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.
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 firstname.lastname@example.org 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.
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.
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.
Read more about why Employee Recognition is the #1 Driver of Employee Engagement.
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 firstname.lastname@example.org or view my calendar here to book a 15 minute discovery call.
If you’re a leader, it’s tempting to want to focus your efforts on profit margins and business processes, which are obviously important for any business. However, I believe if you focus on recognizing your employees, removing obstacles that get in the way of their service, and creating an exceptional experience for them, that these things will come as a result.
Remove Obstacles in the Way of Superior Service
We live in an experience economy, where customer and employee experiences are so important in shaping their motivation, buying habits, and loyalty. As a leader, your primary function is to enable your employees to achieve a desired customer service experience and exceed customer expectations.
One of the key factors in achieving this is to remove obstacles and barriers in the way of your employee’s service performance. This could include removing outdated rules/policies, unbalanced performance measurements, lack of resources, inadequate learning and development, influences of compensation, and other areas that would inhibit their superior performance.
Improve Internal Service Cooperation
Once you have evaluated your workplace culture and removed obstacles in the way of service, you want to focus on improving your internal service cooperation.
Here are a few ways you can look at improving your internal service cooperation to make your employees more productive, motivated, happy and prepared to serve their customers:
Stay positive and polite. Nobody wants to work with someone who brings down the team, and customers especially do not want to spend their time and money to interact with someone who is negative. When you are positive and polite with your colleagues, they will be more responsive and efficient, which results in better service for your external customers.
Honor your commitments with both your colleagues and customers.
Communicate transparently about any obstacles you encounter that might delay your service. If you communicate honestly and transparently you will set their expectations and be able to over deliver on your promises!
Step out of your silo and learn about the organization and service workflow. This will help you to discover how your output can be a better input for your colleagues and customers.
Be helpful by directly or indirectly supporting a customer or co-worker. It’s easy to play the “It’s not my job” game, but when you have a servant attitude that puts your colleagues and customers first you will find much more joy in your service interactions.
Recognize and Celebrate their Service
Once you have removed obstacles and improved your service cooperation, you want to recognize and reward those employees who are doing exceptional work.
The best organizations catch people doing things right and recognize and reward them for it. Celebrate great business outcomes and recognize employees who create value for customers and others will follow suit.
An employee recognition program can also be very effective at supporting this employee focused proposition. When you recognize exceptional internal service cooperation with both monetary and non-monetary rewards through a formal recognition program, your talent is much more likely to invest their energy and motivation in the form of exceptional service, leading to better profit margins and business processes (full circle moment!!).
If you’d like to learn more about implementing a total recognition program in your organization focused on your employees, get in touch at email@example.com or book a 15-minute window in my calendar here.
Employee engagement expert and author Kevin Sheridan recently reported that the number one key driver of employee engagement is recognition! He also reported that there are hundreds of millions of workers worldwide who feel unappreciated and have not hear a “thank you” from someone in a long time. The thing we have consistently found in our research on employee engagement is that the top organizations in the world recognize their employees at every touch point, every day, not just once a year in their performance review.
Tips for Recognition in Your Workplace
When it comes to engaging all individuals in your organization, you must recognize and reward them in a way that they want to be recognized. That being said, there are a few overarching ways to recognize your talent to create employee engagement.
Non-monetary recognition addresses the emotional needs of individuals. It reinforces behaviors that can change corporate culture permanently, and it is values and principle based.
- a formal certificate of appreciation,
- publicly acknowledging an individual at a team meeting
- a quick and personalized thank-you in person
- a personalized email message.
Monetary rewards address the rational needs of individuals. Rewards can be used to recognize high performers in your organization and motivate others. Most people love to be recognized financially.
Some examples include:
- a performance bonus,
- a raise,
- spot cards,
- spa gift certificates,
- points in their employee engagement portal
Learning and development are two of the other key drivers of engagement. When you invest in your talent by enabling them with new skills and competencies, they are more likely to give you their energy and loyalty. Your talent does not want to stay stationary – they want to grow their skills that make them more marketable NOW and in the future. Providing your leaders, employees and sales reps with learning opportunities shows that you’re committed to their continued growth in the organization and makes them feel valued. Read more about why I believe there is not a Lack of Motivation in the Workplace Today, There is a Lack of Development.
Examples of learning opportunities can include:
- formal eLearning,
- manager training,
- shadowing colleagues in roles above them,
- giving them a challenging project or problem to solve.
