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'Tis the Season for Employee Rewards

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Season of Rewarding is Upon Us</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Holidays are a magical time of the year when gifts are exchanged, vacation days are cashed in, and everyone gets fed up with their relatives. In this final month of the year employers have a tendency to be just as giving. Whether these are companywide gifts, gift cards, cash bonuses, extra PTO or other incentives, they generally roll in during this time of the year.&nbsp;</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This traditional system of year-end bonuses is a tough way to keep employee engagement high. Spot bonuses are not great ways to incentivize people to work hard the rest of the year. Year-end employee rewards are something that encourage employees to increase productivity leading up to December but might not have the same effect on increasing urgency on January 1. Traditional employee reward methods are becoming obsolete.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Have Year-End Urgency in January</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Employee Recognition. How do you incentivize anyone? You tie them to team values and reward them when they live those values. Goals are good. Especially quantitative goals. Sales teams usually have a goal and reward when they hit that goal, as a collective group they are empowered and excited. Employee Recognition takes that empowerment and makes it personal. Rather than rewarding the entire group it lets the group reward one another as they strive to hit their goals. “Great job on that last call +10 points #slinging deals” is one of the examples of what happens internally at Nectar HR when our sales team gets rolling. Peer to peer recognition is the future of creating that year-round urgency that companies want.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Recognize Employees</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Rudolph the Red Nose Reindeer was kind of a chump. He got bullied until Santa gave him a shout out in front of all of his coworkers. Then they wrote a song about him and his productivity shot through the roof. Recognizing employees empowers them to take action and perform better work. Peer to Peer Recognition programs foster a community of empowered people. Engaging with one another is a positive way by micro bonuses and a social feed of shout outs intensifies the effect of giving a shout out because it is public, meaningful, and far more frequent. Recognize employees in a way that is meaningful and tied to company values “Rudolph you totally guided the sled tonight! We would have been lost without you! #team player +20 points”. Then let those points be tied to redeemable items that employees care about.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Make a Cost-Effective Peer Recognition Program</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>At Nectar HR the number one thing that we hear constantly is “how much will it cost?” People are accustomed to platforms that are costly and sit on a high price per employee per month. Using Nectar, the cost is the budget that administrators allocate to their employees each month. Most companies have a recognition budget or buy gift cards on a regular basis to reward their employees. By eliminating physical gift cards and handing the budget to the employees you have created a peer to peer recognition program that is more effective and saves money. Don’t pay for things you don’t need or use. Nectar HR is customizable so it can fit your exact needs.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Does Employee Engagement Work?</span><br><br>There are statistics that I could use to <em>prove</em> how well Employee Engagement works but here is the logical breakdown of why peer to peer recognition and our employee engagement platform work:<br><ul><li>You are rewarding employees on a more frequent basis. You have added an entire new system of micro bonuses that can be handed out at any time during the month and then resets each month</li><li>Peer to peer recognition empowers everyone to recognize everyone. Productivity increases because each employee is able to go above and beyond and receive reward from their coworkers and not just their managers</li><li><br></li><li>Budget doesn’t have to increase because the core product is free. Now instead of buying fistfuls of gift cards that sit in a drawer collecting dust you only pay for gift cards when they get redeemed.</li></ul><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Rewarding employees has never been easier or more important. You can blame us millennials or just assume that everyone is trying to hire top talent, regardless this new work force is very mobile and keeping employees engaged and improve retention are the key challenges that Human Resource teams currently face.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR Employee Engagement</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Our platform at Nectar HR is comprised of three pillars:</span><br><ol><li>Employee Rewards and Recognition – Digital Gift Card rewards that are redeemable by each individual based on the peer to peer recognition system of points that is in place</li><li>Employee Voice – eNPS and Pulse surveys that empower employees to leave feedback in an anonymous way</li><li>Employee Perks and Discounts – The sprinkle on the top of our cake that lets employees enjoy discounts from some of the nation’s top brands</li></ol><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Nectar HR core product is absolutely free and can instantly be a tool used by all HR teams to enhance company culture and setup an efficient rewards and recognition program.</span>`) }} ...

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What Motivates Employees to Stay

