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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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Why Employee Recognition Matters

{{ excerpt(`Humans have a basic need for affirmation and praise. &nbsp;It makes them feel loved and appreciated. &nbsp;This is true in both their personal and professional lives. &nbsp;Thoughtful, aware, savvy, employers have long understood showing employees you appreciate what they do improves their self confidence, motivates them to do and achieve more and makes them more of an asset to the company. Sam Walton, the founder of Walmart, considers his greatest asset to be his ability to arouse the enthusiasm of his staff by showing his hearty appreciation for what they do by lavishing them with praise.<br><br>Praise, Recognition And Appreciation Matters<br><br>Employee recognition programs results in better employee engagement, makes employees more likely to recognize and acknowledge their peers and superiors' personal and work related achievements and makes them work harder and be more productive. &nbsp;For about 90% of workers, knowing their good work is not going unnoticed it makes them less likely to leave the company. &nbsp; This benefits the company because hiring and training replacement workers is expensive and result in lower productivity until the new worker becomes familiar with their tasks.<br><br>Different Types Of Employee Recognition Programs<br><br>All employees don't need or respond to the same type of recognition. &nbsp;While some enjoy public acknowledgement of their work, others prefer if management and their peers show their appreciation in more private ways. &nbsp;Some company enhance their workplace culture by introducing in-house peer to peer recognition programs and a variety of other types of employee recognition programs. &nbsp;Many companies have instituted an employee perks program designed to reward and motivate their employees and enhance their growth and development.<br><br>The Importance Of Employee Feedback &nbsp;<br><br>Giving and receiving employee feedback helps to develop and enhance a positive workplace culture. &nbsp;When employees consistently receive positive feedback from their peers and supervisors, they tend to become more engaged and productive and less likely to leave the company. &nbsp;Recognition matters. &nbsp;It can amplify their feeling of achievement. &nbsp;Positive feedback can help employees maximize their skills and talents. &nbsp;The key is to employ the right employee feedback tools to motivate employees to work to help both themselves and the organization reach their full potential. &nbsp;<br><br>What Is Employee Recognition<br><br>Employee recognition is offering acknowledgement and praise to employees based on their behavior and achievements. &nbsp; Many organizations use employee recognition as a way to reinforce desired behaviors, express their appreciation for a job well done and to motivate employees to continue to work hard. &nbsp;When it's regular, authentic and deserved, employee recognition can help unlock a worker's full potential. &nbsp;It can move them to put their heart and soul into the preparation, presentation and execution of every project to make it something of which they will be proud. &nbsp;That uplifting feeling that comes with an important accomplishment is multiplied exponentially when the worker's peers and management notice and acknowledge it.<br><br>Benefits Of Authentic Employee Recognition<br><br>Authentic employee recognition provides many important and valuable benefits. &nbsp;It can help to provide a major boost to an employee's morale and help to improve their performance. &nbsp;When companies reward employees for their contributions, it makes them feel more connected to the organization and makes them more willing to put just as much thought, planning and hard work into their next project. &nbsp;A growing number of companies have come to realize that authentic employee recognition can make a significant improvement in employee satisfaction, engagement and retention rates.<br><br>Employee Recognition Serves Many Purposes<br><br>Regularly recognizing employees for their quality work is not only a top driver of employee engagement, for many employees going to work each day in a company where your skills and dedication is recognized, acknowledged and rewarded is awesome. &nbsp;This has led to the growth in the use of employee feedback tools which provide information that can be used to design a more effective employee perks program. &nbsp;By paying attention to employee feedback, organizations will have a clearer understanding of the kind of perks employees want and for which they will routinely put in more time and energy at work.<br><br>Employee Recognition Best Practices<br><br>There are a number of excellent methods and techniques companies can employ to enhance the effectiveness of their use of employee recognition and create a more cohesive, exciting, productive and attractive workplace culture. &nbsp;Three employee recognition best practices include the use of an incentive laden employee recognition program, meaningful peer to peer recognition programs and a good employee perks program based on information gleaned from open and honest feedback from employees. &nbsp;Using these three methodologies separately and in tandem helps to make employees excited to got to work and do their best.<br><br>Results Of Recognition In The Workplace<br><br>When meaningful, authentic, employee recognition is regularly shared in the workplace, it leads to several very desirable results. &nbsp;It showcases personal and professional goal achievement and makes employees feel good about themselves and their workplace. &nbsp;Employee recognition that celebrates employees' strong effort when they go the extra mile helps to create an emotional connection between the employee, their coworkers and the company that fuels the drive for excellence in the workplace. &nbsp;<br><br>The Power Of Positive Recognition<br><br>Positively recognizing the actions and achievements of employees who work hard and do great things reinforces what is important to and valued by the organization. &nbsp;Those recognized and rewarded actions are more likely to be repeated and become part of the company's culture. &nbsp;How that person is recognized makes the gesture even more powerful. &nbsp;Whether it is done publicly or privately, the validation is offered by both peers and higher ups, it's both attributed and anonymous and is given for both a specific behavior or an achievement, it will be deeply appreciated by the employee.<br><br>Some Revealing Statistics<br><br>Employee recognition in the workplace is very important. &nbsp;It stabilizes the workplace and reduces employee turnover. &nbsp;According to the U.S. Bureau of Labor and Statistics, a vast majority of workers who changed jobs cited lack of employee recognition as one of the reasons. &nbsp;Plus, almost 90% of workers who regularly received recognition said they are happier at work. &nbsp;Research shows happy employees tend to be 12% more productive on average. &nbsp;Employee recognition also reduces employee stress and absenteeism. &nbsp;It also leads to less tardiness and fewer sick days. &nbsp;Recognition also leads nearly 90% of employees to trust their bosses. &nbsp;They also work harder, more efficiently and remain in their jobs longer. &nbsp;Workplaces with an employee recognition program tends to attract top employment candidates. &nbsp;It also increases employee engagement by 60%.<br><br>Enhancing Employee Satisfaction Through Recognition<br><br>Authentic, regular, meaningful, employee recognition can improve the culture in any workplace. &nbsp;One way is to encourage employees to nominate other members of the staff for recognition. &nbsp;This motivates them to look for the good in their coworkers and identify the valuable contributions they make to the organization. &nbsp;They can use peer to peer recognition programs and employee feedback tools. &nbsp;A good salary is no longer enough to keep workers happy, motivated and engaged. Employee recognition, praise and rewards are essential to keep them satisfied and help them deliver greater results.<br><br>Recognizing Strong Performance And Great Achievements<br><br>When modern employees regularly receive praise for superior performance, they are happier and more productive. &nbsp;But how you successfully put employee recognition into practice can vary from one workplace to another depending on the employee's personality and the organization's culture. &nbsp;The key is to show employees appreciation all year long to make them feel valued. &nbsp;Make it part of the foundation of your workplace. &nbsp;Don't only do it on National Employee Appreciation Day.`) }} ...