Coaching and Feedback.
Managers play a significant role in the day-to-day work experience and engagement of their direct reports. Your talent wants honest and ongoing feedback and communication so that they know your expectations and how they can achieve success. One-on-one coaching shows your talent that you have a vested interest in their development, growth and overall success. When they feel they are enabled to do their job to the best of their abilities and you give them the tools, guidance and direction to do so, the outcome will be immeasurable! Read more about the Senior Leader’s Role in Employee Engagement here.
Your people want to feel recognized and valued. If you want to really make an impact on employee engagement in your organization, focus on creating a world class engagement culture focused on recognizing and rewarding your people for their great work. Your engagement and recognition must be personalized for every individual inside your organization. The above ideas are just a few ways you can start to create engagement inside of your organization.
If you want to chat more about how to implement a personalized total recognition program in your organization, get in touch at firstname.lastname@example.org or book a 15-minute call in my calendar.
With technology and automation booming in the service industry, personalization has become one element that will humanize your employee and customer service and differentiate yourself from other people, organizations and brands.
Your people, both internal and external, want fast, friendly, hassle-free experiences. They want authentic human-to-human interactions that they can’t get from a robot, app or kiosk.
It’s important for your company to have a personalization strategy or plan in place in order to continuously have fast, friendly, hassle-free, personalized service interactions and compete with growing technology and innovation.
Getting Started with a Personalization Strategy
When beginning to develop a personalization strategy, first ask yourself these questions:
- What does your company currently do to personalize your internal service with employees?
- What does your company currently do to personalize your service with customers?
- How have these practices contributed to better service inside and out (faster, friendlier, hassle-free)?
- What can you do internally to improve service cooperation and make it more personalized and authentic? (See 7 principles below for some tips)
- What can you do externally to improve customer service, loyalty and retention by making it more personalized and authentic? (See 7 principles below for some tips)
7 Guiding Principles of a Personalization Strategy
If you do not yet have a personalization plan or strategy in place in your organization, here are 7 principles you can follow to guide you in creating a plan that will make both your employees and customers stay longer, buy more and positively refer others. We believe that these 7 principles are mutually exclusive and that you need to have all 7 principles in place in your organization in order to have exceptional service inside and out.
- Authenticity. Are you real and genuine in everything you do? Authentic people speak the truth and communicate openly with their colleagues.
- Hospitality. Do you make your colleagues and customers feel welcome at every touch point? Start with a positive attitude.
- Empathy. Can you understand and share the feelings of another human being? When you have empathy for your colleagues and customers, you are better able to make decisions that are fair for both parties.
- Commitment. Are you willing to do whatever it takes, no matter what? Being committed means living your values each and every day, even when it’s uncomfortable or inconvenient.
- Competency. Do you have the skills and ability to excel in your role? Being competent means you are enabled with the learning and skills to do your job well and solve your customer’s problems.
- Friendliness. Friendliness is learned at a young age. Being nice and friendly to your colleagues and customers can create decades of loyalty.
- Fun. Don’t take yourself too seriously. Having fun at work can de-escalate stressful situations and make interactions with colleagues and customers much more fulfilling.
Making a Plan
Start your personalization plan by going through each of the principles above for both your internal and external service.
- Take stock in how you might already do things great in your organization and what areas could use improvement.
- Use the principles to brainstorm with your team about how you can improve in these 7 key areas. For example, if you find your service lacks competency, perhaps you might look at implementing a formal learning/training program or manager coaching.
- Create a plan of action for the next quarter for how you will begin implementing these ideas in your organization. Put steps in place that will make your employees accountable for providing this personalized service with both their colleagues and customers. Perhaps that takes the shape of a formal recognition program whereby you can recognize and reward your employees for positive personalized behaviours. This will reinforce a company culture of personalization.
You can read more about these principles in our latest book, The Seven Personalization Principles: Learn the Principles to Thrive in These Disruptive Times or read more about it here.
If you’d like to learn more about how you can put these principles in place with a learning or recognition program, get in touch with me to set up a quick discovery call to discuss your organization’s engagement goals and objectives at email@example.com.
Every business organization across the globe has one thing in common and that is, that they all serve a customer. Most organizations would prefer to stay in business, so they are looking for ways to make sure their customer service is exceptional.
Why do you want to create exceptional customer service? If you create great experiences for your customers, they are more likely to stay with you longer, buy more of your product /service, and positively refer others to your organization. And that means more business and more profits for your company! Who doesn’t want that?!
