EmployeeRewardsPrograms.com https://employeerewardsprograms.com Powered By Verified Label Mon, 24 Apr 2017 16:49:03 +0000 en-US hourly 1 https://wordpress.org/?v=5.5.1 Why some Employee Rewards Programs are far more Successful than others https://employeerewardsprograms.com/make-employee-rewards-program-successful/ Sun, 24 May 2015 22:18:45 +0000 http://erp.vlppdev.com/?p=13299 The post Why some Employee Rewards Programs are far more Successful than others appeared first on EmployeeRewardsPrograms.com.

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employee rewardsI’m often asked, “How can we make sure that our Employee Rewards Program is successful?”

Our research and experience have shown us 12 top reasons why some Programs are far more successful than others.

Here are the Top Reasons #1, 2 and 3:

  1. This is a big deal, so GET EXCITED! A well run rewards program can have a HUGE positive impact on your corporate culture, so make sure your managers understand how important this is.
  2. Be clear with your goals and message. Outline what you want your program to accomplish and how you will measure your progress.
  3. Incorporate peer-to-peer recognition. Being recognized for positive behavior by your fellow co-workers can be more powerful than being recognized by your manager, so be sure to use both.
1 This is a big deal, so GET EXCITED!
When you set up an official system within your company to make sure that all your managers are recognizing good deeds done by their team of employees, and rewarding those employees – that has a HUGE positive impact on your corporate culture! A well run employee rewards program can be transformative, making your entire team happier and more fulfilled at their jobs. We humans crave positive recognition more than almost anything else on the planet, and you’re turning this fulfillment of a basic human need into an official ongoing program within your company. You can’t over state the potential up-side of doing this for your people and for your company. So make sure this is presented to your managers as a BIG program, and get them EXCITED to be part of this, because they need to UNDERSTAND and EMBRACE this entire idea and RUN WITH IT. Three months down the road every one of your managers should be asking themselves, “Why didn’t we do this years ago?”

2 Be clear with your goals and your message.
When you initially set up your Employee Rewards Program, take the time to write down what you want this program to accomplish. If you want this program to directly drive up sales numbers, then you may be confusing a “rewards program” with an incentive “pay-for-performance” program. They are very different, an incentive pay program requires a much more strict outline of effort/results/payment. Rewards and recognition programs are most effective when they are designed to improve overall corporate culture. They work well to help improve communication and connectedness between managers and direct reports, which increases employee engagement. Rewards programs help your company to create an environment of recognition and appreciation, which increases job satisfaction and reduces turnover. This, in turn, leads to increased productivity, and a more enjoyable experience for your customers when they interact with your employees. The end result is improved profitability and an overall happier work environment. While these positive results are exactly what every company is trying to accomplish, they are not as easily measured as “increase sales by 5% next Quarter.” So you need to plan out in advance, “What do we want this program to accomplish, and how will we judge our progress.”

3 Incorporate peer-to-peer recognition.
It’s an awesome feeling, when your manager recognizes that you’re doing a good job or giving extra effort. But it can be even more rewarding when your co-workers are the ones recognizing you! The best rewards programs incorporate positive recognition from both managers and co-workers. However, co-worker recognition takes some finesse; you don’t want to encourage a “quid pro quo” system where co-workers plan out a way to vote for each other, and you don’t want it to become a popularity contest where everybody’s favorite person wins repeatedly. We see it work best when the manager gives out most of the recognition rewards, and the peer-to-peer recognition portion is set up as a reoccurring survey of who has done the most to help their team of co-workers in that past month or past quarter. Have your managers conduct a quick survey of their employees to see who is giving the most extra effort; drop names in a hat, ask each person for their vote, or use a one-on-one email for a reply from each person on the team. Then reward that month’s MVP, as chosen by their peers – or do it quarterly and reward the top First, Second and Third Place MVPs for the quarter!

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Why some Employee Rewards Programs are far more Successful than others – Part 2 https://employeerewardsprograms.com/make-employee-rewards-program-successful-part2/ Mon, 25 May 2015 21:15:41 +0000 http://erp.vlppdev.com/?p=13362 The post Why some Employee Rewards Programs are far more Successful than others – Part 2 appeared first on EmployeeRewardsPrograms.com.

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employee reward giftsI’m often asked, “How can we make sure that our Employee Rewards Program is successful?”

Our research and experience have shown us 12 top reasons why some Programs are far more successful than others.

Here are the Top Reasons #4, 5 and 6:

  1. Make rewards attainable. Skip the mega-reward, instead give more affordable rewards to more people.
  2. Give rewards frequently.. You want to create “top of mind awareness” so your employees are always aware that your rewards program is active and working.
  3. Make it clear why they won. “What gets rewarded, gets repeated” so make sure people know what behaviors are being rewarded.
4 Make rewards attainable.
Everyone loves the idea of winning a big expensive trip to Hawaii, but most companies can only afford a small number of such rewards, and as soon as an employee feels she no longer has a realistic chance to be the winner… she loses her motivation and the trip no longer matters to her, as if the whole process doesn’t even exist anymore. You’re better off giving out more affordable rewards to more people, so that more employees get rewarded for above average performance and stay engaged in the program. You’re trying to improve the behaviors of your entire team, not just your top few performers, so it’s critical to keep everyone involved. However, don’t make your rewards ‘too small’ – your rewards need to have real value, or the reward can backfire and be de-motivating. We recommend a minimum value of at least $20 to $30 per reward, so it’s large enough to be special but small enough to be given out frequently.