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Peer-to-Peer Recognition: Some Ideas to Freshen Up Your Company Culture

{{ excerpt(`<h2>Introduction</h2>If you are an HR leader or a corporate executive, you might have heard about peer-to-peer recognition and its advantages in a corporate setting. Peer recognition happens when an individual is commended by his or her team members, or if the whole department decided to commend each other for a job well done. It can be a motivating practice, and many companies across the United States are now adopting the practice. The motivation that it provides makes everyone in a company work harder so that they can also be recognized for their contribution. Peer-to-peer recognition best practices include rewards for those who have provided a solid contribution to the company’s success, and this recognition drives employees to achieve their goals and perform better. The result is higher employee engagement and greater productivity.<h2>Why is peer-to-peer recognition important in today's corporate setting?</h2>Today's corporate setting can be stressful for many people. However, when a company decides to change their company culture to accommodate others and encourage the employees to engage in a peer-to-peer recognition program, the workplace experience becomes more meaningful. Through the years, companies have proven that peer recognition drives results. There are many ways to introduce a peer-to-peer recognition program into a company. Its success depends on the employees and the corporate heads. Providing incentives and encouraging employee engagement is the best way to implement a peer recognition program and ensure its success. Nothing drives results more than a workplace culture where employees feel encouraged to provide feedback and recognize one another for their accomplishments.<h2>Why are more companies adopting a peer-to-peer recognition program?</h2><h3><strong>Creating a company culture where everyone wants to work with each other</strong>&nbsp;</h3>A peer-to-peer recognition program enables employees to have a common avenue where they can share their gratitude or feedback with a fellow employee. Employee recognition programs encourage communication inside the workplace, and can greatly increase productivity. Recognition encourages increased competence because there is a direct relation to hard work and recognition in doing their job, and they will be able to accomplish more things if everyone is working together. A strong set of company values encourage the employees to comply with the rules and regulations that they need to follow, setting up an example for other workers.&nbsp;<h3><strong>To manage and streamline how the incentive budget spending</strong></h3>Companies are adopting peer-to-peer recognition programs because they want their expenses to be monitored. Sponsoring a recognition program does not require a large budget, and companies are being subjected to budget audits when they want to introduce peer recognition to their employees. Other companies who are stating that they do not have a budget for peer recognition and there are many low cost options like Nectar HR that can provide an employee engagement platform at low cost per employee per month.<h3><strong>Introducing peer recognition inside the workplace is an easy task</strong>&nbsp;</h3><br>Many employee recognition programs provide an on-boarding process that allows the HR representatives to be trained in the use and implementation of each program. Some of the peer-to-peer recognition programs even have a self-service tutorial and boast of quick on-boarding processes that can be completed in under 10 minutes. Each of these programs is created in a way to create the perfect solution and are easy to understand and use.<br><h3><strong>Using a peer recognition program will decrease the load required for administrators</strong>&nbsp;</h3>Peer recognition programs are a great way to improve workplace culture and enable the employees to become more engaged in the workplace and showing gratitude to other employees. With employee recognition programs in place, the employees can simply check all of the information available within the program, and they can also use it to buy gifts or other merchandise that they can give to another employee that they wanted to motivate. It is a great way to manage all of the expenses that are being used on gift-giving, and it will also encourage the employees working for the company to recognize and appreciate the work of one another.<h3><strong>The employees would love peer recognition</strong>&nbsp;</h3>Humans are social animals, and we love the feeling of being recognized and commended for a job well done. Employee recognition programs can immediately impact the company culture by providing instant feedback on their performance and indicators to appreciation from their peers. Performance can be monitored and relationships between employees become clear as those who work well with others will be able to be recognized for their hardwork. Peer recognition is a good thing, and all of the employees working on your company will benefit from it and will develop a different sense of companionship with one another.