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Employee turnover is at an all-time high in the modern workforce. Employees are demanding more and more freedom (thanks millennials) and the number of remote workers has nearly doubled in the last few years. What all this means for companies is that it is harder and harder to stand out in every moving workplace. The trends are shifting from candidates attempting to stand out to businesses needed to sell themselves to candidates in order to succeed. So, what are the things that help employee retention? How can employers capture their target audience? Here is a list of things that motivate employees to stay at their companies:</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 It’s Not Money – Employee Engagement</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>In a recent Harvard Business Study, it was found that the number one reason that employees remain at their jobs is that they are engaged. Employee engagement matters! This is the era of options. Gone are the days of slogging through the snow uphill to work, both ways. Now if an employee is not engaged money is not enough to retain them because someone else will pay them. Skilled labor is readily available and so are job positions. Employee engagement is now more pressing than the number on the direct deposit slip, and according to another recent study, only 32% of the modern workforce is engaged.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>How to Have High Employee Engagement?</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Invest, invest, invest. We aren’t talking about just buying ping-pong tables and stocking the breakroom (still not a bad idea). Invest in your employee’s future. Train them to be better at their jobs, provide them with a pathway to success, and make sure that your companies values tie in with their personal values and vision. A company without values is like a chicken with its head cut-off. Employees need to buy in to the vision in order to be engaged and find success in their work.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#2 Still Not Money – Feeling Valued</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Guess what? People want to feel valued and recognized. That should not be a shock to any HR team in any section of the world. Employee’s wanting to feel respected for their work and know that their managers and teammates appreciate them. Employees who receive this kind of daily peer-to-peer recognition are more likely to not only be engaged but also to feel appreciated. Employee recognition is one of the hardest things for companies to implement and maintain at a healthy level.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>How to Set Up a Good Employee Recognition Program?</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Let the experts handle it. Lots of companies have tried using things like post-it notes, marbles in a jar, redeemable tickets at work, and other ways to show appreciation. Most programs like this are either under-utilized or ineffective. There are lots of options for employee recognition platforms. Nectar HR is one of these. It is a free employee engagement program that works for recognition, perks, rewards, and employee feedback. Finding a cost-effective way to engage employees is key to creating a great workplace culture and retaining employees.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 Work-life integration</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This is one of the latest company culture buzzwords. It used to be a matter of finding the appropriate work-life balance, but more and more employees are wanting to feel that they are known and appreciated on a personal level. Treating employees on a personal level encourages an emotional connection between employees and company. This promotes employee retention and employee engagement. By establishing an emotional connection between employee and company you provide a powerful reason beyond monetary compensation for remaining at a company rather than look for a better situation.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The old strategies of spot bonuses and employee of the month are quickly losing their effectiveness as far as recognition goes. High employee turnover can be very costly and time consuming to try and replace people. Taking advantage of employee engagement programs builds loyalty and retention in the workplace.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>Quick Recap:</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Money is a secondary cause of employees staying. In order to have a high retention rate companies need the following three things:</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 Employee Engagement</strong></span><strong><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>#2 Feel Valued</span><br></strong><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 Work-Life Integration</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>With these three things in place employee retention will spike and turnover will drop. Creating a company culture doesn’t have to be difficult. With programs like Nectar HR it is easy to set up a quick recognition program that allows for peer-to-peer recognition and more traditional top-down recognition. Boost your employee retention in this new environment of quick turnover. Moving away from traditional methods is the key to surviving and saving money in this new age of business.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Find out more at <a href="http://www.nectarhr.com">www.nectarhr.com</a></span>`) }} ...

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Employee Recognition Programs for Any Sized Business

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Recognition for Any Size</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Employee Recognition is a movement that is growing. Company Culture is quickly becoming one of the top recruiting tools and is without a doubt the number one retention tool. Glassdoor reviews that dog on culture are crippling companies. Creating company culture is vital to having a productive and successful company, especially if you have a small or medium sized business that is growing. So why don’t all companies have a great culture?</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Culture Challenges</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Building a great company culture requires more than catered lunches or cool perks, those are great tools, but it is deeper. It requires employees to feel wanted and appreciated. More and more companies are adopting titles like “Culture Specialist” or “People and Culture” in an attempt to create programs or initiatives that will allow their company culture to grow and improve. These employees are not equipped with the right tools to establish a company culture program. Small and medium sized businesses do not have the budget to create their own program, and if they do, they are going to end up losing money on cost ineffective methods.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Old Way</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>In the past in order to have an employee culture or employee recognition program you needed to be a Google, who spends 80 million a year just on food. Companies of 500+ employees needed to pay between $5 and $12 a month for rewards or recognition programs that were limited to digitizing spot bonuses. Spot bonuses were the king of recognition. Employees worked to receive these bonuses but never new if or when they would come. Other traditional methods are setting goals like “you can go home early if…” or “company party if we sell” these methods work as short-term incentives and may motivate employees for a brief period. Employee engagement has never been lower across all companies are part of this is the epidemic of spot bonuses and other bonuses. Rather than shoveling more money on top of employees it is time to allow them to feel recognized, respected, and needed in their current positions.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Peer Recognition is the New King</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Peer-to-Peer Recognition is the new guy in town. Companies are adopting different systems to allow employees to recognize their peers for jobs well done. The benefits of having a peer-to-peer recognition program are that employees feel appreciated by their team and validated for their work. Companies have been doing this over time with any number of ways in past from placing marbles in jars, giving redeemable tickets, and other programs. The reason for these initiatives is that most companies who sell recognition software require large budgets to cover the platform itself and all initiatives to reward employees. This is costly for all companies but especially for companies that are below 500 employees and so they remain using their spot bonuses to try and compete.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Set Up a Recognition Program&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Setting up a recognition program can be time consuming and difficult, especially if you are a small HR team. You have to determine best practices and what makes the most sense to reward employees. Employee Feedback systems are a must to understand what is working and what is failing. Employee Perks go hand and hand with Employee Rewards as well as employees want to see that being enrolled in the program is worth it. All-in-all setting up your very own recognition program is a hassle that most would prefer to avoid.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>What’s the Solution?</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR is the solution. The founders of Nectar HR recognized that there was a flaw in recognition platforms. Most companies are driven by an enterprise selling business model that requires multiple conversations with a specialist to even make a sale and then weeks of implementation. As a result the only companies that make their time worth it and turn a profit are large companies. They don’t have a solution for the average sized company and so there is a massive disconnect. Enter Nectar. Nectar HR launched a free Employee Engagement Platform, complete with Peer-to-Peer Recogniton, Employee Rewards, Employee Perks, and Employee Feedback. Nectar HR realized that smaller HR teams didn’t have access to the tools that came from most Employee Recognition Companies. They also made the implementation of their platform completely self-service. Signing up for Nectar takes 3 steps and that includes onboarding your entire company.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Why Use Nectar?</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Company Culture has a direct relationship with employee retention. Every industry is moving towards the need to recognize employees (you can thank us millennials for that). Using Nectar is a cost effective way to launch an employee recognition program without having to pull out your hair. Nectar HR allows companies to take their existing recognition initiatives (gift cards or spot bonuses) and plug that directly in to their platform to create a more organized and involved system. Small and Medium sized businesses need a recognition solution that fits them, and Nectar HR is that Solution.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Sign up today at <a href="http://www.nectarhr.com"><span style='font-size:16px;font-family:"Calibri",sans-serif;'>www.nectarhr.com</span></a></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><span style='font-size:16px;font-family:"Calibri",sans-serif;'><img src="https://i.froala.com/download/312eaac0492f9b7804e90f810bc62a028fd7cef0.png?1573660733" style="width: 444px; height: 259.717px;" class="fr-fic fr-dib"></span></span><br>`) }} ...

