared with family or co-workers.

  • Deliver a fruit basket, steaks, or a batch of chocolate chip cookies to the employee.
  • Hold a team lunch – at a restaurant or in the office – to celebrate together.
  • Personalize the label on a wine bottle with a message of thanks to the recipient.
  • Treat employees to a pizza lunch or a giant submarine sandwich.
  • Surprise a top-performing department with a champagne picnic at a local park.

Give the gift of time.
Time off is universally appreciated. Whether it is a free afternoon or a six-month sabbatical, this form of recognition is always welcome.

  • Provide an extra break.
  • Allow a 2-hour lunch (and pay for dessert).
  • Grant a long weekend after a particularly demanding period of work.

So what are you doing to recognize employees?  Inspire us by sharing ideas that have worked for you.

Give Thanks to Your Employees

Tuesday, November 15th, 2011

 

The job market is tight, so are corporate budgets.  That’s even more reason to recognize the contributions of employees and to consider creative ways to motivate them.

 

Although money is important to employees, management specialist Bob Nelson rightly points out that “what tends to motivate them to perform — and perform at higher levels — is the thoughtful, personal kind of recognition that signifies true appreciation for a job well done.”  Recognition doesn’t need to be expensive.  In fact, according to Nelson, some of the most effective forms cost nothing at all.  He gives a generous bundle of examples in “1001 Ways to Reward Employees” (Workman Publishing, 1994).  Here’s a sampling of some of his ideas along with a few of our own:

Gifts create a lasting reminder of your appreciation.

It’s easy to give employees cash, but the money is quickly spent and the reason for the recognition easily forgotten. Consider the following instead:

  • Give simple, unexpected gifts of time to make the person feel special.
  • Appliances and consumer electronic products are always welcome, especially when the item is in its early stages of market acceptance.
  • Award gift certificates for food, books, clothes or music.
  • Allow the employee to choose any item of a given value from a merchandise catalog.
  • Give new responsibilities to a team member who has demonstrated the ability to handle the work.

Make formal awards a part of your culture.

  • Establish company awards for whatever behavior you want to encourage: best attendance, highest quality, exemplary customer service.  Then hold a ceremony in which top-level executives publicly present these awards.
  • Create a trophy that moves from one high-performing department or person to the next.  You can ask the current holder help decide who gets it next.
  • Recommend the team member for an applicable company recognition award.

A simple “thank you” costs nothing.

A sincere word of thanks from the right person at the right time can mean more to an employee than a raise, a formal award or a whole wall of certificates and plaques.

  • Send handwritten letters of appreciation.
  • Post a thank-you note on an employee’s door.
  • Call employees into your office just to say thank you.  Don’t discuss any other issue.
  • Have the company president or a high-level manager phone employees to thank them for a job well done.
  • Pre-print “ABCD” (Above and Beyond the Call of Duty) cards and encourage managers and fellow employees to award them to deserving colleagues.
  • In team meetings, encourage members to recognize each other’s positive contributions.
  • Hold surprise team meetings to recognize outstanding work.

Low-cost gestures can “create a story.”

Your recognition will have a stronger impact when it creates a story that the employee can tell family, friends and associates for years to come.

  • Recognize hard work by arranging for the employee’s car to be washed in the parking lot.  Or pay for a housecleaning service for the employee’s home.
  • Rent a sports car for the employee to drive for a week.
  • Arrange for a photo session with the company president.

Food is always in good taste.

Food appeals to the senses and creates a festive atmosphere when shared with family or colleagues.

  • Deliver a fruit basket, frozen steaks or a batch of chocolate chip cookies.
  • Hold a team lunch at a restaurant or in the office to celebrate a team achievement.
  • Personalize the label on a wine bottle with a message of thanks to the recipient.
  • Treat employees to a pizza lunch or a giant hero sandwich.
  • Surprise a top-performing department with a champagne picnic at a local park.

Time off is universally appreciated.

Whether it is a free afternoon or a six-month sabbatical, this form of recognition is universally welcome.

  • Provide an extra break.
  • Allow a two-hour lunch (and pay for dessert).
  • Grant a long weekend after a particularly demanding period of work.

There are three powerful motivators in business: helping people improve their skills, involving them in decisions that affect their work, and recognizing their efforts and achievement.  Recognition, done well, may be the most effective.