&nbsp;<h3><strong>Companies are using it as a strategy to recruit talent</strong>&nbsp;</h3>Job hunters today are considering workplace culture whenever they are trying to find for a place where they can work. Younger generations have cited toxic company culture as one of the biggest reasons they leave their jobs. Creating healthy workplace culture can incentivize more young professionals to join a company. HR leaders and corporate executives are trying to show the prospective talents how fun it is working for a company that practices peer recognition. The younger talents need to develop an interest working for the company, and if they notice that the company culture is positive, and many workers are satisfied and happy with what they are doing there is a greater incentive to work at the company.&nbsp;<h3><strong>Creating a loyal team inside the company</strong>&nbsp;</h3>When using a peer recognition program, the company encourages the department heads to look for someone inside their department that can be promoted to a higher position. For them, relying on the talent that is already available within the company is important, because it will give the workers a chance to show what they are capable of. When the employees are encouraged and promised of a promotion, they will work hard and show their higher-ups that they can do everything that they can to avail of the promotion that is given to those who have a positive working attitude. When you provide the promotion to those who have been working for the longest time, you will develop a team that is loyal to the company. Use the remaining budget that you saved to hire new faces that will be introduced to friendly company culture.&nbsp;<h3><strong>Peer recognition programs create genuine friendships</strong></h3>An office is a place where relationships are created, just like the school or a community. When the employees are giving each other positive feedback and motivational advice, the bond starts to strengthen, and everyone will look at each other as a reliable person to talk to about life problems. If you wanted your employees to get along very well, you can start directing everyone working for your business to start using a peer recognition program and be open with the problems and issues faced inside the company. This will give everyone a voice to air out their concerns, and it would have a positive impact on the working environment.&nbsp;<h3><strong>Peer recognition programs provide an avenue for employee feedback</strong>&nbsp;</h3>Annual reviews are becoming obsolete, and many companies in the United States decided to ditch it. The HR leaders and corporate heads of these companies decided that annual feedback from the employees would not help them with their concerns. Instead, the companies started to adopt a peer recognition program, and they are given a chance to give live feedback to their workmates, advising them about the things that they need to remember, or providing them a commendation to motivate them to work harder. The employees who are receiving positive feedback on their peer recognition survey are saying that it makes them feel good, and it also encourages them to work harder.<h2>What are the best ideas to promote peer recognition inside the workplace?</h2>There are multiple ideas that HR leaders and corporate executives can find on the internet that will guide them on how to promote peer recognition inside the office. If you are an HR leader or a corporate executive, you can start getting an idea on how it should be done by following these strategies and tips:&nbsp;<div data-empty="true"><br></div><h3 style="margin-left: 40px;"><strong>1. Delivery of a gift on a co-worker’s desk</strong>&nbsp;</h3><div style="margin-left: 40px;">Peer recognition can be observed in a workplace where the employees are giving gifts to each other as a sign of gratitude for their hard work. Direct your employees to give a gift to the individual who they think contributed a lot for the success of the business. The gift is not necessarily something expensive, because a simple cup of coffee or a small candy can promote peer recognition.&nbsp;</div><div data-empty="true"><br></div><h3 style="margin-left: 40px;"><strong>2. Write the motivation or the recognition on a piece of paper</strong>&nbsp;</h3><div style="margin-left: 40px;">If you have a lot of sticky notes inside the office, what you can do to motivate or encourage your employees is to write down your commendation on a piece of paper and stick it to their desks. You can also use the bulletin board on your department to announce the recognition of an individual. Announcing it to the team will inspire everyone to work harder while building the confidence of the person who received the commendation.&nbsp;</div><h3 style="margin-left: 40px;"><strong>3. Give trophies if it is necessary</strong>&nbsp;</h3><div style="margin-left: 40px;">If you wanted to bring the best in your employees, you can give them trophies and observe how they will improve. You can also give your employees stuffed animals, or any reward that you wanted. Those who displayed an outstanding performance should be given the highest recognition, and you will be surprised seeing everyone trying to reach their goals after a trophy has been awarded.</div><h2>Conclusion</h2>If you wanted to see a drastic improvement in your company’s office culture, make sure that you are doing your best in promoting peer recognition inside the workplace.`) }} ...

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Glassdoor Rankings: Can they be Manipulated Negatively or Positively?