5 Give rewards frequently.
People are hardwired for instant gratification, that’s why the lottery has a drawing every week. The best rewards programs give out rewards every week also, so someone is always winning, and the rewards program stays in your top-of-mind awareness. You can give out bigger rewards as appropriate, for bigger accomplishments, or for your most improved employee each month or each quarter; but if you want your rewards program to be effective at improving people’s daily behaviors, then you need to include more frequent awards to help your program become part of people’s daily and weekly lives.

6 Make it clear why they won.
The human brain is the best instrument on the planet for recognizing cause-and-effect relationships. This has lead to several basic ‘laws’ of psychology, the most well known of which is “what gets rewarded, gets repeated.” Most rewards programs are recognizing employees for accomplishing goals, doing good deeds and being good corporate citizens. So if you make it clear to the employee why he is being rewarded, you’re far more likely to see more of that behavior repeated in the future. People learn by example, so co-workers are also more likely to repeat the behaviors they see being rewarded around them.

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Why some Employee Rewards Programs are far more Successful than others – Part 3 https://employeerewardsprograms.com/why-some-employee-rewards-programs-are-far-more-successful-than-others-part-3/ Fri, 29 May 2015 22:11:16 +0000 http://erp.vlppdev.com/?p=13428 The post Why some Employee Rewards Programs are far more Successful than others – Part 3 appeared first on EmployeeRewardsPrograms.com.

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gift employee rewardsI’m often asked, “How can we make sure that our Employee Rewards Program is successful?”

Our research and experience have shown us 12 top reasons why some Programs are far more successful than others.

Here are the Top Reasons #7, 8 and 9:

  1. Be consistent and reliable. This process of positive recognition and reward will quickly become very important to your employees, so make sure you take this seriously and keep it active.
  2. Strike while the iron is hot. Be quick to show appreciation, so you strengthen the connection between the positive behavior and the resulting recognition reward.
  3. One size does not fit all. Make the reward match the behavior by using multiple “levels” of rewards, and offer choices so the recipient can choose their own reward within each level.
7 Be consistent and reliable.
If you want to see the best possible results from your Employee Rewards Program, your program needs to be up and running all the time, regular and reliable. A good rewards program will quickly become very important to your company’s employees. They will be thinking about it, and giving extra effort because of it; which, after all, is why you set up a program like this in the first place. So if it starts to slip through the cracks your employees will notice, and the extra effort they have been motivated to give could be lost. If you set up your program with the understanding that rewards will be given out each week, then make sure your managers don’t get too busy or distracted to follow through. We recommend appointing a company-wide Rewards Manager; someone who will track each recognition reward given out, and make sure that ALL your managers are consistently using the program. Or, an even more effective way to run your Employee Rewards Program could be to use an outside company that specializes in this, so it’s not an add-on responsibility to an existing employee’s job. An outside professional service is often the best way to ensure that your program is being used the way you intended it to be.

8 Strike while the iron is hot.
When you see someone exhibiting the type of above average behavior that you’re trying to encourage – BE QUICK, while the event is fresh in everyone’s mind… Give out rewards as soon as you can. Positive reinforcement training is the most effective way to teach and learn, and it gets the best results when the reward is tied quickly and directly to the behavior. You want to design your rewards program so that managers have a very quick way to show their appreciate to an employee. It can be cumbersome to maintain a quick/easy access “prize closet” that every manager has access to, but you can use a reward announcement sheet to let an employee know they’re being recognized, and then have the actual reward show up a few days later, as quickly as time permits.

9 One size does not fit all.
When an employee is being recognized, and receiving a reward, it’s important to give her a choice of rewards to receive. Your program should always have at least 2 or 3 choices for the recipient to choose from, so that it’s a personal decision. This creates ‘buy in’ from the employee, and greatly increases the positive feelings each person has when they are rewarded. Furthermore, you should match the level of reward to the level of positive behavior. This means your recognition program should have multiple levels of rewards; smaller rewards for smaller daily or weekly good deeds, and larger rewards for larger accomplishments. So, when you combine multiple rewards levels, and multiple choices at each level, your program quickly grows to have a combined total of 8 to 12 different rewards options, or more. This is a good thing, choices are important to this type of program, just make sure that you or your outside rewards management provider are prepared to mange this and keep the rewards items available.

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Why some Employee Rewards Programs are far more Successful than others – Part 4 https://employeerewardsprograms.com/employee-rewards-programs-far-successful-others-part-4/ Fri, 29 May 2015 23:00:23 +0000 http://erp.vlppdev.com/?p=13450 The post Why some Employee Rewards Programs are far more Successful than others – Part 4 appeared first on EmployeeRewardsPrograms.com.

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rmployrr thanks rewardsI’m often asked, “How can we make sure that our Employee Rewards Program is successful?”

Our research and experience have shown us 12 top reasons why some Programs are far more successful than others.

