Now that December is here, everyone is preparing for the year end, closing out projects, and setting plans and intentions for 2018.
This last month of the year is a great opportunity to inspire and motivate your talent for the year ahead. It’s also a great opportunity to recognize and reward them for the great work they accomplished this year!
Motivation and recognition are so important in December, because it can otherwise be quite a distracting month. In the US, employees are coming back from one big holiday and gearing up for the next. Many people also schedule their remaining vacation time during December, which can result in not a whole lot getting done this month.
Here are some tips to inspire and recognize your employees leading into the holiday season and create some workplace engagement and merriment that will set the tone for 2018!
Make the World a Better Place. The holidays have always been considered a time for giving back. Why not emphasize the importance of this and show that your company culture and values match those of your employees? A recent study conducted by MetLife found that, “Part of sharing values is looking outside the four walls of the office – 61% of employees say that it is important to them to work for a company that contributes to the local community” (Business Wire, 2017).
Some suggestions include, throwing workplace wide giving campaigns such as food drives for charity, or even give your employees a day off or time to volunteer with their favorite local charity.
Emphasize Shared Values. Building upon the last tip, the study also found that, “Fully nine out of 10 employees (89%) say they are willing to trade some of their salary to work at a company whose values match their own – a great deal of their salaries in some cases” (Business Wire, 2017).
Take this season as an opportunity to really emphasize your company values and culture and promote them throughout the workplace for better alignment. This can take the form of internal communication campaigns, promotion of peer-to-peer recognition, manager to employee recognition, and opportunities for learning and development. There have been countless benefits attributed to companies who have organizational alignment of their culture and values. Read more about the 4 Ways to Create Organizational Engagement here.
“Companies can reap rewards when they share values and act on these values, as employees who felt their values aligned with those of their employers were more than twice as likely to be satisfied in their jobs (78%) and feel loyal to their companies (77%) than those whose values didn’t match (32% and 31%, respectively). When values match, more than three-quarters (78%) plan to stay at their company, compared to 57% when values are misaligned” (Business Wire, 2017).
Have a 2017 Recap Retreat. What better way to celebrate your achievements from 2017 and motivate and set goals for 2018 than with a retreat! This is probably best done at a smaller scale within workgroups and could be a day away from the office with reflective meetings, session planning, brainstorming and more. But be sure to throw a little fun in there for motivation and incentive! Perhaps that includes interactive games throughout the day, a wine and cheese mixer or maybe even a motivational guest speaker!
Celebrate the Season. Take an opportunity to put ‘work’ aside for one afternoon or evening and celebrate together with a staff meal. Perhaps it becomes a potluck lunch or a fancy holiday party, whatever it may be, make sure your leaders take an opportunity to sincerely thank employees for their hard work this past year. Give employees a chance to mingle together and share in the holiday spirit.
You can also use this as an opportunity to recognize key players from 2017 and reward them as you see fit. Every year our staff holiday party is filled with fun, laughter and plenty of recognition, including rewards for top players, token gifts for all staff members, games, food and music! It’s a wonderful evening of celebration and it gives everyone the opportunity to mingle with people from other departments they might not typically see regularly.
Focus on Wellness. Not only is this a time where many people end up sick or rundown (at least that’s the case here in the cold Toronto weather), but some people may also struggle emotionally (and physically) with the holidays. This could be a good chance to run an internal fitness and wellness campaign through your total recognition program. Perhaps you reward employees for their steps walked or exercise achieved. You can even have some friendly competition with a big prize for the winner!
It’s also important to try and promote healthy eating around this time, as it’s the time when lots of sugary treats are brought in to share. You can counter balance that by having healthy snacks on hand in the office lunch room such as fruit and vegetables, or maybe even having a healthy catered lunch (not a pizza party).
To me, wellness means being balanced physically, mentally and emotionally, so having support for those employees who might experience a hard time around the holidays it crucial. This could take many forms such as having a counsellor or therapist available during office hours, having a massage therapist come in for a quick massage (this was one of my favourite things), having a yoga teacher come in for lunch time yoga sessions or perhaps having a work wide meditation morning to calm the mind and set intentions with guided meditation. Read more about the Benefits of a Wellness Culture and how to Improve Wellness Metrics with Recognition and Engagement here.
Investing in your employees’ wellness will return tenfold in their productivity and engagement. Plus, “Nearly two-thirds of American workers expect companies to go beyond providing a paycheck and contribute to their well-being (59%), and contribute to the well-being of society, as well (57%)” (Business Wire, 2017). If you’re not providing these opportunities, it’s likely that they will lack in motivation and look for opportunities to work for a company that does.
If you found these tips helpful, get in touch to learn more about creating employee engagement and alignment with this type of culture utilizing an Employee Recognition and/or Learning program. Get in touch at email@example.com or book a 15-minute discovery call in my calendar here.read more
Many learning and development leaders are struggling to find ways to keep their learners engaged in their learning programs. One of the top reasons learning and development opportunities are boring and not motivating for employees are that they are too long and don’t emphasize taking action. That’s where microLearning comes in to help jazz up your learning program!
