Each organization will have unique goals and objectives they strive towards to create the best work environment for their employees and drive the most profits! If you are tasked with motivating and engaging your employees to meet these business goals and objectives, you’re going to want a recognition program that is custom built specifically to motivate and engage your employees to achieve these unique goals and create an engaging workplace and exceptional customer experiences.
Keeping this in mind, we have gathered up some of our best tips for you to consider when building a total employee recognition program for your organization.
- Set Expectations
You never want to pollute the winner’s circle with losers. What I mean by this is, it’s important to distinguish the behaviours and actions that garner recognition within your organization, and not water down your recognition. This will reinforce those positive behaviours that contribute to reaching your unique goals and objectives and will drive and motivate employees to continuously improve their performance. When you set great expectations for your employees, they will feel challenged, motivated and strive to do their best.
- Motivate Your People with What They Want
It’s important to have a wide variety of rewards to recognize your employees with. When it comes to recognition, one size does not fit all. Rewards that motivate one person, will be different than those that motivate another. Some employees might want to save their points for bigger ticket items, while others might want to redeem immediately for gift cards, music downloads and in the moment rewards. For example, GES’s virtually unlimited reward options include awards, event tickets, gift cards, lifestyle products, music, travel, wellness products and charitable donations. We recently blogged about our most redeemed rewards – check out The Goodies Your Employees Want here.
- Make it Personalized
Along with having a wide variety of reward options like mentioned above, you also want to personalize your recognition for each employee. We often underestimate the value of a personalized thank you, or personalized recognition of an employee in front of their peers. Many employees reported that they had not been personally acknowledged for their contribution by their direct manager or peers. It’s a simple concept that can make a huge difference for your work culture.
- Utilize Both Monetary and Non-Monetary Recognition
Hand in hand with having vast reward choice and personalized recognition, you want to utilize a combination of both monetary and non-monetary recognition to reward your employees. When you build a culture of recognition, you should be practicing it with your employees at every touch point. Not every behaviour might garner a monetary reward, but surely if you see a positive behaviour occurring, as a leader, it is your job to recognize that person in the moment. There is much to be said about the power of positive recognition in the workplace, which should include both a formal monetary/points based reward program and verbal/written recognition from their leaders. Read more about the Power of Appreciation here.
- Encourage Peer-to-Peer Recognition
If you truly want to create a deep recognition culture in your organization, your leaders should also encourage their employees to recognize each other, day to day and moment to moment. You can incorporate peer-to-peer recognition into your formal recognition program by allowing peers to recognize each other with smaller monetary values throughout the year, or even just encouraging them to acknowledge each other on your internal communications boards. For example, GES’s total recognition programs incorporates a private social media feed where employees can congratulate each other on milestones, a job well done, etc. This really reinforces that your company places a high value on recognizing the positive behaviours of your employees.
- Incorporate a Learn and Earn Environment
Learning is consistently proven to be one of the key drivers of employee engagement. Your employees want to feel like they are continuously growing and achieving higher levels of performance. You can encourage this growth and development (which leads to better service internally and externally), by creating a learn and earn environment, whereby your employees are rewarded with points in your recognition program for completing learning and development programs. For example, GES’s eLearning and Recognition programs synch seamlessly, and you can recognize and reward your employees for their learning achievements. Here are some more good tips on how you can use learning and development to engage and motivate your employees.
Learn more about how GES’s Global Total Recognition Solutions help you create a customized program that is culturally relevant (delivered globally), personalized, completely supported by our staff (less admin headaches for your team), and completely mobile friendly (for in time recognition). If you’d like to hear more about how we can help you reach your recognition goals in 2018, get in touch at email@example.com or book a 15-minute call in my calendar here.
There’s no doubt that organizations who focus on developing their people have much more favourable outcomes when it comes to employee engagement and customer service. This is because developed employees are enabled to serve their internal and external customers and they also feel more empowered and motivated when performing their jobs. Read more about this Proven Way to Create Exceptional Customer Experiences.