Here are the Top Reasons #10, 11 and 12:

  1. Make sure everyone feels included. Everyone needs to win at least once, so that ALL employees feel like they’re part of the program.
  2. Capture the moment! Use each rewards event to make a positive connection with your employee.
  3. Just do it! Get your program started, you can refine the process as you go, but don’t put this off, it’s too important.
10 Make sure everyone feels included.
It’s understood, that your best performing employees will be recognized for above average behaviors most frequently. And that’s how it should be, this is what inspires others to try harder and improve themselves. But what’s less obvious, is the fact that everyone needs to win at least once. A taste of success is one of life’s most powerful motivators; we earn something once, which proves that we’re capable, and we want to do it again! The opposite is also true… those who never win get discouraged and stop trying. So even your lowest performing employee should be recognized for giving his best and most above average effort, at least once or twice a year. We find that those who don’t often hear that they’re doing a good job, appreciate it the most and make some of the biggest positive improvements as a result.

11 Capture the moment!
When you see someone exhibit that above average behavior you’re trying to encourage, and you recognize him for it, and reward him… that’s a BIG DEAL. It’s an important moment, which your employee will remember, so make the most of it. Remind him of the positive behavior that’s causing this reward, and express your appreciation. When people are having a positive experience together they tend to open up and be more genuine, so this is also a good time to have a short conversation about work, family or life in general. Your manager is feeling positive because she has this rewards program to help her motivate and recognize her employees, and your employee is feeling positive because he is being recognized for doing good things, so be sure to use this moment to create a connection. But also realize that some people like public recognition, and some people are easily embarrassed and prefer to have you recognize them in private. Also, this is a good time to point out that giving someone positive recognition is most effective when it’s done in person, but if you’re not physically in the same area together it’s OK to do this by email, and try to spark a short positive connection back and forth that way instead. However you do it, just be sure to make the most of this positive interaction, and you’ll strengthen your connectedness and improve your corporate culture!

12 Just do it!
If you want to set up a rewards and recognition program, but you’re afraid it’s too much work, or you don’t know how to set it all up – go ahead and get it started anyway. It doesn’t have to be perfect right out of the gate, your program can grow and evolve as time goes on. But the important thing is to get it started, and make sure everyone in your company knows that you are sincerely pushing this forward for the good of everyone who works there! You can start with manager driven rewards, and add in peer-to-peer recognition later. You can start with a limited selection of “rewards choices” for winners to choose from, and expand the selection as you go on. You also want to add new rewards choices in the second year, to keep your selection fresh and interesting, but that can be done at the start of Year 2. Don’t put this off, the improvements in your corporate culture and the connectedness between your managers and employees – is too important to wait. Your best bet may be to find an outside partner who specializes in Employee Rewards Programs, who can get your program jumpstarted quickly. There are companies like this out there, and some of them can get you up and running in about 30 days.

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What you should Recognize and Reward, as part of an effective Employee Rewards Program https://employeerewardsprograms.com/what-you-should-recognize-and-reward-as-part-of-an-effective-employee-rewards-program/ Thu, 16 Jul 2015 15:55:28 +0000 http://erp.vlppdev.com/?p=13875 The post What you should Recognize and Reward, as part of an effective Employee Rewards Program appeared first on EmployeeRewardsPrograms.com.

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reward employees

A good Employee Rewards Program should be flexible enough to work in many situations, and for many different types of employee recognition.

  • You want a program that rewards specific activities, accomplishments and events; and you want to spell out what these “pre-established” rewards will be, so employees can align their work efforts with these desired activities.
  • But you also want a program that allows each manager to use his or her “manager’s discretion” to reward behaviors and activates which have a positive impact on the work environment, but might not fit into a measurable or pre-established category.

Here are some good examples for both types of rewardable activities:

  • Pre-established Rewards are specific things that the company spells out in advance, as part of the Employee Rewards Program guidelines. These specific activities, accomplishments and events are measurable, and when an employee does one of these things they should know that they will definitely earn a recognition reward.
    • Birthdays are an effective event to be recognized and rewarded for two good reasons. First, birthdays are important to everyone, and they remain “our special day” even when we get older. Yes, the celebration level tends to drop as we get older, but birthdays never stop being important even to those who say they’ve stopped counting them. By recognizing each employee’s birthday you let each person know that their personal events are important, the company knows what day it is and wants to help make that day special. Second, everyone has a birthday at some point in every year, so every employee will be part of your Rewards Program as each birthday comes around. It’s important that every employee gets the chance to participate in your Rewards Program and be recognized in some way, on at least one occasion throughout the year, and birthday’s work well for this.
    • Work Anniversaries are another good event to recognize, because their special meaning is a direct tie between the employee and the company. By recognizing work anniversaries you’re letting each employee know that you’re watching their career, and celebrating their longevity and dedication to the company. Work anniversaries also ensure that every employee is recognized and rewarded at least once each year, just like birthdays do. Again, it’s important for each and every employee to be recognized at least once each year, so that everyone feels like they’re part of your Employee Rewards Program.
    • Completing a Training Program is an important accomplishment, and presents a very good opportunity for employee recognition. You want employees to be excited about the opportunity to “receive training,” especially if it improves their value to the company or their ability to do their job more effectively. Training comes in many different forms, so you should match the level of training being completed to the recognition reward being given.
      • Smaller (SILVER Level) training can include successfully completing a class on workplace safety, CPR, nutrition and wellness, emergency response, forklift certification, a new employee training course, and many others.
      • Mid-level (GOLD Level) training can be something more involved and time consuming such as cross training to be able to fill in at a different job, customer service training, advanced sales training, learning a new software system, a new piece of equipment, or a new set of manufacturing procedures.
      • High-level (PLATINUM Level) training should be a significant reward for a significant accomplishment, such as training for a supervisor’s position, required continuing education courses, government mandated certification courses, advanced training for your industry, or an official degree from an outside school or college.
    • Company Goals are a great way to motivate an individual or an entire department, and successfully accomplishing the goal should result in a recognition reward that’s equally match to the accomplishment. This can be an attendance goal for not missing work; a safety goal for setting a new record number of days without a safety violation; a productivity goal for the most orders successfully processed in a day/week/month/quarter; a sales goal for the highest individual or team sales effort; a customer goal for landing a specific new account or taking a customer from a competitor; or any other type of activity that your company measures and tracks.
  1. Manager’s Discretion Rewards should be used to encourage all the different types of positive daily behaviors that your company wants to see more of, but that can’t easily be predefined and spelled out in advance. These are the “good deeds” that help create an enjoyable workplace environment, make us happier at offices, and lead to improved interconnectedness and improved employee engagement and job satisfaction.
    • Taking a Leadership Role is a great way to spot individuals who should be considered for a raise or for career advancement. But most of the time you can’t give out a pay increase or promotion at the first signs of leadership, you need to see this trend continue repeatedly over a period of time. So a great way to show your appreciate, and encourage this type of behavior, is by recognizing the initial signs of leadership with an employee reward. Giving a reward is a major step up from just saying “thank you” and will leave a much larger and longer lasting impression, which will result in more leadership activities.
    • Outstanding Customer Service is something every company says they strive for. But, when each significant act of outstanding customer service is recognized and rewarded, your company is on the fast track towards actually accomplishing this very elusive and important goal. You can’t reward each significant act with a pay raise or a promotion, but you can encourage an entire department to strive for improved customer satisfaction through your Employee Rewards and Recognition Program!
    • New Ideas and Thinking Outside The Box, these are sporadic occurrences that you can’t specifically plan for, but when they happen they have a big positive impact. Gage the potential positive impact that a new suggestion can have on your department, and give a SILVER, GOLD, or PLATINUM Level recognition reward to match the importance of the new idea. This will encourage more employees to think about other areas that could be improved, and come forward with their suggestions. The people on the front lines doing the work almost always know where the problems are, and they often know what the best solution would be. But many companies have gone downhill because their employees didn’t feel it was appropriate or encourage for them to speak up. Solve this problem by making it very clear that new ideas will be rewarded, even if they’re not perfect, you still want people to come forward with suggestions for improvements in all areas of the company!
    • Volunteering For Extra Duties, or for unpopular tasks, should result in a recognition for team spirit and helpfulness. These can be directly work related, like taking out the trash or helping to organize the company’s holiday party. They can also be indirectly work related, like cleaning up the break room, giving blood at the company blood drive, or running emergency errands.
    • Putting In Extra Time at the office usually results in overtime pay, but it’s still not easy getting people to work extra when it’s needed. Coming in early to open the office when it’s not your normal schedule, or staying late to help finish an important project, working through a weekend or working over a holiday; these are all great examples of people giving extra effort. If you want to see more people doing it, then it’s a good activity to recognize and reward.

This is just a sample of specific activities, accomplishments and events which you want to encourage throughout your company. Make notes on how these things can be adapted and applied to your specific business, and then find a professional Employee Rewards Program Vendor who can help you work these things into your program. Time and time again, when employees are asked why they left a company, or why a company failed, it’s because the employees didn’t feel appreciated for giving extra effort, so they stopped giving it, and they grew disengaged with their job. A well run Employee Rewards and Recognition Program solves this problem, and leads quickly to a significantly improved working environment. If you need help getting this type of program started at your company, consider working with someone like www.EmployeeRewardsPrograms.com They can have your program up and running within 30 days, you’ll quickly be on the way to a more engaged workforce, improved job satisfaction and productivity, and a better Company Culture!

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The big leap, from saying “Thank you” to actually having great Company Culture! https://employeerewardsprograms.com/the-big-leap-from-saying-thank-you-to-actually-having-great-company-culture/ Tue, 16 Jun 2015 19:12:34 +0000 http://erp.vlppdev.com/?p=13534 The post The big leap, from saying “Thank you” to actually having great Company Culture! appeared first on EmployeeRewardsPrograms.com.

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Company CultureSaying “thank you” when one of your employees does a good deed, is a basic and necessary part of having good corporate culture; you simply can’t have a top level culture if this type of courtesy and appreciation are not part of your constant daily environment around the work-place. But this is only the beginning, this type of “thank you” environment is just the WELCOME mat outside the front door. There’s so much more that goes in to creating top level company culture, especially in today’s ultra fast paced, ultra competitive world…

Inc.com, publishers of the business stalwart Inc. Magazine, refer to Corporate Culture as “the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature.” http://www.inc.com/encyclopedia/corporate-culture.html

Investopedia, an online business education site that was sold by Forbes in 2010 (for $42-million), defines Corporate Culture as “The beliefs and behaviors that determine how a company’s employees and management interact and handle outside business transactions.” http://www.investopedia.com/terms/c/corporate-culture.asp

The website for Entrepreneur Magazine defines Corporate Culture as “A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time… (culture) describes and governs the ways a company’s owners and employees think, feel and act.” http://www.entrepreneur.com/encyclopedia/corporate-culture

Wherever you look, the exact definition is slightly different yet remarkably similar; they all talk about shared values and beliefs, and the way that employees and managers interact with each other, and with clients and suppliers. In other words… your company’s CULTURE is the overall general feeling that people get when they come to your “house” and meet your “family”. Are you kind to each other, enjoyable to be around, or do you bicker and pick on each other? Do your guests feel welcomed and enjoy their time with your family, or do they try to escape and never come back? Is your environment warm or cold, structured or hectic, focused or disorganized…?