Customer Service Starts on the Inside
The best organizations on the planet know that exceptional customer service, starts on the inside of the organization with the way that they engage and develop their employees. If you treat your employees with respect, authenticity and transparency, they are more likely to understand the expectations of the organization and can deliver what leadership is looking for.
Train and Develop Your Employees to Provide Great Customer Service
Next, comes training and developing those employees to be enabled with the proper skills to effectively serve your customer. You should provide your talent with ongoing learning opportunities, coaching and mentoring.
You can do this with a formal learning program (and even incent their learning with a learn and earn rewards program). You could also provide opportunities for your employees to work on challenging projects that have them problem solve and trouble shoot new situations they haven’t worked on before.
Another effective way to develop your employees is to provide one on one coaching with their managers and leaders. This allows for a very personalized plan to continue their growth in the organization. A great way to integrate one on one coaching, is to make it a step or part of your formal learning program. For example, GES’s learning programs have a focus on action planning, where learners create a plan of action as to how they will implement that learning in real life scenarios. Those plans of action are emailed directly to their supervisors, who can then meet with them and play an important role in the follow up and reinforcement of putting those learning principles into action. If you want to learn more, check out Why Action Planning is the Key for Successful Learning.
Recognize and Reward Your Employees for Providing Great Service
Lastly, if you recognize and reward your employees for going above and beyond with their colleagues and customers, they are more likely to continue that behavior. It also reinforces that behavior within the organization and sets expectations for other employees to know what types of behaviors are being rewarded so they are more likely to mirror them.
And who doesn’t like a little healthy competition sometimes? Recognizing exceptional employees can spark a bit of healthy competition in the talent pool, and further motivate others to reflect those behaviours. For example, you could provide weekly/monthly incentives for top performers to be recognized, or you could simply reinforce a culture of peer to peer and manager to employee recognition where all positive behaviors are acknowledged and rewarded.
For more information on positive recognition and reward incentive programs click here.
I hope this blog gave you some helpful tips on how to engage and develop your team so that they can provide better experiences for your customers to make them stay longer, buy more and positively refer others! If you have any questions or want to start a program in your organization to put these principles into action, email me at firstname.lastname@example.org and I’d be happy to have a quick chat with you and your team!
How much will it cost?
The cost of a recognition program will surely range across companies, their offerings and service. Typically, the price will vary depending on how many users of the program. However, one thing to keep in mind when you are evaluating a recognition program is whether the vendor employs Embedded Margin pricing or Software as a Service.
Embedded Margin vs. Software as a Service
From our experience on both sides of these models, typically it is most cost effective as well as most transparent for your employees to go with a Software as a Service vendor. In a software as a service relationship, you will typically pay a subscription fee per user of the program versus marking up the products to pay for the costs of the program.
Benefits of the SaaS Model
In a SaaS model, rewards should be delivered at cost with no mark up. This means your talent not only gets the maximum value, but they also get the maximum selection for what they can redeem, further enhancing engagement for your global recognition efforts. Embedded margin providers don’t do that – they mark up their items. It’s also important to ask about any set up, customization or implementation fees (at GES we do not charge any of these fees).
Other additional costs to consider are what your vendor support and staffing will look like. For example, at GES our SaaS costs include a concierge service team who handle every program detail to ensure hassle-free service for your employees. This includes supporting employees interacting with the system and helping program administrators managing the recognition program.
These are just a few questions and service features to keep in mind when evaluating your recognition service provider.
How will we measure results?
Results of a recognition program can be measured in various ways both qualitatively and quantitatively. Some of the ways you can measure the results of your recognition program include: increased employee engagement levels, productivity, loyalty and ambassadorship to the company, net promoter scores, health and wellness of your employees (including absenteeism and sick days), increased customer experience and customer retention, and last but not least, increased profits!
Your recognition provider should be able to track whatever metrics you want, such as performance, service, sales and behaviours. For example, GES’s recognition portal’s real-time reporting tracks every transaction that occurs in the system and all data can be pulled to determine engagement levels and use.
You may also want to be able to survey your employees internally in the program so you can pull some qualitative data about their experience with the program and their levels of engagement.
Year over year data should be compared to show the overall ROI of the recognition program. You should be able to see positive gains in productivity, efficiency, wellness, etc., that can be translated into a dollar value for your program.
How will it improve our organizational processes, profit, productivity, etc.?