According to our friends at OfficeVibe, 41% of employees care most about having the opportunity to learn and grow within their organization (OfficeVibe, 2017).
If your organization meets any of these criteria below, you’re likely in a position to benefit from a learning and development program:
- Your employee engagement is low.
- You have high turnover. “51% of workers are looking to leave their current jobs”
- Your customer service is lacking. “Highly engaged businesses see a 10% increase in customer ratings”
- Sales are lagging. “Highly engaged businesses see a 20% increase in sales”
(Stats from OfficeVibe, 2017)
Why it works:
A Culture of Learning Leads to a Culture of Engagement
In our experience, the organizations that create a culture of learning and the dialogue that comes from this learning, are the most innovative. If you are not learning and growing, you certainly are not getting better as an organization, division, work group or individual.
Giving your people skills that are not only relevant to their job and the organization, but also make them more marketable, a) motivates them and b) enables their success, resulting in them being engaged. Engaged employees do the right thing, at the right time, in the right way, for the right reasons, even when nobody is looking.
The key to intense employee engagement is to create a culture where leaders are held accountable for developing others and providing them with skills to learn and grow. For example, GES’s layered learning programs have proven to enable associates with an entirely new set of skills and competencies, adding to their tool kits – seamlessly.
When organizational leaders focus on providing meaningful work, the right skills and development, employee engagement always improves!
Learning and development opportunities are consistently proven to be the top drivers of employee engagement. Your talent does not want to stay stationary.
When your talent knows that you are investing in their learning and development by enabling them with new skills and competencies, they are far more likely to give you their discretionary energy. When you give them career opportunities that make them more marketable NOW and opportunities for growth in the future, they feel visible and valued, which translates into giving you their energy and loyalty.
Find out more about Why GES’s eLearning Solution Works here. For more information on implementing a Learning program in your organization, get in touch with me at firstname.lastname@example.org or book a 15 minute call in my calendar here.
Personalized rewards are the biggest motivation and engagement tool to recognize your employees contribution because it motivates and engages them by with their own specific wants and desires. That is why it’s so important that your recognition program have a multitude of rewards options to meet the needs of your diverse workforce. For example, some of your employees might want to redeem their recognition points for smaller items right away, while others prefer to save them up for bigger ticket items.
We’ve written extensively on the importance of having a personalized recognition and rewards strategy in place in your organization. Read more about why you should Celebrate Your Employee’s Uniqueness with Personalized Rewards and Recognition.
It’s important to remember, that when it comes to recognition, one size does not fit all!
We saw trends in on our own recognition platform that support this idea that people want to make their own decisions when it comes to how they are rewarded. And what better way to have the freedom of that choice than with a gift card, where they can choose exactly how they will cash in their recognition.
Last year about three-quarters of redemptions made were gift cards. In fact, most of the gift cards redeemed were for either big box stores such as Walmart, Target, Amazon or cash cards. This trend suggests that people want rewards that act like cash, where they can select from a multitude of items – the sky is the limit really!
We also had strong redemptions rates for specific merchandise such as movie tickets, FitBit, Apple and Sony products and other physical items.
GES’s recognition programs focus on providing unlimited reward options for your employees, so they can redeem their points for what they want, when they want it.
Our virtually unlimited reward options include:
Awards| Events| Gift Cards| Lifestyle Products| Music| Travel| Wellness| Charitable Donations
Plus, our rewards are all locally sourced in over 170+ countries across the globe, which means they are culturally relevant and delivered in country, which saves you lots of money in tariffs and taxes so that your employees can get the most value for their recognition points.
Read more about the multitude of reward options we offer and how we help recognize your people.
If you’re looking to set up a Total Recognition program for your workforce in 2018, get in touch at email@example.com so we can discuss how our personalized solutions can help support your goals and initiatives or book some time for a call in my calendar here.