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Orem employee experience software company sweetens the pot with new features, rebrand

{{ excerpt(`Four years ago, three friends started a small business detailing cars to make some money while they attended school.<br><br>Soon, Vivint hired the three to detail cars for employees at a discounted price as an employee “perk,” and companies like Qualtrics, doTerra, Instructure and more followed suit. “It was really flexible around school and we were making good money from it. But we’re always looking for bigger and better, and we got kind of sick of being out in the sun or in the snow,” Trevor Larson, one of the three friends, said.<br><br>As Larson and his friends, Jackson Horn and Andrew Hollis, worked with more and more HR professionals, they began to see a trend. “HR people have the best intentions to give the employee an amazing experience,” Larson said. “But they get so impeded by administrative tasks that they can rarely ever get to the things that they want to make an impact ... they don’t have the tools or resources to get to recognition and perks and different things in those areas.” Horn said they continued to ask HR professionals what they could do for them around work-culture related things, leading them to look beyond on-site services like car detailing to see how some companies would leverage their company size to get discounts from local places.“We thought, if these companies are able to do this, what if we were able to do that even better?” Horn said.<br><br>Together, Horn said, the friends thought they could build a network of companies and be the ones to reach out to restaurants, hotels and the like to get steep discounts, which they could then package for HR professionals. “We’ll be kind of the extension for the HR team,” Horn said.<br>Under the company name “PerkNow,” with Larson, Horn and Hollis all serving as co-founders, the new software company grew slowly, until they landed “anchor” accounts with companies like doTerra.<br>“It just kind of grew organically from there,” Horn said. “And it led us to keep asking the question, well, what other culture and cultural initiatives can we help HR out with?”<br><br>Another problem PerkNow saw within companies was the desire to reward employees with things like gift cards — but employers were often stuck getting gift cards at the last minute, and employees ended up with rewards they didn’t really want. With the help of developers, PerkNow developed a system to automate employee rewards, reducing the workload for administrators and enhancing the employee experiences.<br><br>Through PerkNow, companies can also give individual employees such as managers the ability to recognize their team or other employees with a “monthly budget” that the manager can award. Through the software platform created by hired developers — none of the co-founders had prior tech experience — the employee receiving the email receives the reward, and then they can choose whatever gift card they want, which is then downloaded onto their phone.<br><br>This month, PerkNow decided to rebrand as “Nectar,” letting companies know they’ve sweetened the pot with two more features to their software: employee voice and peer recognition.<br>“As we’ve expanded into other areas within HR, and within company culture, (we’ve been) very pigeonholed with (PerkNow),” Larson said. “Instead of being stuck in this one pillar of what we do ... we felt the rebrand is necessary now rather than later.” The name is symbolic, Larson said, springing from the idea that bees are the “epitome of good organization.”<br>“It’s the idea that bees, they go out and they have to collect nectar individually, and then they bring it back in. Nectar is actually the building block of honey,” Larson said. “So it’s kind of the same concept of, if you ... bring out software into your company, we can help create a sweet culture.”<br><br>Helping employees feel heard is one of the keys to creating a sweet company culture, according to Larson, Horn and Hollis. Through their software platform Nectar, HR administrators can send out “pulse” surveys more frequently with just a handful of questions, such as three to four questions every couple of weeks or every month. “That way, you’re getting real time feedback from employees, so that you can constantly be innovating and improving,” Larson said.<br><br>Based on research by Nectar, the software platform has a number of top questions to ask employees that can be sent out in a campaign in less than a minute, and can be scheduled in advance. Through Nectar, employers can view their “employee engagement score” and see trends over time, enabling companies to better address areas in need of improvement.<br><br>In addition to shorter, more frequent surveys, Nectar has a mechanism for employee feedback that involves a two-way anonymous chat. “Let’s say an employee leaves open-ended feedback like a comment in the survey. HR can go in (there) and they now have an inbox to see what people are saying and they can respond back. It opens a chat that’s two way and fully anonymous,” Larson said. “So internally they can resolve things versus employees going (somewhere else) because they have no internal channel to voice their feedback or their suggestions.” The ability for employees to feel heard, Horn said, is the most valuable part of the employee voice aspect of Nectar. “It’s cool to see employees being able to ... contribute and HR can respond and really build this culture of transparency within the company,” Horn said. “We find the most value in allowing employees to feel like they have a voice.”<br><br>The other relatively new addition to the platform is a peer recognition component — expanding employee recognition beyond leadership or management to employees. “Instead of doing top down recognition ... the company puts together a budget to allow all employees to get a certain monthly allowance that they give to each other,” Larson said.<br><br>The idea, Larson explained, is employees can attach whatever the recognition is — complimenting a co-worker on their hard work or leadership and so on — with a point award. The points employees have in their budget don’t accrue over time and can’t be used for themselves, encouraging employees to recognize their co-workers every month. When one employee recognizes another, it shows up in an internal recognition feed for the whole company to see. Once employees accrue points, they can pick a reward like a gift card, or company swag. “All that is built in to create this cadence or frequency around people recognizing each other for positive behaviors,” Larson said.<br><br>Having all of these things in one place, according to the founders, is one of the things that makes Nectar unique. Instead of companies need to use multiple platforms for perks or employee engagement, they can just use Nectar. And, the core product is free. The company continues to make a profit thanks to commissions from perks used and gift cards redeemed. “Our goal and our mission with this is, these (kinds of) tools are so cost prohibitive currently, that we want to open it up and get to as many companies and as many employees as possible,” Larson said. “It’s almost like democratizing recognition and employee feedback.”<br><br>Horn clarified there is still a paid version of everything, but companies can use the core product for free as long as they want. “We wanted to make the employee experience better and we feel like this is the best and easiest way,” Horn said. “The fat that we’re getting money from the gift cards on the back end ... makes it so more people can get better rewards, and (helps) us fulfill our mission from the beginning to just help employees.”<br><br>Check out the platform by visiting <a href="https://nectarhr.com/">http://nectarhr.com</a>.<br><br>“(We want to) get this into as many hands as possible,” Larson said.`) }} ...