An engaged employee is a more productive employee. An employee recognition program will help increase your internal service cooperation, which translates into better customer service, thus helping improve your top or bottom line. A good recognition program reduces the complexity of your overall employee engagement strategy, by allowing you to drive 6 or 7 programs under one umbrella and one budget (for example, safety, wellness, on the spot recognition, recognition campaigns, service anniversary, etc.).
The Stats to Back it Up
According to a recent report by OfficeVibe, “disengaged employees cost organizations between $450 and $550 billion annually,” (OfficeVibe, 2017). In their roundup of employee engagement stats, they make a very compelling case for the profitability of engaging your employees:
- Highly engaged business units result in 21% greater profitability.
- Highly engaged business units realize a 41% reduction in absenteeism and a 17% increase in productivity.
- Highly engaged business units achieve a 10% increase in customer ratings and a 20% increase in sales.
- Companies with engaged employees, outperform those without by 202%.
- Customer retention rates are 18% higher on average when employees are highly engaged.
Engage All Your Stakeholders
An effective recognition program will engage all stakeholders in your organization including leaders, employees, sales partners, and your customers.
Leaders – It will allow your leaders to build an emotional connection with your employees, increase their own engagement levels (as well as others), attract and retain the best employees for your company, and provide skills that will make your employees more valuable.
Employees – An effective recognition program should put your employees at the centre of the program – allowing them to have a personalized experience where they can choose how they are rewarded (for example, with GES’s program employees can choose the rewards they want from our global online gallery). You want to be able to have comprehensive reporting to track awarded points and redemption rates, which will help you understand what motivates your team so you can continue to encourage and reward those positive behaviours. A good recognition program will also take advantage of non-monetary forms of recognition, such as peer-to-peer nominations, social news feeds and fun gamification elements.
Sales Partners – You can use an effective recognition program to motivate your sales people to achieve their goals, including maximizing cross-selling opportunities and increase lead referrals. You can use a recognition program to create friendly competition with built-in leaderboards, which also give high-performing sales teams’ recognition with their peers. These types of recognition programs help to reinforce positive desired behaviors among your sales staff and encourage higher achievement levels.
Customers – You can even integrate a great employee recognition program with your customer recognition program. A customer recognition program should provide tools to influence, motivate and engage your customers to create sustained loyalty. Like your employee program, a points-based system should allow customers to choose their own rewards. You can also use it as a tool to conduct surveys to gather new information and influence change in your customer’s behaviors and buying habits.
Why should we buy from this vendor?
Selecting the right recognition provider can be overwhelming and tricky. On top of evaluating all the features, capabilities, etc. one thing that is critical to pay attention to is that they do what they say they will do. Trust your gut when you’re connecting with them. Do they follow up on time? Do they provide you with the materials or information you asked for in a timely manner?
It’s also important to be able to get recommendations from their current and/or past customers. They should be able to provide you with several contacts that you can connect with directly to ask about their experience.
Ask organizations if they have any customer case studies or results that you are able to review to see their proven track record.
You can check out some of GES’s customer results we have achieved with our 400,000+ customers, achieving billions in engagement ROI.
What are the capabilities of the program?
You want to find a recognition program that is completely customizable for your business goals and objectives. It should reflect the distinct voice for your brand and unite everyone in your organization when it comes to the company’s culture, mission, vision and values.
When evaluating a recognition provider, some of the program features you might be interested and should ask about include:
- Peer to Peer Recognition
- Manager to Employee Recognition
- Spot Cards
- Social Recognition
- Budget Manager
- Birthday Awards
- Service Anniversary
Depending on the needs of your organization and whether you are a global company, you might also want/need global functionality. Some things to consider include:
Are the rewards culturally relevant?
Can the program be offered in multiple languages? (For example, GES’s global recognition programs are available in 16+ languages including Arabic, Chinese, Czech, Dutch, English, French, German, Italian, Japanese, Korean, Polish, Portuguese, Romanian, Russian, Spanish, Turkish, and growing!)
Are the rewards sourced and fulfilled in country or will you have to pay shipping, taxes and tariffs on the rewards? Keep in mind this might eat into your recognition budget. (GES’s global rewards are fulfilled in country in 170 countries across the world).
In this age of technology, mobile capability is critical to have for your recognition program. Not only does it allow for leaders and peers to recognize in the moment, but it also assures that the participants have the same user experience no matter where or how they login to the site. Our research has shown that companies who recognize their talent day-to-day and in-the-moment have much higher levels versus those who only recognize at certain milestones or tenure events.