If your company’s culture needs improvement, the good news is – it’s not that hard, but you need a plan. Here are 3 great ways to get started:

Share your vision, so everyone knows the big picture of where the company (or your department, or your area) is heading. If you’re making changes, take the time to explain why. When everyone knows what’s going on, and why it’s going on, you create a true “team work” environment.

Encourage open and honest communication that goes in both directions, from managers to employees, but also from employees to managers. Saying you have an “open door policy” is not enough. When someone wants to talk, encourage them to come to you, and then give them the time and respect to pay attention; and whenever possible, take notes.

Watch for moments when people give extra effort, and reward them for it. Every office has moments when it’s obvious that someone is trying above averagely hard. Don’t let these moments pass by, stop and recognize them. If you encourage an environment where extra effort is rewarded, you’ll start seeing more people try harder. What the specific “extra effort” is, is not as important as recognizing it and rewarding it; helping a co-worker, helping a customer, staying late to finish an important project, solving a problem. All these types of behaviors lead to increased team work and interconnectedness, which leads to improved moral and employee engagement.

Improving your Company’s Culture is an ongoing process, not a single event. So the most important part is to make a plan, and get started. If you need help, there are many good books that explore this process in great detail. There are also companies out there who can help you implement cost effective programs to get you started, and this is usually a big jumpstart to get you moving in the right direction quickly, versus trying to do it all on your own. Look for something like what you’ll find at www.EmployeeRewardsPrograms.com; cost effective, quick to get started, well planned out, and designed to create a better working environment across all employee levels. Improving your culture is worth the effort, for your daily enjoyment at work; but also for the improvements that result, in productivity, customer service, and employee engagement. Good luck getting started, ASAP!

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Choosing an effective Employee Rewards Program https://employeerewardsprograms.com/choosing-an-effective-employee-rewards-program-for-your-company/ Sat, 16 May 2015 17:19:08 +0000 http://erp.vlppdev.com/?p=13104 The post Choosing an effective Employee Rewards Program appeared first on EmployeeRewardsPrograms.com.

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effective-erpMost “rewards programs” available in the market today, are primarily designed to reward customers for purchasing more product; they’re actually customer/sales incentive programs. If run correctly, these programs can have a positive effect on customer orders, sales can increase. But too often the increase is short lived; the customer combines their next 2 normal orders into 1 big order, so they can win a prize. Then they skip their next normal order, and their actual volume has not gone up. If you truly want to change customers’ sales volumes long term, you need a very in-depth incentive program that’s combined with product discounts, additional marketing efforts, and significantly expensive/valuable prizes in order to get your customer to better align their business with increased usage of what you provide for them. They need to start concentrating on you as their supplier, and shift away from other activities or suppliers they are currently using.

EmployeeRewardsProgams.com offers an effective Employee Rewards Program focused inside your company and on your own team of employees. This program is a far more quick and cost effective way to improve your company’s performance, because it is concentrated on improving the culture within your own company. This program is turn-key, and it’s up and running in 30 days. You will have a direct positive effect on your most valuable assets, your people and your work environment. This in turn creates positive results in all other areas of your business.

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“Millennials” need open communication, and meaningful recognition in the workplace https://employeerewardsprograms.com/millennials-recognition-in-the-workplace/ Thu, 11 Jun 2015 21:04:55 +0000 http://erp.vlppdev.com/?p=13488 The post “Millennials” need open communication, and meaningful recognition in the workplace appeared first on EmployeeRewardsPrograms.com.

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Millennials recognitionThe “Millennial” generation is being talked about everywhere.  The children of Baby Boomers, these are the young people born between approximately 1980 to 2000.  Why are they so important now, why are we all talking about them?   …because, as I write this, in June of 2015, they are in their late teens to early 30’s, and they are the new generation entering the workforce to begin their careers.  New arrivals always change the dynamic, especially when they show up in huge numbers, and that’s exactly what the Millennials are doing.  As of 2015, the Millennials will surpass the Baby Boom generation as the largest living generation in America, and they will change the workplace in VERY significant ways.

Some things about “young people” are pretty consistent; they have lots of energy, they like their free time, and they’re more comfortable with technology than their older co-workers.  But this Millennial generation has many unique qualities as well, and if you want to attract them as employees, you need to pay attention.  More than past generations, they want to feel like part of a community.  They like to work in teams, they like constant communication with their peers, and constant feedback about how they’re doing.  They crave recognition and positive affirmation that they are needed and wanted as part of your company.  Don’t hold these things against them, after all, their parents raised them to be like this.

So, what does this mean for the workplace?   …It means that you might have some work to do on improving your Company’s Culture.