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Nectar: Employee Perks and More

{{ excerpt(`<section>Whether you’re at a desk, out making sales calls, or meeting with clients, every job can have its share of monotony and discouragement. So how do you get motivated, feel validated, and stay happy in your work? This is where recognition, engagement, and employee perk platform Nectar comes in.<br>Nectar, formerly known as PerkNow, is a social platform that rewards employees, recognizes achievements, and provides a perk system where employees can select from numerous vendors. Nectar also provides interactive engagement surveys, where employees can answer pertinent questions and even participate in two-way anonymous messenger and customizable question sessions.</section><section><br><img src="https://newsroom.siliconslopes.com/content/images/2019/10/platform-ss.png" alt="platform-ss" class="fr-fic fr-dii"><br></section><section><br></section><section><br></section><section>CEO Trevor Larsen entered the employee perk scene because of his own business ventures. His mobile car-detailing business was a good fit for companies that wanted to offer their employees performance rewards. After a while, Larsen noticed that some companies did well keeping up with employee perks, but most didn’t. After a bit of research, he found that the issue was communication. That got his wheels turning, and in 2017 the platform for PerkNow was born.&nbsp;</section><section><br></section><section>After offering employee perks with PerkNow, Larsen knew there could be more. What he came up with was a totally interactive platform where employees could be recognized, not only by their boss, but by their coworkers, and also receive perks, take surveys, and interact with management and coworkers. “Two in three employees don’t feel adequately recognized at work. With how much time and energy people invest in their jobs, it’s amazing how few of them feel valued. Most companies have the right intentions but lack the tools or resources to build an effective recognition program,” said Larsen in a recent press release.</section><section><br>What sets Nectar apart from other platforms on the market is their “freemium model” which offers the core product at a perpetually free price. From there, employers can upgrade based on their needs. Another factor is that Nectar is self-service, meaning companies can get their employees onboarded for free in less than 15 minutes, rather than days or weeks. One look at their user-friendly website and it’s clear that Nectar is a simple way to build positive interaction between employees. In companies where employees are geographically spread out, engagement can be difficult- it’s not practical to get everyone together and recognize employees for a job well done. Now with Nectar, coworkers can interact and recognize each other quickly and effectively.</section><section><br>With recent seed funding, Nectar is better than ever and ready to help companies bring unity and recognition back to the workplace. To learn more visit <a href="https://nectarhr.com/">https://nectarhr.com/</a>.</section>`) }} ...

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7 Misconceptions about Human Resources

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Many people have watched Toby Flenderson bumble around on NBC’s the Office over the years. I know that anytime I heard “HR” that was my first reaction. Prior to stepping into the HR world, I had many misconceptions about what Human Resources Representatives did and didn’t do. Here are seven misconceptions about HR:</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 HR Departments deal with daily problems, they don’t focus on strategy</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This could not be more wrong. A balanced HR team focuses on being the bridge between employees and the organization. There is a lot of strategy that goes in to that. The lattest predicted trends of Human Resources for 2020 point to more and more HR teams having regular strategy meetings with CEO’s and CFO’s. HR teams are responsible to creating great company culture and maximizing employee retention.</span><div data-empty="true"><strong><br></strong></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#2 HR Managers just hire people</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>We can call this one a half truth. HR Managers maintain the entire lifecycle of an employee. Just like Sales nurture and grow leads, HR teams are responsible for nurturing and helping employees reach their maximum potential. Nurturing employees can be the difference between an amazing team and a mediocre one. HR Managers are also responsible for helping employees reach their professional goals. Employee Engagement might be the most important part of HR.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 HR is responsible for training employees</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This is a tricky one. The answer is yes and no. Some companies have a dedicated talent development team. Others have managers handle the employee training. What is true is that HR is responsible for onboarding employees and creating the ideal employee experience from the beginning. The focus falls on HR reps to make sure each employee is a good fit for company culture.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#4 All HR Departments are the same</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Ridiculous! While we all laugh at the way Michael Scott dominates Toby that is not accurate. Every HR department and team is going to have different initiatives and be structured differently. Each is a unique group of people working closely with employees and management to create the ultimate employee experience. Employee Engagement matters, and that can come in many different ways. Each HR Manager is going to have a different vision and take different actions to implement the goals that they have set.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#5 HR can do what they want</strong></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br>WRONG! Human Resources is a very tricky job. EVERYTHING has to be done according to legal guidelines and rules. HR Binders are no joke and to avoid legal issues HR Teams have to dot every “I” and cross every “t”. There is a lot of paperwork that goes with HR and they are heroes for filling it all out.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#6 HR Managers are on an island</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Managers should not be left alone, instead they should have a part in the decision making. HR managers need to be aware of all of the goals and decisions made so that they can work effectively within those boundaries. HR managers can play a key role in promoting employee engagement, reducing turnover, and increasing organizational growth.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#7 HR Managers don’t need help</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Managers are very talented people, but they can’t do it all alone. Finding the right resources is key. Most companies have at the very least an HRIS system that helps them track employee information such as W2 forms, other key legal information, and personal information for contacts and daily work information.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Quick Review:</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Teams are an integral part of a company. They need to work hand in hand with both management and employees to create the appropriate workplace culture. HR teams also need access to the right resources. Some of the best resources and programs to help increase employee engagement are:</span><div data-empty="true"><br></div><ul style='font-size:16px;font-family:"Calibri",sans-serif;'><li>Perks Programs</li><li>Employee Rewards and Benefits</li><li>Peer Recognition&nbsp;</li><li>Employee Feedback</li></ul><span style='font-size:16px;font-family:"Calibri",sans-serif;'>These four pillars are helpful for HR Teams because they are great tools for increasing employee retention and taking pressure off of themselves. Employee Feedback tools help HR Teams understand what is going on with individual employees and easily identify when and where there might be problems within the company culture. By identifying these problems quickly, it is possible to take action early and smooth over any issues. Employee Perks are a great way to help employees feel cared for. This can come in the form of discounts on food, activities, or other products. Peer Recognition is the number one way to make employees feel appreciated at their jobs. Peer to peer recognition is one of the up and coming trends of 2020. Allowing employees to recognize and reward their fellow employees while promoting company goals and values. Employee Rewards come in the form of swag or often time gift cards and help management demonstrate their appreciation to all their employees.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR is the first 100% free employee engagement platform providing perks, gift card rewards, feedback, and peer to peer recognition programs in one place. Sign-up at <a href="http://www.nectarhr.com">www.nectarhr.com</a> for free and onboard your whole team in 10 minutes.</span>`) }} ...