{{ excerpt(`Companies based on employee reviews have become widely known for their honest insight into the employment experience of many companies. As the site has developed it's ranking system, it has become a valuable tool for potential job applicants to garner an understanding of other workers experiences in the workplace, as well as the expectation of the workplace culture. As such, it is important for businesses to maintain high ratings on the website to ensure that qualified applicants are not discouraged from applying for roles within the company.<br><br>Therefore, the question of the manipulation of these rankings is brought into question. Many companies have been rumored to have manipulated their company's overall ranking in the past, causing the reviews left on the website to be less than truthful. It is important to consider whether these rankings can actually be manipulated - either negatively or positively - and how to address platforms such as this to ensure your company is able to thrive.<br><br><h2>What Is Glassdoor?&nbsp;</h2>Glassdoor is a company that prides themselves on unbiased workplace reviews. The website considers a wide variety of different aspects of the workplace, from company culture, positive and negative attributes, salaries and compensation, as well as the ability for upward growth. Reviews posted on the website come from a wide variety of workers - from individuals who have just started working with the company to individuals who have been working there for quite some time. Furthermore, reviews can be posted by individuals of different positions, giving potential applicants an idea of the expectations and experiences that individuals in a wide variety of different roles have encountered.<br><br>In most cases, the reviews are posted publicly by employees of the company who have been working with the company for more than six months. The website allows each reviewer to provide feedback on the pros and cons of the position, as well as compensation information and their overall assessment of the workplace itself. It also allows for suggestions to management, providing individuals with a platform to express their opinions and desires for the future of the company.<br><br><h2>How Can These Reviews Be Influenced?&nbsp;</h2>Obviously, it is impossible to stop a person from going online and posting a negative review about a company, position, or even policy upheld by a company. However, some companies have been accused, in the past, of manipulating the ranking by encouraging or forcing individuals to leave positive reviews - potentially fraudulent reviews - for the company on the website. In some cases, the incentives for this were monetary rewards or other prizes. In other cases, some HR departments were accused of having made positive reviews a condition of employment or upward movement.<br><br>However, these fraudulent review methods are not the only way that a company's reviews can be manipulated. In fact, there are several perfectly ethical way to manipulate reviews for a company online by utilizing the positive assets a company has to offer and encouraging workers to provide their own feedback and thoughts on the website itself. While this may seem implausible, in many cases, people who are content in their workplaces are more than happy to provide positive feedback for a company on their behalf.<br><br>There are several ways to provide incentives that will either negatively or positively manipulate overall ratings, such as:<br><br><ul><li>Providing a positive workplace experience: workplace experiences are one of the primary factors that manipulate the reviews on a company's review webpage. Workers who felt heard out by their company and who feel as though their workplace cares about them, listen to their needs and understands their struggles are highly likely to leave positive workplace reviews when encouraged by the company.</li><li>Embrace workplace culture: one of the most important aspects of working in a company, according to many people, is feeling as though they are aligned with the workplace culture. While every workplace is apt to have a different take on what workplace culture means, ensuring that your teammates understand the culture of the company itself and are able to see themselves and embrace their personal desires through that culture ensures workers are satisfied with their workplace experience.</li><li>Provide benefits and accommodations to suit the needs of the employees: this is, undeniably, one of the most important factors of ensuring positive reviews. Individuals will often seek out work in environments that will allow for benefits packages that meet and exceed their overall needs. Furthermore, many find it important to know that accommodations are available should they need them. Some individuals, for instance, may occasionally need to work at home or rearrange their schedule based on the needs of family, health, or other concerns. Having a system in place to support individuals, as well as accommodations and benefits for providing quality work will motivate people, ensure that they are performing their best, and encourage positive experiences which will lead to positive reviews.</li></ul><h2>How Can Companies Manipulate Positive Reviews Ethically?&nbsp;</h2>As previously stated, there are a variety of ways to ensure people feel encouraged to leave positive reviews for their company. However, at the end of the day, one of the best ways to make employees feel appreciated, accepted, and acknowledged is through perks and benefits management systems, such as Nectar HR. Nectar HR allows individuals to work with their HR department to receive benefits - such as points for jobs well done that can be cashed in for prizes - as well as acknowledgment and recognition when it is deserved.<br><br>Systems such as Nectar HR have been proven to positively influence overall online reviews. This is due largely to the fact that individuals feel as though their work is recognized, highlighted, and rewarded, making them feel as though their contributions to the workplace are truly appreciated. Teammates who are appreciated are much more likely to leave positive reviews. Furthermore, even those individuals who choose to leave negative reviews are often drowned out by the plethora of positive reviews left by workers who feel as though their company was willing to recognize their hard work and dedication at the end of each day.<br><br>Ultimately, reviews left on Glassdoor can be influenced - however, much of this influencing is left up to the company and their HR department. The way that the company chooses to motivate its people will always reflect on the company's overall reviews - and if the company is willing to listen to the input of their teammates they are often able to succeed in getting positive reviews and being highly regarded as a fantastic company to work for. The utilization of perks management systems provides companies with a platform to help boost morale.<br><br>While this definitely will not guarantee that all reviews left on online are positive, in many cases, it will bring in a plethora of positive reviews. Individuals who feel encouraged and supported by their company will be willing to go out of their way to let other individuals know that the company is worth working for - and this is the best way to ethically influence and manipulate your overall online reviews on web platforms like those previously mentioned, who look for the employee's perspective on the overall workplace.`) }} ...

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Are Your Employees Making Maximum Use Of The Rewards And Perks You Offer Them?

