While HR strategy, technology, talent management and analytics are important functions of the job, many HR professionals must first focus on the day-to-day employee relations that keep their workforces engaged and their retention numbers high.
Not all HR professionals work for global organizations with thousands of employees. Many work in HR departments of one, or in smaller companies, and are looking for ways to create strategies for growth and improvement while motivating, rewarding and keeping valuable employees.
It’s important to take care of the “human” side–that is, the hearts and feelings of your employees. Recognition and appreciation mean a lot to employees. An environment of appreciation is why they won’t have anxiety on Sunday afternoon at the thought of starting a new workweek. It's why they will come to work with a smile, a sense of humor and a sense of the importance of their contributions. It's why they will stay at your organization.
In January, Darcey Peterson, HR manager for Martin Foot and Ankle in York, PA, posted a very basic question to the Society for Human Resource Management LinkedIn group. She wasn’t looking for advice on setting a global talent management strategy, or for information on how to analyze HR “big data.” She simply wanted to know how other organizations celebrated employee birthdays because she understands one of the most basic needs of human nature -- that employees want to know that someone cares.
Recognition is something all humans thrive on–especially in the workplace. Money can be a great reward, but is not always the best motivator. How do you celebrate the humans in your organization? How do you show employees that you care?
Please join @shrmnextchat on March 4 for #Nextchat with special guest, SHRM HR Business Partner, Lisa Orndorff (@rubrx) We’ll chat about the value of employee appreciation and share ideas on how to boost the recognition practices in your workplace.
Q1. Is recognition always an effective retention tool? Why or why not?
Q2. Which types of employee recognition have you found to be most effective? Which are not as effective?
Q3. What special rewards do you offer employees who go above and beyond a job well done? (such as a party, lunch, gift card)?
Q4. How do you recognize employee accomplishments like earned degrees or certifications?
Q5. How does your organization ensure that supervisors are ethical, respectful and treating employees well?
Q6. How do you celebrate employee birthdays and work anniversaries?
Q7. Do you celebrate employees’ departures? How? (going-away lunch, card, etc.)
Q8. How do you utilize internal communications and social media to thank or recognize employees?