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Disruptive Recognition

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Google is a powerhouse, it has just over 100,000 employees. Google also has an annual revenue that is estimated at $8 billion. So, when you hear that Google is spends $80 million dollars a year providing free food to all of its employees as just one of their many incredible perks you should not be shocked. In case you were wondering that is about $20 per employee per day.</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>&nbsp;</span>Let’s get real. Not every company is a Google. Most companies are small to medium sized businesses full of hardworking, down to earth, good people who want to be recognized for their hard work and enjoy perks just like the googlers. Who doesn’t want to be recognized for all that they do? &nbsp;It is estimated that 80% of companies are trying to do just that by having or starting to implement an employee recognition program.<br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>What do most employee recognition programs look like?</strong><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>When I was in kindergarten if I was a good little boy and didn’t misbehave during the day, I would be allowed to place a marble into my personal jar at the end of the day. When I filled the jar (20 marbles or so) I was able to choose a kid sized candy bar from the class bucket. Those were the good days. I loved putting that marble in the jar. That is how most companies operate. Marbles, feathers, tickets, I have even heard of companies that use balloons to implement employee recognition.&nbsp;</span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>What do most employee recognition rewards look like?</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Every company has a Kathy. Kathy is the woman (or man) that once a day, week, month or year runs to the supermarket and drops a few hundred dollars on gift cards. She does her best and buys a variety of gift cards. When reward time comes around, Nike, Amazon, Cinemark, they go quick leaving the less desirable gift card behind. There goes another $25 per unused gift card, down the drain. According to one study $1 billion in gift cards go unused per year.&nbsp;</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to be a Google without spending $80 million a year on free food?</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Start an effective employee recognition program. Stop dropping marbles into jars. Stop handing out paper meal tickets and start enabling your employees to recognize one another. Traditional employee recognition programs are from the top down with managers determining who is deserving and who needs to improve. There is a workplace culture shift and now employees want to be recognized for the day to day and place great importance on the recognition of their peers. Employee recognition programs do not need to be about free food.&nbsp;</span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>What is an effective employee experience platform?</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>At Nectar HR we believe there are three pillars to employee experience and employee engagement.&nbsp;</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Pillar 1: Recognition and Rewards – Gamified point-based system that allows employees to recognize and reward their peers and redeem those points for gift cards that they pick</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Pillar 2: Employee Voice – eNPS surveys that give feedback anonymously to HR allowing them to make the necessary changes to improve the workplace culture</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Pillar 3: Employee Perks – Free to all, discounts on events and activities, demonstrating the importance of a work-life-balance.</span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>Employee Experience in one place:</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR has changed the game. Employee rewards and recognition should not cost $80 million dollars, in fact we think that it should be 100% FREE. So that’s what we did. Nectar HR rolled out the first complete self-service employee recognition platform that allows the everyday company from 2 employees – 2 million employees to access a powerful recognition platform. The Nectar platform includes eNPS surveys, Employee Perks, and Employee Recognition tools for every type of business.</span><br></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>How does this work?</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar is all about saving the consumers money. We do that by streamlining your recognition and reward software, take the following steps:</span><br><ol><li>Determine your current budget for monthly recognition to employees</li><li>Make that your Nectar HR budget to use the software</li><li>Launch Nectar HR to all your employees and watch as they recognize one another for achievements and small daily acts</li><li>Here comes the money saver&nbsp;– employees redeem points for gift cards from a selection of hundreds of top brands.</li></ol><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>So, what are the results?&nbsp;</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Kathy isn’t going to the store for gift cards every week and she doesn’t have 20 unused gift cards to cracker barrel stashed in her desk wasting away. Kathy instead manages the points per employee budget and gets employee feedback from the employee net promoter score from the survey she sends out. Kathy can now give you insight into which employees are the most productive, and fit the company values in the best way. You save money because you aren’t buying gift cards that no one wants or uses. Your employees are more productive because they are being recognized on a daily basis from both their peers and managers. Turnover drops and everyone is happy. So, what is the result? General happiness.</span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>Is it worth it?</strong></span></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>People pay millions a year to keep their employees happy. We are offering to save you time and money by using a streamlined, easy-to-use, all-in-one platform. Yes, it is worth it, and its FREE.&nbsp;</span><br></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Visit:&nbsp;</span><span style='font-size:16px;font-family:"Calibri",sans-serif;'><a href="https://www.nectarhr.com"><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR</span></a><span style='font-size:16px;font-family:"Calibri",sans-serif;'><span style='font-size:16px;font-family:"Calibri",sans-serif;'>&nbsp;to find out more</span></span></span></span><br><br>`) }} ...