{{ excerpt(`Your company relies on its employees. They handle all of the day to day operations that keep you in business. That gives you the opportunity to focus on the big picture items that will take your company to the next level. That's why you offer employee benefits- to help them know how much you appreciate them. However, many workers don't take advantage of the perks offered to them.<br><br>When employees know they are appreciated, they are going to be more satisfied in their position. They will work harder and have a better attitude throughout the work day. They will also be less likely to go to another employer. That's why you want to ensure that new comers know what discounts they can take advantage of and how to do so. Here are some tips to help your employees take advantage of everything offered to them.&nbsp;<h2>Have a Meeting</h2>Hold a mandatory meeting detailing all of the rewards available and how to take advantage of them. Some of the popular discounts offered to workers include discounts on a gym or cell services. You may want to schedule two meetings to keep some people on the floor working during each meeting. Be sure to go in detail and allow everyone to ask plenty of questions. Some of the perks may be somewhat complicated or have specific qualifications.&nbsp;<h2>Make HR Available</h2>Even after a thorough meeting, many team members may still have a lot of questions about how to utilize the perks available to them. Make it clear that the HR team is available to answer any questions and help them sign up for qualified benefits. This means that your Human Resources department needs to be well-versed in all areas of the benefits. They should go through intensive training to be prepared for any question. To help people come to HR with any questions, make it clear exactly who to go to and how to schedule an appointment.&nbsp;<h2>Be an Example</h2>If you qualify for the same rewards as the other workers, you need to use them. Why wouldn't you use these discounts? When you use them, you are able to explain how cool and helpful they are if anyone asks. You can even show off some of the things you've gotten yourself by putting them up at your desk. When someone asks about the item, you can explain that you got it through offers that they can take advantage of, too.&nbsp;<h2>Make Explaining Discounts a Part of Training</h2>You tell all new team members about daily processes and amenities in the break room, so you should tell them about any discounts available to them. As soon as someone comes on board, you should let them know the great things they can get for being an employee at your company. That's why a portion of the training should be focused on explaining everything. It's part of the things that new comers need to know about working for your company.<h2>Send Reminders</h2>If an employee hasn't taken advantage of a single discount available to them, it's a good idea to reach out via e-mail to remind them the offers available. These reminds will make them think about it. They may even start to look around for themselves and figure it out. Otherwise, they will remember to talk to someone to get help. Either way, these reminders will get them to focus on the amazing offers. Once they take advantage of them, they will be a happier employee and work even harder when at the office.&nbsp;<h2>Make Information Easy to Access</h2>Have you ever tried to find information, but it was just too complicated? Many team embers feel the same about the offers available to them. They may go to see what they can take advantage of only to. be directed in a number of different areas. In some cases, the websites with the offers are actually blocked by the security settings on the computers. Make sure that people can access the information easily and while they are at work. If it's overly complicated, make people will give up before they get started.&nbsp;<h2>Ask About Their Experience</h2>Your business should take time to listen to team members. Set up an e-mail survey after you realize that an employee has taken advantage of the services available to them. The survey should have questions about how easy the process was, how much the employee thought it saved them, and whether there's anything else they would prefer. When you listen to your team members, you can give them the services and offers they want.<br><br>You can survey the whole office, too. Give people a mandatory survey that asks what offers they use if any. Ask why they haven't used any if they haven't. These questions will help you make the system better for everyone.&nbsp;<h2>Get the Whole Office Involved</h2>Create enthusiasm by organizing work events that focus on offers available to the team members. If your company is giving away. tickets to an event, get people excited about it! It should be mentioned in team members, you should put up signs, and you should send out e-mails about people who won. When someone sees what someone else was able to achieve, it can encourage them to get more involved.&nbsp;<div data-empty="true"><br></div>Many companies with high turnover rates have team members who don't feel appreciated for the work they do every day. If your business has offers for its workers, it's important that they know about these offers so that they can take advantage of them and be happier members of the work force.<br>Happy workers are more likely to succeed the their jobs. When your team members succeed, your business succeeds. Get everybody up to date on all available offers and help them use them. You are paying for this opportunity to please your workers. When you help them receive unique offers, you will receive happier, more loyal team members.`) }} ...

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Latest Causes and Trends of Employee Turnover

{{ excerpt(`In an employees' market where jobs are plentiful and good talent is hard to find, high employee turnover rates can create serious problems for your company. Morale suffers when team members are forced to train new coworkers constantly or work long hours because the company is understaffed. Learning how to keep employees satisfied and on the job is key for meeting your corporate objectives.<div data-empty="true"><br></div>Successful companies share many of the same smart HR policies. You have to recognize the importance of keeping your employees satisfied and happy as an important member of the team. As the most valuable corporate asset that any company possesses, employee turnover is costly in terms of corporate image and replacement costs.<div data-empty="true"><br></div>Granted, some employee turnover is inevitable. Attrition can't be eliminated completely since team members retire, go back to school and relocate for family reasons. This type of turnover must be planned for and expected. Excessive turnover is the enemy and must be controlled if you expect your company to thrive.<div data-empty="true"><br></div>A first step that you must take as an HR professional is to ensure high employee turnover rates to do not sabotage corporate success. You have to find out why valued team players are leaving. Until there is an understanding of why staff members are dissatisfied, then it is impossible to address the root problems.