  • You have to set up a feedback system that keeps young people informed about how they are doing, and recognizes them when they do good work.  Recognition is important!
  • Your managers need to communicate with them on a “genuine” level, and take an interest in their lives and their careers.  They need to feel like you care about them.
  • You need a way for peers to be able to recognize each other, in a meaningful and “official” way.  You want to encourage your younger generation to stay connected with each other, and help each other, like they’re a team.  Peer-to-peer recognition and appreciation has never been more important than it is to this Millennials generation, so they need a way to accomplish this.
  • It’s often joked about, that this younger generation was raised in an environment where they received a trophy “just for showing up!”  This is an exaggeration of course, but not entirely; they are used to having a warm positive light shined on them, and they thrive best in an open and friendly environment.

If you don’t have an official Employee Rewards Program, get one started.  Your managers need this tool, they need a system that encourages positive recognition for all types of “good corporate citizenship.”  Some managers are very good at connecting with their employees, but some are not, and this is too important to leave to each manager individually.  Your company needs an official program, which promotes interconnectedness, positive affirmation, and regular expressions of good will.

Some managers think that Millennials are looking for a raise or promotion every time they do a good deed, but that’s not true.  What they’re looking for is the workplace equivalent of a hug; which is more than simply saying “Thank you,” but it doesn’t have to be expensive or uncomfortable.  You can’t walk around hugging people at work every day, but you can set up a Rewards and Recognition Program, where managers are encouraged to take notice of the small-to-medium positive events that happen every day and every week.  If you don’t know how to do it on your own, there are good cost effective programs that can be set up for you, by companies like  www.EmployeeRewardsPrograms.com   Your younger employees are looking for this type of work environment; and I’ll let you in on a secret…   so are all your other employees as well.

The post “Millennials” need open communication, and meaningful recognition in the workplace appeared first on EmployeeRewardsPrograms.com.

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Tales from… EMPLOYEE REWARDS PROGRAMS IN ACTION: A conversation in the break room about Burt’s new shirt, gets Ernie thinking! https://employeerewardsprograms.com/employee-rewards-programs-in-action/ Mon, 15 Jun 2015 17:56:29 +0000 http://erp.vlppdev.com/?p=13511 The post Tales from… <span style="text-decoration: underline;">EMPLOYEE REWARDS PROGRAMS</span> IN ACTION: A conversation in the break room about Burt’s new shirt, gets Ernie thinking! appeared first on EmployeeRewardsPrograms.com.

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29 Comments

  1. avatar
    ERNIE: June 15, 2015 at 1:59 pm

    Morning Burt. Hey, that’s a nice shirt you’ve got on, is that new?

    • avatar
      BURT: June 15, 2015 at 2:01 pm

      Hey Ernie. Yep, I just got this shirt. Sandy gave it to me.

    • avatar
      ERNIE June 15, 2015 at 2:03 pm

      Sandy Johnson, your Manager? Why would she give you a polo shirt?

    • avatar
      BURT: June 15, 2015 at 2:04 pm

      I volunteered to stay late, probably 3 nights last week, to help get a big proposal finished for our new customer in Atlanta.

    • avatar
      ERNIE: June 15, 2015 at 2:06 pm

      So she gave you a fancy new shirt, how does that work?

    • avatar
      BURT: June 15, 2015 at 2:10 pm

      Well, I got paid like normal too. But she was real grateful for me volunteering to help, so she gave me a GOLD Reward from our Employee Rewards Program as a special “Thank you.”

    • avatar
      ERNIE: June 15, 2015 at 2:11 pm

      Wow, that’s great. I want a shirt like that!

    • avatar
      BURT: June 15, 2015 at 2:12 pm

      Actually, Sandy gave me a GOLD Rewards Sheet. It had like 8 different company items on it, and I got to pick which one I wanted. So I picked this shirt. But there’s a cool pair of stereo headphones on there too, I want to get those next time!

    • avatar
      ERNIE: June 15, 2015 at 2:14 pm

      Wait a minute. You get more company stuff? How come I don’t get anything?

    • avatar
      BURT: June 15, 2015 at 2:15 pm

      It’s part of our new Employee Rewards Program. You have to do something special, and then your manager can recognize you for working extra. Or for helping out with a tough customer. There’s lots of ways to win.

    • avatar
      ERNIE: June 15, 2015 at 2:18 pm

      So I have to do something that my Manager thinks is special? That shouldn’t be too tough, I’m one of the hardest workers in my department. I wonder if my manager is part of the Rewards Program?

    • avatar
      BURT: June 15, 2015 at 2:19 pm

      Yeah, he is, for sure. Didn’t you see the announcement last month? It’s a big deal. The whole company is doing it, all the manager are recognizing people for extra stuff they do.

    • avatar
      ERNIE: June 15, 2015 at 2:21 pm

      You know, I remember seeing that email. But I didn’t really read it all.

    • avatar
      BURT: June 15, 2015 at 2:24 pm

      Well you should go back and read it. Jill, who sits next to me, she offered to help train the new guy John we just hired, and Sandy gave her a PLATINUM Reward. There was all kinds of awesome stuff on there she got to pick from.

    • avatar
      ERNIE: June 15, 2015 at 2:26 pm

      What did she get?

    • avatar
      BURT: June 15, 2015 at 2:28 pm

      She got a really nice jacket, like a zip-up weatherproof jacket from Cutter and Buck, with the company logo on it like my shirt. But if it was me, I would have picked the heavy duty tool set, it looked pretty sweet.