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Peer-to-peer Recognition: Does it make sense to implement it in your organization?

{{ excerpt(`<strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>Peer-to-peer Recognition: Does it makes sense to implement it in your organization?</span></strong><br><br><strong><span style='font-size:16px;font-family:"Times New Roman",serif;'>Why You Should Implement Peer-To-Peer Recognition In Your Business&nbsp;</span></strong><br><span style='font-size:16px;font-family:"Times New Roman",serif;'>Peer to peer employee recognition has become increasingly popular over the past few years, although some businesses may not know what it is. Alongside this, many might not realize how they can effectively take advantage of the practice or even the tools that allow them to do so.<br><br>The process is precisely what it sounds like and allows companies to reward employees for their productivity and the effort they put into the business. As the name would suggest, the majority of these is done on the recommendation of their peers.<br><br>There can be a variety of benefits to the practice, with the most notable being that it leads to a reduced rate of employee turnover while having a positive impact on work culture. These can then have a domino effect on the customer experience, as employees that are appreciated are happier and often have better customer interactions.<br><br>To properly take advantage of the practice, companies will have to know as much as possible about how to best utilize it. Once this is done, they’ll then be able to reap the rewards that come with focused and effective employee recognition.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>What Is It?</span></strong><span style='font-size:16px;font-family:"Times New Roman",serif;'><br><br>Many companies may be familiar with manager to employee recognition, as it’s been the primary way that workers have been rewarded for decades. However, this may often be seen as a task or chore that a manager must get out of the way to keep an employee happy.<br><br>This can lead to a less personal and more inauthentic view of the award or recognition being given. The primary reason behind this is that many managers may feel that there’s no way to avoid giving the reward, thus leading to it being seen as forced on their part. This may also be felt by the employee.<br><br>Alongside this is the fact that many managers may not see the people under them regularly. As a result, some may not know whether a certain person deserves the award or recognition. While sales results and other statistics may highlight that they’re deserving, there can often be other areas that may not factor into this decision.<br><br>This is avoided through peer to peer employee recognition, which uses employee recommendations to reward employees. While much of this can be anonymous, it can provide a much more authentic touch to recognizing the work that an employee does.<br><br>This can often make them feel much more appreciated should they receive the award or any kind of perks based on their work. Alongside this, business owners and managers will be able to know that those who are recommended for the awards are more deserving, as they’re nominated by the people who see them the most.<br><br>This authentic approach means that employees will also be happier when they receive the reward, as they’ll believe that more thought and effort went into the nomination process.<br><br>There are a variety of ways that this can be implemented in a business. One of the more traditional methods that this has been done has been through weekly or monthly meetings where a worker receives the gratitude they deserve. They can also typically receive financial bonuses with their paycheck.<br><br>Many companies also believe that giving an employee rewards such as gift cards, among other awards, can be helpful in this regard. This is something that has had a positive effect on many businesses.<br><br>Because of the rising popularity of these types of awards, many firms have begun making this process much simpler. This has led to the rise of many apps and platforms that allow employees to nominate those who deserve a reward and for a manager or business owner to act upon these recommendations.<br><br>This is known as recognition software and has become increasingly popular for several reasons. The most notable of these is that it can provide each of the benefits of employee recognition while also making the process much quicker and easier.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>Employee Recognition Statistics</span></strong><span style='font-size:16px;font-family:"Times New Roman",serif;'><br><br>Employee recognition can play a much larger role in your business than you might believe. This is because 82% of employees feel that they’re not as rewarded or recognized in their work as they should be. This is further highlighted by the fact that only 42% of firms have a peer-to-peer recognition system in place.<br><br>Some studies have also suggested that this process can have a positive impact on financial results than many manager-only recognition, with peer-to-peer recognition being 35.7% more likely to do so.<br><br>In terms of other positive results, 90% of companies that have implemented this practice have claimed that it has had a positive impact on employee engagement. This can have a further domino effect on the rest of the business.<br><br>Alongside this, companies that have implemented strong employee recognition practices are up to 12 times more likely to have better business outcomes than those who don’t utilize the practice.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>Benefits Of Peer Employee Recognition</span></strong><br><span style='font-size:16px;font-family:"Times New Roman",serif;'><br>Though the statistics above may encourage you to try employee recognition software, many business owners may still not be convinced. This is primarily because they’ll want to know what the overall benefits for their company will be before committing to the practice.<br><br>One of the most notable of these is that it provides a better workplace culture throughout your firm. Peer employee recognition encourages workers to appreciate the work that everybody else does, which can lead to a better understanding of the role that everyone plays.<br><br>Alongside this, many employees will feel much more grateful when they receive the award, as they will believe that more effort and thought was put into it. This also helps to make the awards more meaningful.<br><br>Your employees should also feel much happier with the awards, as they’ll be able to choose the rewards that they want most. This will have a domino effect on workplace productivity, as workers will want to stand out more among their peers to receive the awards.<br><br>This also provides a large amount of openness and transparency around the workplace. If managers feel that some employees aren’t being recognized, then there’s a large chance that they do too. This way of rewarding them makes it much easier to determine who receives recognition while showing how and why certain workers did so.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>How To Create Effective Peer Employee Recognition</span></strong><br><span style='font-size:16px;font-family:"Times New Roman",serif;'><br>There are several steps that you’ll need to take to ensure that you implement peer employee recognition that has a positive effect on your business. The first of these is to ensure that you have an appropriate recognition tool and that every employee knows how to use it.