<h2><strong>Why Employees Leave</strong></h2>There are many reasons valued staff members leave. The challenge is to get some straight answers about what is causing employee turnover. Below are a few of the major reasons people decide to make a career move and leave.<div data-empty="true"><br></div><h3>1. No potential for growth</h3>It's no surprise that your top talent will eventually leave a dead-end job. Ambitious and talented team members expect to get ahead in the workplace and to be rewarded for their hard work. Motivated by money and moving up the corporate ladder, your best staff members will not stay in a job that does not allow them to grow and prosper.&nbsp;<h3>2. Overworked</h3>No one appreciates being overworked and forced to take time away from their family to spend more time at the office. That's why it is so important for you to keep employee turnover low. Having enough staff on the job is key for maintaining high levels of morale.&nbsp;<h3>3. No feedback from managers or supervisors</h3>Feedback is important for many reasons. If you want key team players to remain motivated and excited about the company, you must have a system in place to provide regular feedback. It is human nature to want to feel like you're appreciated and that you're on the right path. Your staff needs to feel like they are doing a good job. When people feel insecure about how they are performing, then they are more likely to leave.<h3>4. Ineffective selection practices</h3>Hiring a candidate who is not qualified for the job does a disservice to them and to the company. Good hiring practices require you to select new team members based on technical and personality factors. Based on the frustration levels associated with new struggling team members who are not suited to their job, poor hiring practices are a definite cause blamed for high turnover.&nbsp;<h3>5. Poor relationship with supervisor or boss</h3>One of the main reasons people leave their job is because they have a poor relationship with their boss. Working under a weak leader is a very difficult proposition for most people. Many team members feel forced to leave a bad situation with a boss they don't respect or like.&nbsp;<h3>6. Staff members do not feel empowered to contribute</h3>If you don't establish a corporate environment where your staff members feel like valued contributors who can make a difference, your turnover rate will be high. Considering how many hours we all spend at work, it is no surprise that staff members need to feel like their time is meaningful.&nbsp;<div data-empty="true"><br></div>Team players like some autonomy. They need to make some decisions on their own. Micromanagers chase valuable staff members away.<h2><strong>HR strategies to lower employee turnover rates</strong>&nbsp;</h2>Based on the reasons cited above for why your team members leave, there are some obvious ways to lower turnover rates. Below are some ideas to consider using.&nbsp;<h3>1. Clearly identify and communicate a viable career growth path for all positions.</h3>While it takes proper planning, company representatives should have a career to sell to ambitious candidates seeking a bright future. If you want to recruit and keep the best talent, it is crucial that you can paint a rosy picture of what they can expect from your company if they do an excellent job. Smart corporate professionals realize that the competition for top talent is steep.&nbsp;<h3>2. Make work-life balance part of the corporate promise to team members.</h3>One of the fastest ways to drive away excellent staff members is to overwork them. No one wants to feel exploited and like the company does not care about them as a human being with a life outside of the office. It is noteworthy that productivity usually suffers the more hours a team member works.&nbsp;<h3>3. Show valued team members they are appreciated.</h3>Feedback should be an ongoing communication between supervisors and their staff members. Additionally, it is equally important to reward superior productivity in the workplace with perks and special recognition. Companies like <a href="https://www.nectarhr.com">Nectar HR</a> offer a platform that allows companies to benefit from Employee Engagement, Rewards, Perks, and built in Feedback Surveys. many special rewards to give out for high performers as a way to motivate and reward them for a job well done.<h3>4. Hiring practices must be efficient and capable of recruiting excellent candidates.</h3>There are proven recruiting, interviewing and evaluation techniques that should be used to ensure that the best candidates are hired. Poor hiring practices lead to high employee turnover numbers.&nbsp;<h3>5. Team members must be empowered to make important decisions on their own.</h3>Top talent expects to be treated as a valued contributor. If you want to keep the best and the brightest on the team, then you have to treat them with respect. That means you have to give them some autonomy. Trust is key for high achievers.<h3>6. Pay competitive compensation and benefits.</h3>It is important to know about competitors' compensation packages and benefits if your company wants to keep the best talent. While job satisfaction is not completely determined by pay rates, corporate leaders ignore this important factor at their own peril.&nbsp;<h2>Conclusion</h2>Any company who plans on keeping turnover low must follow some simple rules that have proven to work. Team members expect to be rewarded for work well done with promotions and perks. This common practice of giving away gift certificates and other rewards can make a lot of difference and help retain top contributors.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>Sources:</strong><div data-empty="true"><br></div><a href="https://www.forbes.com/sites/forbescoachescouncil/2019/04/04/have-a-turnover-problem-15-ways-to-find-out-why-employees-are-really-leaving/#778935515f48" rel="noopener noreferrer" target="_blank">https://www.forbes.com/sites/forbescoachescouncil/2019/04/04/have-a-turnover-problem-15-ways-to-find-out-why-employees-are-really-leaving/#778935515f48</a><div data-empty="true"><br></div><a href="https://www.thehrdigest.com/cost-of-employee-turnover-vs-retention-proposition/" rel="noopener noreferrer" target="_blank">https://www.thehrdigest.com/cost-of-employee-turnover-vs-retention-proposition/</a><div data-empty="true"><br></div><a href="https://workinstitute.com/about-us/news-events/articleid/2259/2018%20retention%20report" rel="noopener noreferrer" target="_blank">https://workinstitute.com/about-us/news-events/articleid/2259/2018%20retention%20report</a><div data-empty="true"><br></div><a href="https://www.inc.com/ryan-jenkins/how-this-company-has-achieved-lowest-employee-turnover-rate.html" rel="noopener noreferrer" target="_blank">https://www.inc.com/ryan-jenkins/how-this-company-has-achieved-lowest-employee-turnover-rate.html</a><div data-empty="true"><br></div><a href="https://www.recruiter.com/turnover.html" rel="noopener noreferrer" target="_blank">https://www.recruiter.com/turnover.html</a>`) }} ...