    • avatar
      ERNIE: June 15, 2015 at 2:30 pm

      So how come you got a shirt instead of the tool set, if you liked it so much?

    • avatar
      BURT: June 15, 2015 at 2:31 pm

      Because I got a GOLD Reward, and Jill got a PLATINUM. She did more than I did, training John took her a couple weeks of extra stuff she had to do every day.

    • avatar
      ERNIE: June 15, 2015 at 2:33 pm

      So there’s different levels?

    • avatar
      BURT: June 15, 2015 at 2:35 pm

      Yeah, it’s in that email, there’s SILVER, GOLD and PLATINUM. Every time one of our managers thinks that someone is doing something special or extra, they can give them a Reward. I’ll bet there’s people in your department who have been recognized already.

    • avatar
      ERNIE: June 15, 2015 at 2:36 pm

      You know, I saw Tommy with a Nike hat that had our logo on it. I wondered where he got that, I bet it was a Reward. I’m going to go ask him.

    • avatar
      BURT: June 15, 2015 at 2:37 pm

      Yep, there’s Nike hats in there, in the SILVER level. He must have gotten a SILVER Reward.

    • avatar
      ERNIE: June 15, 2015 at 2:38 pm

      Dang. I need to step it up. I want some cool new company stuff to.

    • avatar
      BURT: June 15, 2015 at 2:40 pm

      I know, right! And the best part is the Program keeps running. They’re doing this all year, it’s not just this month. I think they’re trying to make the office a more fun place to work.

    • avatar
      ERNIE: June 15, 2015 at 2:41 pm

      Yeah, I’ll bet your right. It’ll be more fun when I win, that’s for sure! I’m going to find that email, and talk to Tommy about his hat.

    • avatar
      BURT: June 15, 2015 at 2:42 pm

      Good luck Ernie, I’ll bet you’re next. See you later.

    • avatar
      ERNIE: June 15, 2015 at 2:45 pm

      See you Burt. Congratulations! Thanks for filling me in on the Rewards Program!

    • avatar
      BURT: June 15, 2015 at 2:46 pm

      No problem. Hey, let me know what Tommy says, and what he did that got him recognized.

    avatar
    RAY SIKORSKI – MODERATOR: June 15, 2015 at 2:21 pm

    Hello Burt and Ernie, thank you for sharing your conversation. Your experience is very typical of how a good Employee Rewards Program gets started within a company. Burt, you had already read the Company’s Announcement and you knew about the Program, and you shared what you knew with Ernie. And Ernie, you got excited about the Rewards Program, because you saw that Burt had already been recognized and rewarded, and you wanted to be recognized and rewarded also. That’s how it works, it starts with an “official announcement” from the company, then it continues to spread by word-of-mouth, and everyone gets excited along the way! Thank you for letting me share your conversation on our website.

The post Tales from… <span style="text-decoration: underline;">EMPLOYEE REWARDS PROGRAMS</span> IN ACTION: A conversation in the break room about Burt’s new shirt, gets Ernie thinking! appeared first on EmployeeRewardsPrograms.com.

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Burt’s a winner, and Ernie’s happy for him… in, Tales from EMPLOYEE REWARDS PROGRAMS https://employeerewardsprograms.com/burts-a-winner-with-employee-rewards-programs/ Mon, 22 Jun 2015 18:10:02 +0000 http://erp.vlppdev.com/?p=13558 The post Burt’s a winner, and Ernie’s happy for him… in, Tales from <span style="text-decoration: underline;">EMPLOYEE REWARDS PROGRAMS appeared first on EmployeeRewardsPrograms.com.

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33 Comments

  1. avatar
    ERNIE: June 15, 2015 at 1:59 pm

    Hey Burt, guess what!

    • avatar
      BURT: June 15, 2015 at 2:01 pm

      What’s going on Ernie, why are you so excited?

    • avatar
      ERNIE: June 15, 2015 at 2:03 pm

      My manager Annette gave me a GOLD Rewards Sheet, just like you got last week!

    • avatar
      BURT: June 15, 2015 at 2:03 pm

      That’s awesome, congratulations!  See, I told you, all our managers are part of the Employee Rewards Program, the whole company is part of this.

    • avatar
      ERNIE: June 15, 2015 at 2:03 pm

      Yeah, you were right.  Actually, Annette is recognizing someone every week.  Tommy got that Nike Hat last week.  He had a vacation day scheduled, but he offered to move it back a week because we were so busy.  Annette said Tommy was really showing good team spirit, so she gave him a SILVER Reward.

    • avatar
      BURT June 15, 2015 at 2:03 pm

      That’s cool.  I agree, that was nice of Tommy.  But what did you do to get that GOLD Reward?

    • avatar
      ERNIE: June 15, 2015 at 2:03 pm

      Well, I went to that accounting education class last month, where the Account Department does training to make sure the other departments know how to use the new software.

    • avatar
      BURT: June 15, 2015 at 2:03 pm

      Yeah, I’ll have to go to that next month I think.

    • avatar
      ERNIE: June 15, 2015 at 2:04 pm

      Right, they’re sending 1 or 2 people from every department, over the next couple months.  But when I went, I took really good notes.  It helps me remember things when I write them down, so it’s just something I do all the time.