If you’d like any further information on how to evaluate a recognition program, feel free to reach out to me at email@example.com or you can request a demo of our solutions here.
We talk about Employee Engagement so often in the workplace, but many manager and leaders are unsure of how they can really know if their employees are engaged. Our friends at OfficeVibe have derived 10 metrics that are great indicators to whether your employees are really engaged. Luckily with this data Global Engagement Solutions has many opportunities to help you achieve better engagement in your organization.
- Growth – Every employee wants to feel like they have an opportunity to learn and grow in your organization. If you invest in their growth through learning and development you will get their discretionary energy, engagement and loyalty. Find out more about How to Enable Your Employees with Learning.
- Happiness – Happiness can sometimes be a tough measure to gauge. General indicators for happiness at work are if an employee feels like they have autonomy over their work, if they feel supported and not overwhelmed with their workload and if they feel like they have a good work-like balance.
- Ambassadorship – Do you know what stories are being told inside by your employees? The level of ambassadorship is really a measure of your employee’s loyalty and what they say about your company. It’s important for your employees to be engaged because the stories being told on the inside, can be felt on the outside by your customers. Read more about how to create better loyalty in your organization in Are You Loyal About Creating Loyalty?
- Relationship to Peers – Do your employees have good relationships with one another? It is important to focus on peer to peer relationships in order to keep your internal service cooperation in peak performance. You can also foster great peer to peer relationships with opportunities for peer to peer recognition. For example GES’s Total Recognition platform has an internal social media function so colleagues can create a community of acknowledgement and engagement. Find out how you can improve your internal service cooperation in If Your Internal Service Sucks, Your External Service is Doomed.
- Relationship to Manager – Leadership is paramount in any organizations. It’s been said that many employees stay (and thrive) not for the organization but for their manager. Are your leaders creating great relationships with their direct reports? Are they providing them with one on one coaching and clear and open communication. If you are a leader, you might want to check out Egoless Leadership: Serve Your Way to Success.
- Recognition – Recognition in the workplace can take on many forms. It can be as simple as a non-monetary Thank You or acknowledgement in front of their peers. It can also include monetary recognition such as bonuses, a salary increase or a Total Recognition program where you can reward employees at every touch point with rewards. These points can be redeemed for things such as merchandise, gift cards, travel and much more. Giving your employees personalized rewards that are unique to what they want is crucial. Read more about how to Take Your Employee Engagement Program from Meh to Hell Yah here.
- Feedback – Feedback is an important element to your employees growth and happiness. Do your leaders have frequent and open communication with their direct reports? Are they transparent in their expectations and work with employees to help them get there? Feedback and coaching is an important element for engagement because your employees will feel like they are valued in the organization, they will know what they need to do to improve, and they will see that you are dedicated to their growth.
- Wellness – It is easy to tell if you have a culture focused on wellness. You can measure this with many indicators such as overall absenteeism, productivity and employee health. In addition to employee engagement, when you have a culture of wellness you will see many benefits, including lower turnover, increased attraction of new employees, decreased absenteeism, greater productivity, and a decrease in health disorders including lack of sleep, anxiety and obesity. Find out more about how to Improve Employee Wellness Metrics with Recognition and Engagement.
- Alignment – Whether or not a person is aligned with your organization starts from the very minute they are hired. That’s why it is important to hire employees who are a cultural fit. For example, personalization traits such as friendliness and fun can rarely be trained, so it’s crucial to make sure your new hires are a good fit, or it’s unlikely they will thrive in your environment.
- Job Fit & Compensation – Satisfaction is really an overall indicator of employee engagement. This can include elements such as compensation, work environment, and fit of role for the employee. Some ways you can improve the overall satisfaction of your employees include providing them with fair and competitive salary, offering them flexibility to work remotely or flexible hours, providing them with autonomy and authority to do their role to the best of their ability (i.e. not micromanaging).
When you focus on the indicators of employee engagement that were discussed above such as learning and development, coaching, wellness, cultural alignment and rewards and recognition, plus factor in each individual employees needs and desires, you will have great satisfaction in your organization, which will be felt on the outside by your customers.
Find out more about how you can measure these indicators with a free 30 day trial of OfficeVibe.
If you’re ready to put these principles into action check out our Total Recognition and eLearning solutions and get in touch for your free demo today!
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