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Employee Experience Metrics: Key Indicators Your Employees Are Happy At Work

{{ excerpt(`Employee incentive programs are an important way to motivate your workforce and to enhance employee experience. When <a href="https://www.fastcompany.com/3057711/9-common-ways-companies-screw-up-employee-recognition">rewards are set up incorrectly</a>, however, they serve to decrease employee satisfaction and to undermine productivity.<br><br>The underlying assumption of some incentive programs is that organizational efficiency is the same as employee satisfaction. Key performance indicators (KPIs) and agency strategic goals become directly connected to employee satisfaction to produce disastrous (and expensive) consequences.<br><br><h2>Choosing the Right Indicators</h2>Agency leadership may institute a full-blown incentive program without having a more in-depth understanding of the processes that are driving events like absenteeism and lack of participation in team events.<br><br>For example, it is easy to assume that lack of participation indicates dissatisfaction without considering other possible explanations. Discomfort in group settings, lack of information and time constraints are just a few of the circumstances that may keep team members from actively participating in events and discussions.<br><br>Likewise, employees who are satisfied with their job may, nevertheless, sense a lack of opportunity for long-term professional growth. Such individuals may (happily) work in their role until a more challenging position appears and will then (unhappily, perhaps) leave your agency to pursue a better opportunity.<br><br>Metrics like absenteeism, tardiness and staff retention may be more closely connected to departmental processes and organizational efficiency than to employee satisfaction. The success of your incentive program may well hinge on your understanding that every metric often tells only part of the story.<br><br><h2>Agency Scorecard and Employee Experience</h2>The relationship between departmental processes and job satisfaction is not direct and is mediated by some significant intervening factors. Agency practices that are inefficient often lead to employee dissatisfaction and disenfranchisement. Stalemates and bottlenecks that are created by inefficient and unnecessary processes can increase frustration and contribute to a feeling of inertia.<br><br>The absence of timely communication about policies and updates often leads to a disconnect between an employee and his or her team, resulting in a lack of motivation to achieve company agendas. Lack of support for accomplishing professional goals can lead an employee to look elsewhere for an environment that can offer intellectual stimulation.<br><br>You can maximize the effectiveness of your incentive program by engaging your team in discussions about current policies and proposed changes. Asking your team to provide information about agency practices that seem to be inefficient can be an important first step in establishing an incentive structure that really works. Such discussions can be instrumental in removing obstacles that impede employee satisfaction.<br><br><h2>Connecting Incentives to Productivity</h2>While it is important to relate department outcomes to team efforts, performance should also be rewarded at the individual level. An effective way to do this is to embed individual incentives within team goals to provide rewards at both levels.<br><br>This example, which is based on a mythical car dealership, illustrates the process of connecting KPIs to productivity-based incentives.<br><br>KPI: Number of vehicles sold each year<br>Measurable objective: This location will sell 100 vehicles in the month of April.<br>Team goal: Each team will sell 50 vehicles in the month of April.<br>Performance metric: Number of vehicles sold by each team in the month of April<br><br>A dual-reward system ensures that there is continued progress towards company goals and also recognizes high achievers at the individual level. Connecting the agency mission to employee incentives motivates the workforce while also maximizing profits.<br><br><h2>Choosing the Right Incentives</h2>Managers often assume that time off, more money and company picnics are good incentives. They are. The problem is that not everyone experiences reward in the same manner.<br><br>Time off may be a great idea for an employee who can afford to spend the extra week on the beach in the Bahamas. An employee who is financially strapped, however, may begrudge the idea of having an extra week to sit in front of the television or to do work around the house.<br><br><h3>A word about individual differences</h3>The most difficult part of setting up an effective employee incentive program is parting with the assumption that one size fits all. Choosing effective incentives often involves talking with your team about their activities, wishes and dislikes. A potential dialogue might include the following questions.<br><br>1. What do you like to do in your spare time?<br>2. Thinking back as far as you choose to, what is it that you have always wanted to do for a living?<br>3. If money and time were not an issue, what would be your ideal vacation?<br>4. If you did not have to worry about money, what would be your ideal job?<br>5. What activities really relax you? What makes you feel really healthy and on top of things?<br>6. Do you feel you are using your skills in your current job role?<br>7. What other skills would you like to be using more frequently?<br>8. If you could make one change in this company, what would it be? Why? How would you go about it?<br><br>Regular discussions may be incorporated into team meetings, company retreats or employee performance evaluations. In this manner, rewards can be skillfully integrated with each worker's professional development plan and merged with departmental processes.<br><br><h3>Incentives that really motivate</h3>Incentives tend to be most powerful when an employee chooses them. You can use information culled from discussions to develop a menu of incentives from which your team can choose.<br><br>Rewards may be tangible, non-tangible or a mix of both. The best <a href="https://fitsmallbusiness.com/employee-incentive-programs/">selection of rewards</a> might include a menu of different types of items. When an employee earns an incentive, he or she may select their reward from a choice of three or four options that fall within several categories.<br><br><h4>Something to take home</h4>The first category of incentives includes products and items that are mainly for the employee's offsite and personal use. Rewards include event tickets, gift certificates, gift boxes and electronic equipment. Services like club memberships and book subscriptions would also belong in this category if they are for individual use.<br><br>Group incentives in this reward class might include company merchandise like a branded sweatshirt and team events like pizza or ice cream parties. The team manager might be given temporary access to the company credit card, a budget set in stone, and an order to take his or her team to lunch at a restaurant of their choosing.<br><br>Incentives are nearly boundless and limited only by the reach of one's imagination.<br><br><h4>Things that make work easier</h4>Employees may experience frustration due to organizational inefficiency or to the lack of resources that are necessary for them to do their job. Still others have long distances to cover just to get to the office and may have to travel even more while at work if their position calls for it.<br><br>Incentives that make work easier include a computer or smart phone that is assigned to a specific employee for his or her exclusive use during work hours. It may sometimes be possible to let team members choose their work location to achieve a shorter commute. Team members might even choose to telecommute part-time to ease the load of work-related travel.<br><br>The thirty-minute nap can be a great incentive for employees who tend to feel burnt out during the day. Providing access to a special area for napping may be a very effective incentive for some of the workforce and will increase overall satisfaction and alertness to task.<br><br>Incentives can be implemented at the team level and are nearly limitless in scope. For example, a winning team might be given access to a more private meal break area for a week following their successful campaign. In some cases, team members might feel appreciated when given access to showers while at work, especially if their jobs involve contact with dirt or chemicals.<br><br><h4>Rewards that improve work-life balance</h4>Flexible work hours, choice of work schedule, extra time off and improved family leave programs can serve as powerful incentives for some individuals. However, it is important to note that not all lives are created equal.<br><br>Some employees may want more time to spend with family but others might feel intensely rewarded when given opportunities to ride a bicycle or to play video games during work hours. Still others would welcome the chance to leave work to catch a good sale at their local music store, only to return more satisfied after a couple of hours of shopping.<br><br><h4>Financial incentives</h4>Financial rewards are motivating for most people, possibly because they are tangible and immediate. Some of the incentives in this category include merit-based raises, performance-based bonuses, additional matching contributions to retirement funds and savings certificates.<br><br><h2>Conclusion</h2>Offering an array of <a href="http://perknow.com/rewards" rel="noopener noreferrer" target="_blank">incentives</a> frees your work teams from being locked in and lets them choose different rewards at different times. Managers should routinely evaluate the effectiveness of their incentive program and be prepared to change its structure and incentives if the evaluation results indicate it.`) }} ...