    • avatar
      BURT: June 15, 2015 at 2:06 pm

      OK, that sounds like you.  But why did Annette think that was special and give you a GOLD Reward?

    • avatar
      ERNIE: June 15, 2015 at 2:10 pm

      Because when I got back, I wrote up my notes and sent them to Annette and asked her if she thought I should share that with our group.  She said my notes were really helpful for understanding the new software, and she definitely wanted me to send them out.

    • avatar
      BURT: June 15, 2015 at 2:11 pm

      That’s awesome, you should send me a copy too.  That way I’ll know what to expect when I go to the class.

    • avatar
      ERNIE: June 15, 2015 at 2:12 pm

      OK, I will, I’ll send them to you this afternoon.

    • avatar
      BURT: June 15, 2015 at 2:14 pm

      Good deal, thank you!

    • avatar
      ERNIE: June 15, 2015 at 2:15 pm

      So after I sent out my notes, Annette came to my desk and said that was really a smart idea.  She said I didn’t have to do that, but she thought it was so helpful that I thought of it.  And she gave me a GOLD Rewards Sheet.

    • avatar
      BURT: June 15, 2015 at 2:18 pm

      Sweet!  So, what are you going to pick out?  I really like those stereo headphones.

    • avatar
      ERNIE: June 15, 2015 at 2:19 pm

      Me too, but I think I like this Igloo Cooler better, or this Backpack, it looks like something Indiana Jones would carry.

    • avatar
      BURT: June 15, 2015 at 2:21 pm

      I like them both, you can’t go wrong.  Whichever one you pick, let me see it when it comes in.

    • avatar
      ERNIE: June 15, 2015 at 2:24 pm

      OK, I will.  Hey, how do I actually get it?  Annette said it ships to me, I give here the Rewards Sheet back, and she turns it in, and the company that manages this program for us ships it to me.

    • avatar
      BURT: June 15, 2015 at 2:26 pm

      Yeah, that’s right.  The program is managed by www.EmployeeRewardsPrograms.com,  they’ll ship it right to your desk.  It only takes a couple days, they ship it out right away.

    • avatar
      ERNIE: June 15, 2015 at 2:28 pm

      So I’ll have it before my fishing trip?

    • avatar
      BURT: June 15, 2015 at 2:30 pm

      Oh for sure.  They keep all our Rewards in stock, so they ship out right away.

    • avatar
      ERNIE: June 15, 2015 at 2:31 pm

      This is great.  I would have taken notes at class anyway, and shared them like I did.  But it’s really nice that Annette recognized I was doing something good for our team.

    • avatar
      BURT: June 15, 2015 at 2:33 pm

      Me too, when I got my GOLD Reward, I volunteered to stay and work extra time.  But I would have done that anyway.  So it was cool when I got recognized for doing the stuff that I normally do anyway.

    • avatar
      ERNIE: June 15, 2015 at 2:35 pm

      I think they’re trying to get everyone paying attention to all the little things some of us do.  The extra effort that really helps the company.

    • avatar
      BURT: June 15, 2015 at 2:36 pm

      Right!  Some of us are always willing to help and do extra.  But a lot of people don’t.  So I think they’re trying to show everyone that being nice pays off.

    • avatar
      ERNIE: June 15, 2015 at 2:37 pm

      Well, it’s working.  Everyone in my department is starting to be nicer to each other.  Even Bob.  He said he appreciated my notes from class.  He never says anything nice.

    • avatar
      BURT: June 15, 2015 at 2:38 pm

      Bob’s a handful, that’s for sure.  But if he ever wants to be part of the Rewards Program, he’s going to have to start being nice.  He’s not going to get recognized for just being the way he’s always been.

    • avatar
      ERNIE: June 15, 2015 at 2:40 pm

      I know.  And I think he knows it too.  If they can get Bob to be nice, that’s huge!

    • avatar
      BURT: June 15, 2015 at 2:41 pm

      That’s the idea, get people to start to realize.  It’s so much nicer to work with other nice people.   And all you have to do is be nice, and do your job, and you’ll get rewarded for it eventually.

    • avatar
      ERNIE: June 15, 2015 at 2:42 pm

      I’m sure glad they did this, it’s cool to see the good people get recognized.  Maybe even Bob will chill out now.

    • avatar
      BURT: June 15, 2015 at 2:45 pm

      Yep, I bet he does.  Well, breaks over, I got to get back to work.  See you Ernie.  Congratulations on the GOLD Reward.

    • avatar
      ERNIE: June 15, 2015 at 2:46 pm

      Thanks Burt!  See you later.

    avatar
    RAY SIKORSKI – MODERATOR: June 15, 2015 at 2:52 pm

    Hello Burt and Ernie, I am very glad to see that you’re still excited about your company’s Employee Rewards Program, and it looks like more people in your office are starting to be recognized for good team spirit. That’s great, that’s exactly what we want to see happen. Once people start to see their co-workers being recognized and rewarded for giving extra effort, more and more people start to try harder so they can be recognized also. Congratulations to both of you for being given GOLD Rewards and recognition! Thank you for letting me share your conversation on our website.

The post Burt’s a winner, and Ernie’s happy for him… in, Tales from <span style="text-decoration: underline;">EMPLOYEE REWARDS PROGRAMS appeared first on EmployeeRewardsPrograms.com.

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