<br><br>You should also provide examples of what behavior should be recognized during the process. While this can vary depending on what your goals are, you could look at how attentive employees are during the workweek, how much they display company values, and much more.<br><br>Once the system has been implemented, managers should ensure that it’s being adopted and used effectively. This is something that they’ll need to check year-round to ensure that employees are using it consistently and in the way that the company desires.<br><br>This is especially true when it comes to new employees, who will need to be taught how to use the software during their initial introduction to the business.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>How To Choose Employee Recognition Software</span></strong><span style='font-size:16px;font-family:"Times New Roman",serif;'><br><br>With the increasing popularity of employee recognition software, there have been a significant number of them released to capitalize on the market. This may lead to many business owners having a seemingly overwhelming choice in front of them. They also may not know how to choose the best one for them.<br><br>While the decision could be a personal one for the company, there are a few things that every business owner should look at when making a choice. The first of these is whether the platform or app is easy to use, especially for employees.<br><br>Workers will have a significant number of things to get through daily, which means that you shouldn’t want to add too much to their plate. This means that you should aim to use a platform that they’ll be able to use quickly and easily, which should increase interactions and engagement with it.<br><br>If the process is too much of a burden, then you should risk one of two things. The first is that employees may not be able to use it effectively, if at all, which can defeat the purpose of implementing it in the first place.<br><br>Secondly, you could run the risk of the process interfering with their workload. While the software may still provide benefits, this may come at the cost of reduced productivity, which will undo many of the advantages that it has.<br><br>You should also look at what support you will have once the employee recognition software has been implemented. While the majority of these platforms will have a certain amount of support, this can vary significantly depending on the company who created the software.<br><br>Though you may not need to use the support mechanisms often, it’s recommended that you choose one that will be able to help you quickly should you run into any problems. This could also extend into any training that people may need with the software, especially for those who are overseeing its implementation and management.<br><br>You should also look at the rewards that the platform offers. While the majority of providers will provide a significant number of them, you should know whether or not these will be appropriate for your employees.<br><br>For example, there may not be an advantage in choosing a platform that primarily offers sports-oriented rewards if few, or any, of your employees are sports fans.<br><br>You should also look at whether there’s a free trial option available to help you determine if it’s the right fit for your company. The majority of high-quality firms will offer this, which means that you can try the platform before committing to it.<br><br>Lastly is the price that you’ll have to pay. While this may seem as though it’s one of the first things you should look at, it shouldn’t be. This is because you may see much more benefits with slightly more expensive options than cheaper ones. This is primarily seen in the amount of rewards you’ll be able to offer workers.&nbsp;</span><br><br><strong><span style='font-size:24px;font-family:"Times New Roman",serif;'>What Is Nectar HR?</span></strong><span style='font-size:16px;font-family:"Times New Roman",serif;'><br><br>Nectar HR allows employers to recognize an employee’s productivity and dedication to the company and reward them accordingly. The software is simple to use and eliminates the need for manual fulfillment of these rewards, which means that companies can do so quickly and easily.<br><br>In addition to recognition and gift card rewards, Nectar HR gives employees access to a wide range of perks to take advantage of. This includes access to discounts on a wide range of products and services. Depending on the company, this could range from gym memberships to concerts, and even travel and wellness products.<br><br>The platform also includes a usage report of these perks, so companies will be able to determine which ones are popular among their employees. This could allow them to decide on the most appropriate perks and benefits to offer them while getting rid of any that may not be used.<br><br>In terms of employee rewards, there is a significant amount of choice for managers and business owners to take advantage of. This can be a much better offering that many other employee reward programs, as workers can choose which incentives they would like to receive.<br><br>This can better encourage them to improve their productivity and work ethic, so your overall business can be further enhanced. With Nectar HR, this can be much simpler to do than others. To take advantage of it, all you’ll have to do is send a gift card and your employee will be able to choose which brand they want to use it with.<br><br>Nectar HR also focuses on creating a good employee voice program, which focuses on creating short-term feedback loops within a business. This is done by creating anonymous and easy to fill out employee surveys. These surveys help HR decision makers quickly analyze the where the company culture is at and make decisions about where it should be headed.<br><br>The program captures the insights that matter most to a company and provides a holistic view of its strengths and weaknesses. This can then allow the firm to make stronger decisions, both in the short- and long-terms.<br><br>All of these surveys are automated, which means that your company shouldn’t have to put a significant amount of time into creating them. Instead, they’ll be able to spend more time analyzing and acting upon the results that are gathered.<br><br>The Nectar HR platform offers a significant amount of customizability, with this being seen on more than just the changing of perks. This can be seen in the branding that’s used. In contrast to many other tools. Nectar HR uses the logo and branding of the company using it, which means that it can be much more personalized to specific companies.<br><br>With the benefits that an employee recognition platform can offer a business, it’s becoming increasingly more vital to capitalize on them. Over time, these should be increasingly felt over your company and have a domino effect on the customer experience.<br><br>This means that using a simple and easy to use platform can have a much larger impact than you might believe. With many businesses struggling to stay competitive, this could give your firm the extra edge that it needs.</span>`) }} ...

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How does lack of Employee Recognition affect employees at work?

