Workplace Recognition and Incentive Programs

R. A. M. P. — A Model for Engagement

Most of us are aware of these four essential components of engagement but what I am suggesting to you is that none of these elements will work on their own. All four must be part of an integrated system. Trying to accomplish your goals with only one or a few elements will surely end in disappointment. There is interplay among these four components that make them effective. R – Recognition of achievements – when you recognize someone, it says you know who they are and that what they do matters. When you celebrate success, it drives performance and demonstrates that everyone has something to contribute. A culture of recognition and appreciation creates the conditions that keep people motivated and energized. A – Autonomy – This is a basic need: to be self-directed. People want to have...

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Powerful Presentations

Okay, so you decided to implement a recognition awards program and you have all these boxes sitting in your office.  What do you do with them? How will you present them? Receiving a recognition award is a very special occasion. Presentations may be the most powerful part of recognition.  The difference between an upbeat, exciting celebration and a flat, forgettable flop is all in the presentation. Here are a few tips to ensure that your awards events pack the positive punch they should.  Follow them and your presentations will: Live up to your expectations Shower the recipient with proper praise Demonstrate to the entire audience what type of performance is appreciated in your workplace Leave everyone in attendance feeling good about the company they work for Prepare your comments – Think through what you want to say. ...

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Retention is Money in the Bank

As I mentioned in a previous post, a study by the Hudson Institute and Walker Information showed that only 3 in 10 employees felt loyalty to their employer, but… Only 4 in 10 employees believe that their organization shows genuine concern for its employees Less than half of the employees (44%) believe that the company cares about developing employees long term Just 47% feel they are encouraged to try new ways of doing things at work. That’s not exactly the kind of spirit that helps an organization avoid retention problems.  What will help a company stay competitive is a corporate culture that offers meaningful recognition of the efforts and achievements of its employees.  The most important thing you can do is to let people know you appreciate their work and efforts to make the...

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Recognition is Oxygen

It’s budget-cutting time and you think appreciating employees is just a perk you can do without?  Think again. The more recognition there is the stronger the enterprise and its ability to sustain a strong employee base during tough times.  Employees thrive on recognition; from pats on the back and peer-to-peer accolades to annual recognition events.  It is important to maintain a culture that values and rewards performance from all employees. Management’s big role is in communicating, creating a motivational environment and finding ways to support the staff through tough times.  It’s important when direction has changed that it is explained.  It’s always a good idea to recognize accomplishment and it doesn’t have to be things that cost a company a lot of money.  Employee appreciation events that involve family can be very...

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The Economy vs. Recognition & Motivation

You provide a motivational environment through recognition and employees respond positively when it is genuine.  Proper recognition has no strings attached when delivered in a personal and honest manner.  Its purpose is to recognize accomplishments that are in the best interest of the company and to reinforce the shared values. Motivation is ultimately achieved. Programs such as Birthday Gifts, Holiday Gifts or Gifts to an entire group are not designed to be used for situations unrelated to performance or for actions that are a condition of employment. Awards Criteria Awards and recognition should be given based on achievements in keeping with your company Vision and shared Values.  You have to determine what those are for your company, but some examples are: Vision Possess a winning spirit Focus on your customers Growing the business profitably Be active team players Treat...

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Recognition: The People Factor

Did you Hire them Dead or Kill them After you got them? Virtually all employees come aboard engaged, enthusiastic and wanting to do an outstanding job. But something happens along the way. They begin to believe no one really cares about them or understands their needs. Motivation and performance suffers as a result and so, too, company profitability. If you wish to increase employee morale, productivity and the company bottom line, you should take advantage of all opportunities to reward an employee or team for a job well done.  But, it is also important to use discretion to maintain the integrity of the program.  Recognition is no longer for longevity only, but there is drive to include performance as a large part of why people are recognized. Do you really know what your...

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Do you have eudaimonia?

How serious is it and is it contagious?  Don’t worry. If you have it, you have something good. If it is found in your workplace culture, all the better! The ancient Greek philosophy of eudaimonia was founded by Aristotle and is based on the view that the source of happiness is internal and cultivated by living a worthwhile life. To eudaimonists, happiness is found in activities that draw on the individual’s talents and challenge abilities, from acts that benefit others and by following principles and virtues. Now doesn’t that sound like something you should have? Want to have it in your work culture? In your personal life it can refer to happiness but more appropriately happiness is part of the eudaimon life, having a sense of well-being and prosperity, living virtuously. So, how does this...

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Ten Ways To Maximize Longevity Awards For Performance Improvement

Posted on July 17, 2013 by Carl Bonura in Engagement, Motivation Stream

Here are ten recommendations organizations can use to leverage a longevity award program, as a key component of a comprehensive recognition system for performance improvement. 1. Focus on the satisfaction of participants. Conduct research to determine current attitudes toward employee recognition programs. This provides a baseline measurement against which to gauge future improvements. 2. Make sure each recognition initiative supports corporate strategies. Corporate alignment is key to bringing about positive changes in corporate culture. 3. Target specific, measurable outcomes. While longevity programs are not generally linked to ROI, comprehensive recognition systems can be linked to specific, measurable corporate strategies. 4. Integrate longevity awards with other employee initiatives. This reduces the administrative burden for managers and the communication overload for employees. By combining award opportunities, organizations can offer more award selections and allow employees to...

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Leadership & Engagement

Posted on April 30, 2013 by Carl Bonura in Engagement, Motivation Stream

The most successful organizations, the most successful leaders know that when they view their employees as contributors to company success, their engagement scores and results take care of themselves. To create sustainable results with engagement make sure that the leadership / employee relationship has: Trust – in the leaders and the company that how they talk is how they act. “Walk the Talk” Trust is paramount to organizational success. Without trust you cannot excel and engagement is lost. Purpose, Shared – purpose is important to individuals but a shared purpose is important to the success of the organization. Have you truly defined what you do and how it benefits others? It leads to engagement. Communication – is the vision and/or goal being communicated clearly, effectively and at every opportunity? Is leadership living this every...

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Employee Engagement vs. Employee Satisfaction

Posted on March 7, 2013 by Carl Bonura in Engagement, Motivation Stream, Uncategorized

Employee satisfaction and employee engagement are similar concepts on the surface, and many people use these terms interchangeably. Employee satisfaction covers the basic concerns and needs of employees. It is a good starting point, but it usually stops short of what really matters. Consider the following definition of employee satisfaction and definition of employee engagement. Employee Satisfaction Definition: Employee satisfaction is the extent to which employees are happy or content with their jobs and work environment. Employee Engagement Definition: Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Passion, commitment, and most importantly, discretionary effort... Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs. By contrast, satisfied employees are merely happy...

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