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Latest Trends in Employee Experience Management - 2019 Trends

{{ excerpt(`As unfortunate as it is to say, many organizations are still painfully unaware of the necessity of fostering a good employee experience. For many of the ones that are, the way to achieve this remains a mystery. While the profit driven approach of most businesses doesn’t necessarily disregard employees completely, we believe that the internal focus is not where it ought to be as it usually surrounds only the customers.<div data-empty="true"><br></div>To properly align your focus on the employee experience, you must ask yourself what it is that really matters to an employee. You may affectionately refer to this as an employee’s “why.” Why is it that they get up in the morning to prepare for another day at work? What compels them to complete the tasks that are required of them? Is it a sense of self preservation that deems the occupation as a necessity for survival? We’re sure that’s a part of it, however, does it account for the entirety of the reason?<div data-empty="true"><br></div>These are the kind of considerations you must make as your staff complement is your most valuable resource. Financial compensation is a form of motivation to employees, but what if there were a way to ensure that it is not the only one?<div data-empty="true"><br></div>Imagine your staff being excited to work simply because of a level of pride and fulfillment that comes with doing so. That’s the result of creating a good experience for employees, and you need to know where to direct your efforts in order to do so.<h2><span style="font-size: 18px;">The Area of Focus</span></h2>Trust us, the focus needs to be squarely on the employees for this entire process to work. Customers and employees are two different groups of individuals with different interests. Furthermore, the business means two different things to both groups. Customers are simply doing one or more transactions with you, while employees have a more long-term stake in the business and a closer relationship with employers. Furthermore, considering employees provide your business offerings, we are quite certain it is a good idea for you to focus on them. Why? Here’s why.<div data-empty="true"><br></div>According to a 2019 study that incorporated employees from various organizations, over 80 percent of employees view the concept of the experience of being an employee as one of the most important concepts for development in the world of work. In fact, businesses who managed to get it right displayed twice the level of customer satisfaction and twice the level of innovation of those who didn’t. Engaged employees are self-motivated to perform well as they are personally invested in task at hand. Work needs mean something to your employees and be more than a set of assigned tasks. It needs to be a platform for growth, development, and autonomy. While the staff contributes to the business, it also needs to feel as if the business is contributing to the workforce as individuals.<div data-empty="true"><br></div>There must be an organization wide shift in focus to one where the employee is at the center to get this right. The usual HR responsibilities of helping to foster a work/life balance and providing perks or rewards at employees are good initiatives, however, those incentives address the work aspect of a job. Are you aware of the fact that there is also a human aspect?<div data-empty="true"><br></div>There needs to be a holistic approach in which human elements get increased focus in order to create a sense of purpose and meaning in work. This means paying increased attention to the staff as people as opposed to simply employees. What tendencies do they have? What are their strengths? What are their psychological needs? How can these be brought together in order to ensure that the work environment and the way the individual works have compatibility? When these questions are answered correctly it molds the job around the person doing it as their emotional needs, their social needs, their physiological needs, and physical needs are being met, which allows the job to fit like a glove. This results in a conscious decision by employees to become invested in their jobs and the company’s culture and needs, which leads to better output. This is known as a bottom-up approach and it tends to work well as it focuses on the employees as opposed to a top-down approach that uses techniques that management thinks are good for the employees.<h2><span style="font-size: 18px;">How Nectar HR Can Help</span></h2>As stated before, there are a few elements that come together in order to create satisfactory job satisfaction. These are the work-oriented ones such as perks and rewards, in addition to the human needs of the employees. You must understand that the only way to gain insight into said human needs is to get it from the people who have these needs. Nectar is an employee experience platform that aims to combine these factors into a single solution.&nbsp;<div data-empty="true"><br></div>As far as the work-oriented side is concerned, the system allows you to set up perks for your employees such as gym membership discounts, travel discounts, wellness products, and more. Furthermore, there is a built-in recognition system that allows for instantaneous rewarding using a digital platform.<div data-empty="true"><br></div>There is also the individual side of the equation, which Nectar also has covered. The platform empowers you to allow employees to have a guiding hand in business developments and in the way that they work. This all begins with the ability to capture insights from your staff. These allow you to better understand your employees, establish cultural objectives, and use the gathered information to adjust in order to increase employee engagement.<div data-empty="true"><br></div><div data-empty="true">Nectar allows you to improve job satisfaction by creating a culture in which the workforce is the center of focus. They can be heard, feel appreciated, and feel as if they have a hand in organizational development. This creates a true sense of happiness and motivation unrelated to salary compensation and drives employees to be more productive as a result of engagement.<div data-empty="true"><br></div>The platform is scalable and so once you continue to be invested in your employees, the experience remains consistent regardless of changes in workforce size.</div>`) }} ...

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