Microlearning is essentially a method of teaching and delivering content in small, specific doses. In this type of learning, the learner is in better control of when and what they are learning. Read more about if MicroLearning is a Good Fit for your Organization here.
MicroLearning has been shown to produce results in every industry, on every continent. It’s key features are that it is:
- layered in over-time,
- short and succinct, and
- delivers only the necessary content or competencies.
Another one of the top reasons learners feel bored and unmotivated when it comes to learning, is that there is a disconnect between the learning and what is in it for them.
For learning and development to be motivating and engaging for your employees, you must be able to show the bridge between where they are now, where they want to be, and how the learning will help them achieve that. Even if the content is good or helpful it will NOT produce sustainable change or results if the delivery fails to engage the learner. Read more about why action planning is the Key for Successful Learning here.
GES’s Layered Learning program is MicroLearning taken a step further to focus on action planning, reinforcement and accountability. See more about the design of our learning programs here.
What to Look for in a MicroLearning Program
Learning providers face the challenge of delivering learning in a way that is accessible, digestible and most importantly translatable to a real-world environment.
Some of the things to look for when searching for a MicroLearning program include:
On Demand/Mobile. Your talent is busy. They want their learning, when they want it — in-time and on-demand. MicroLearning adds the element of time convenience in a high-tech, yet interactive environment that so many people desire. MicroLearning programs deliver a whole new set of competencies to their toolkit, virtually seamlessly with mobile, in-time learning capabilities.
Digestible Content. With traditional learning, organizations often try to give learners as much as they can, as fast as they can, often taking them off of the job for training. With MicroLearning, learners are given shorter lessons, which are easier for them to complete with busy schedules. Plus, learners are enabled to produce massive change without it feeling cumbersome or burdensome by receiving content and competencies in small, digestible doses.
Repetition. Repetition allows for increased retention because the learner isn’t getting too much information too fast. By utilizing MicroLearning, your organization can provide a clear and consistent message to all employees across the organization, repeated and reinforced, so it becomes embedded in your company culture.
For more information on how to begin implementing a MicroLearning program in your organization, get in touch with me at firstname.lastname@example.org or set up a 15-minute discovery call or demo of our learning programs here.read more
The season is upon us for giving thanks and recognizing another year of exceptional work with your employees. While I believe we should show gratitude, thanks and recognize our talent each and every day, this time of year often welcomes extra gratitude from people.
That being said, when you’re recognizing your employees and workforce for their exceptional work, it’s important to remember to focus on personalized recognition for it to be effective. Remember, what motivates people is what motivates people and when it comes to recognition there shouldn’t be a one size fits all solution.
Why You Should Personalize Your Employee Recognition
With a personalized recognition program and strategy, you are more likely to get a return on your investment and those participating in the program will more likely be motivated by the inventive. Many organizations providing recognition programs to their employees aren’t getting a return on their investment, because they lack personalization and choice.
If you want to acknowledge your employees’ uniqueness, it’s important to get to know them personally, and get to know what motivates and drives them. Find out how to they like to be recognized, whether it be monetarily, verbally, from their peers, privately, publicly, etc.
Providing the same recognition and rewards for everyone guarantees your program will be ineffective and disappointing. Read more about why a Personalization Strategy is important for your organization.
Why You Should Recognizing Your Talent
Most people must go to work to earn a paycheck. But gone are the days where people stay in a job just to make a living. Our culture has shifted and people want to be motivated, engaged and inspired by what they do. They figure, they’ve got to work anyways, so why not be great rather than ordinary.
When you provide your employees with personalized recognition and rewards for their exceptional performance achievements, you:
- reinforce positive behavior,
- set expectations for them and their colleagues,
- increase their energy and engagement,
- and motivate them to continuously achieve great things in their work.
What Do Personalized Recognition and Rewards Look Like?
As I mentioned above, you want to get to know your people personally, and find out how they like to be recognized and rewarded. Some employees might be shy and prefer private personal acknowledgement from their direct supervisors, whereas others might enjoy being recognized in front of their peers at a weekly meeting. Some employees might really like to be acknowledged with financial compensation such as a bonus, or total recognition points, while others might prefer more vacation time, flexible work hours or something similar.
A total recognition solution is a great way to implement a formal recognition program into your organization to help continue to drive employee engagement with recognition. A good recognition solution should include many ways to personally recognize your talent including the forms mentioned above.
And remember, every employee is different when it comes to rewards — some may want to use their recognition points to redeem for smaller items right away, while others will save for big-ticket items. By providing your workforce with virtually unlimited reward options with a Total Recognition solution, your talent can redeem for what they want, when they want. For example, Global Engagement Solutions employee recognition programs feature an extensive award collection, monetary and non-monetary awards, peer to peer recognition, and an always changing and evolving catalog of reward options such as music downloads, restaurant, retail and movie gift cards, home and lifestyle products travel, vacation and event options.
To find out more about starting a total recognition program in your organization for 2018 get in touch with me at email@example.com or view my calendar here to book a 15 minute discovery call.read more