People do better work when they feel appreciated and valued. That’s why it’s important to recognize and reward employees for their efforts and contributions.
Many companies talk of being employee engagement recognition catalysts. Bonusly is a bit different. My chat with their CEO reveals their focus on how they can be a good fit into an already existing culture. To insure their customers attain their goals, Bonusly has a customer success teams. In addition, I love the add-on of training for leadership to make sure they are utilizing these tools to the fullest. Smart!
If you didn’t catch it this week, a job board executive came out with how often you should be promoted early in your career. Basically, he said it should be every three years. Do you agree?
Many companies plan to boost employee engagement in 2019. With benefits for both employees and employers, the strategy is easy to understand. What’s more, a strong employee recognition program can set your company apart in a tight job market.
We've reviewed the trajectory of Workforce planning for ages: Employee Recognition gave way to Employee Engagement which is now being called Employee Experience. These phrases more-closely resemble buzz words but there is a distinction to be made in the verbiage.
I’m fortunate to work for really great owners that genuinely care about our team members. But at the same time, they’re business people. They don’t do it just to make themselves feel good, or to be charitable. Business needs to operate profitably, otherwise we’re all in trouble. Bottom line, if we pay you to do a job, you’re important. But is that enough?
3 Lessons on Employee Recognition from David Novak
Employees shouldn’t have to fight for recognition. When an employee does something excellent, it should be acknowledged. “No news is good news” isn’t a recognition program. Organizations must also understand that, if employees only see the same one or two people being recognized, it can come across as favoritism.
As I enter my tenth year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time.
* The following scenarios are built on real life business engagements. The names have been changed to protect the innocent.
This past week, we had an amazing celebration at work!! We had two Team Members retire, which isn’t common at our company. We’re so fortunate to have a great culture where people work for us for many years. It’s a true anomaly in today’s workplace environment, but it’s a true differentiator for us.
Business literature is filled with all the reasons performance reviews just don’t work, but maybe part of the issue is that we aren’t addressing the real needs of the employees. Yes, they appreciate a positive comment from their manager. Employees do want an annual or semi-annual sit down to talk about your view of their performance and to set goals for the next year. They want to know where the company is going and how they fit into the big picture.
Recognize This! – We all have the ability to create more human workplaces for ourselves and those around us, simply by saying thank you.
When was the last time your employer recognized you for a job well-done?
When was the last time your supervisor said “Thank you”?
How did it make you feel when you received the recognition?
How do you feel when you don’t?
Creating a culture of appreciation at your organization can have an enormous impact on talent management, engagement and retention.
Adapting workplace traditions to fit today’s needs
Our world is dramatically different than it was only a decade ago. Today’s workplace sees a mix of ages, ethnicities, and creeds, not to mention a workforce that is splintered between on-site employees, freelancers and log-in remote workers.
Creating workplace traditions that increase employee retention
It’s no secret that engaged employees tend to stay on the job longer. The question then becomes one of just how to get employees engaged so they will stick around. Even with incentive programs like 401K’s, many workers are so disenfranchised that they are willing to leave money on the table and simply move on to greener pastures.