{{ excerpt(`<strong><span style='font-size:16px;font-family:"Times New Roman",serif;'>An Absolute Must: Employee Recognition&nbsp;</span></strong><br><span style='font-size:16px;font-family:"Times New Roman",serif;'>To have a successful business, there are many components that lead to having a solid culture. Now, while it is important to have a model and an organizational structure designed for productivity, it is very uncommon for a majority of its manpower to feel appreciated. So, you can have a great idea, feel as though you have all of the answers, and try very hard to get the most out of your employees only to realize that you, being a part of management, have yet to maximize the potential working with you. At the end of the day, you know that more production would make a tremendous difference in your leadership style and in the overall productivity in your department or organization as a whole.<br><br>It would be wise for managers to learn to utilize tools that would increase morale and output simultaneously. It is not unusual for companies to begin to invest in research and development while spending an exorbitant amount of their budgets on wasteful nonsense. Some leaders bring in gurus and teams who guarantee change and improvements with their large binders and useless manuals full of saying the same thing in a different way while not recognizing that there is not one smidge of improvement in morale. <br><br>Most leaders are prematurely wasting large amounts of money on how to improve the culture when a simple solution is staring you right in the face. The simple solution being employee recognition. Employee recognition is a moment in time, planned or otherwise, formally or informally expressing appreciation for a team or individual’s success or behavior that promotes the ideals and values of the company’s that exceeds the norm. Accepting this, we must assess why a company with a quality employee recognition program whose management is serious about recognizing its employees is more productive and efficient than those who restrict their appreciation and whose employees feel as though recognition is nonexistent. <br><br>While it is important to establish a highly respected workplace culture, as a priority, any respected leader must establish peer to peer recognition programs. Surprisingly, around 75% of organizations do have in place some sort of recognition program despite having around 58% of their employees thinking that their respective companies have one in place (Bersin by Deloitte, The State of Employee Recognition, 2012). Overall, it has been confirmed through research that 41% of organizations who utilize peer-to-peer recognition have seen significant increases in customer satisfaction. (SHRM/Globoforce Employee Recognition Survey, 2012).<br><br>Generally speaking, managers have to determine how to track an individual’s performance as to how it is in alignment with corporate objectives. According to the Aberdeen Group, if you can in effectively chart useful interactions and recognition, this would in turn reconcile employee efforts and business objectives that will in turn improve the overall productivity and efficiency of the business. Statistics show of all companies deemed Best-in-Class, 43% have access to measurables on efforts to recognize its employees, compared to 18% of all others.” (Aberdeen Group, The Power of Employee Recognition, 2013). This shows how needed peer recognition programs are and shows how effective they can be.<br><br>Organizations with tactical peer recognition programs reveal around 28.6% lower frustration than those without these programs in place. (SHRM/Globoforce Employee Recognition Survey, 2012). To take it a step further, anybody with good sense would love to be happy at work all of the time. When you have employees that are looking forward to coming to work and feeling appreciated at the same time, the workplace culture is solid! Your peer influencers will keep the workplace culture intact, and the followers will typically yield a minimal amount of unhappiness.<br><br>In reference to budgets, when a company prioritizes peer recognition and allocates 1% or more of overall payroll on employee recognition, 85% of companies see a positive impact on employee engagement (SHRM/Globoforce Employee Recognition Survey, 2012). This statistic is dumbfounding! If this is all that it takes, I am in shock that not more companies make employee recognition a priority. As we have discussed, there are about 75% of companies that have such programs, but you have to wonder why so few employees are aware of the programs. This is very simple to do, and any organization would be negligent to not designate such a small amount of revenue to the workforce especially when it will have such a tremendous impact on the bottom line, not to mention employee morale. <br><br>According to Psychometrics, when using employee feedback tools and asking what could employers do more of to improve employee interaction, 58% responded by giving recognition (A Study of Employee Engagement in the Canadian Workplace 2010). We must acknowledge that being receptive to employee feedback is one the most effective tools in improving overall comradery in any organization. Employees really want to not only feel appreciated, but the acknowledgement of their superiors viewing them as vital does wonders. Employees want to work, but they want to work where they can do more than mere labor. Thy want to contribute in the processes of how they get their jobs done. By recognizing the influencers and supporting the less boisterous, and by that I mean to find a way to recognize your silent workers, you, as a manger will be viewed in high honor by your entire team. <br><br>What works most often are employee perks. Imagine if you were to provide occasional food &amp; snacks; commuter benefits assisting with their transportation; or work-from-home days. Research done by EBRI says that 78% of respondents confirmed that employee benefits are either very or extremely important when deciding to accept a job offer. In fact, it is suggested that a 15% improvement in peer to peer interaction can result in a 2% increase in the overall profit margin. This statistic falls right in line with employee feedback. If you as a manger ever experience a 2% increase in overall profit, it would be imperative to study the impact of employee feedback and share this information and how it impacted the bottom line. <br><br>Hence, agreeing to have 24-hour employee feedback tools available allows your employees to feel that their ideas are welcome to where it will give the feeling of a true partnership. The feeling of being a partner would make anybody take personal ownership and pride in their job. The highly successful managers want this type of employee on their teams and to be included in their organizations. <br><br><strong>Employee Feedback Tools</strong></span><br><span style='font-size:16px;font-family:"Times New Roman",serif;'>Nectar HR has rolled out an intuitive employee feedback system that HR reps can set up in 10 minutes for the entire year. Pulse surveys can send out quick feedback and measure employee metrics quickly as well as employee Net Promotor Scores.<br><br><br><br>Peer Recognition programs are in the best interest of management as in trying to get the most out of their employees. In addition, employee perks definitely help in not only in the hiring decisions of some but also in the retention of others. Peer to peer recognition programs can vary by department, depending on the size of the organization, however, the important point is to have recognition as a mainstay in and across the board. The results show that peer recognition can go a long way. Recognize your employees if you want real results in your business.<br><br><br><br><br></span>`) }} ...

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