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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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45 Fun and Exciting Employee Engagement Activities Dished Up Courtesy of SnackNation

{{ excerpt(`With more than 70 percent of employees reporting that they feel disengaged at work, it's the job of managers, directors and HR staff to figure out how to relight their fire.<div data-empty="true"><br></div>What rewards could incentivize them? What activities could bring them closer to their co-workers and make them part of a dynamic, enthusiastic team?<div data-empty="true"><br></div><a href="http://snacknation.com" rel="noopener noreferrer" target="_blank">SnackNation</a> has put together a list of teambuilding exercises that might just do the trick. They're all fun, creative pursuits that encourage collaboration and communication, so they're ideal for shaking the cobwebs off your staff. Let's dish them up and examine some of the ways that you can improve workplace engagement!<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>1. Board Games</strong><div data-empty="true"><br></div>Everyone loves to crush souls at Monopoly, so break out the board games for an energetic team gathering. There might be a bit of bloodshed, but it'll be worth it for landing Park Place.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>2. Ice Cream Breaks</strong><div data-empty="true"><br></div>Studies have shown that you can increase productivity at the office by giving people more breaks instead of less. What better way to take a breather than with an ice cream truck?<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>3. Scavenger Hunt</strong><div data-empty="true"><br></div>Putting your team in an unfamiliar environment is one of the secrets to a good bonding experience. When no one knows what's going on, everyone has to work together to accomplish a common goal. Scavenger hunts are great for this!<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>4. Karaoke</strong><div data-empty="true"><br></div>There's a reason why karaoke is a classic team-building activity. It's hard <em>not</em> to feel closer to someone after you've heard them butchering "We Will Rock You," especially if you provided the pounding feet to go along with it.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>5. Sports Events</strong><div data-empty="true"><br></div>Some people can't tell a football from a foosball, but they probably won't mind attending a game on the company's dime. Even if they have no interest in sports, they'll enjoy the stadium food and the chance to kick back with their co-workers.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>6. Beach Bonanza</strong><div data-empty="true"><br></div>Hit the beach for your next team activity. One of the benefits of getting out of the office is being able to see people as fun individuals rather than stuffy, rule-following suits, so go ahead and cheat at that sandcastle competition. It's for a good cause.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>7. Dodgeball</strong><div data-empty="true"><br></div>There's a reason why dodgeball is such a popular game. Everyone can play it, so it's very inclusive, and you can swap out hard helium balls for foam balls or beanbags if you're worried about injuries. Everybody wins!<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>8. Diversity Day</strong><div data-empty="true"><br></div>Diversity days have gotten a bad reputation because of shows like <em>The Office</em>, but as long as you're not Michael Scott, you should be able to organize a rich and rewarding cultural exchange for your department.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>9. Question Friday</strong><div data-empty="true"><br></div>"Question Friday" is exactly what it sounds like. Every Friday, you pose a question to your team and let them run with it. You might be surprised at the kinds of debates that you inspire with a simple query.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>10. Rooftop Retreat</strong><div data-empty="true"><br></div>Don't hold a party in a drab little conference room. Usher everyone onto the roof so that you can share food, drink, music and games under a gloriously open sky.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>11. Go-Karting</strong><div data-empty="true"><br></div>Unleash your inner child with a race around the go-kart track. You might even allow your staff to bring their children and turn the whole thing into a fun, family-friendly event.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>12. Recreation Room</strong><div data-empty="true"><br></div>Do you have a place where your workers can decompress? The break room might be too crowded or too full of weird microwave smells. You can create a much better environment by setting aside a recreation room filled with books, games, darts and ping pong tables.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>13. All-Hands Meetings</strong><div data-empty="true"><br></div>All-hands meetings will keep people in the loop about the company while also supporting and encouraging a constant flow of communication. Don't put them off until the end of the year. Make them a regular occurrence.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>14. Escape Rooms</strong><div data-empty="true"><br></div>Escape rooms are so much fun that they don't even feel like the complex, critical-thinking and problem-solving activities that they are. Your team will build new skills together and thank you for the challenge!<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>15. Own It Day</strong><div data-empty="true"><br></div>Own It Day is when everyone is allowed to pitch an idea to the boss regardless of their position in the company. It's a great way to remind your team that every voice matters.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>16. Virtual Reality</strong><div data-empty="true"><br></div>You don't need to buy fancy equipment to hold a virtual reality exercise. Companies like Team Building VR will provide everything that you need, and the end result will be eye-bogglingly awesome.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>17. Printmaking Class</strong><div data-empty="true"><br></div>Informative and entertaining, a printmaking class will encourage your staff to exercise their creative muscles while also giving you the chance to do something together as a group.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>18. Dance or Martial Arts Lessons</strong><div data-empty="true"><br></div>You might need to run this one through the HR handbook since it's so physical, but if your staff is game, a salsa lesson or karate demonstration will be a fun way to kick-start a new quarter at the company.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>19. Movie Night</strong><div data-empty="true"><br></div>Despite the name, you can have movie night at any time of day. Just lower the blinds, kick up your feet and pass around the popcorn. <em>Legally Blonde</em> is waiting for you.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>20. Epic Introductions</strong><div data-empty="true"><br></div>Bring out the fog machine. Blast some of the greatest hits from metal bands. It's time to welcome your new hire, and the more extravagant that you get, the more that your team will bond together over your goofiness.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>21. Education Day</strong><div data-empty="true"><br></div>"Education Day" is when everyone spends the day learning something new. Not only will it stimulate the mind, but it will also generate debate and discussion when people share their new knowledge with others.<div data-empty="true"><br></div><strong><br>22. Group Exercise</strong><div data-empty="true"><br></div>You don't have to wear tights and workout bandanas. Just get everyone together for a quick set of jumping jacks while playing something cheesy like "Eye of the Tiger." It'll get the blood pumping before everyone hits their computers again.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>23. Viral Videos</strong><div data-empty="true"><br></div>What's the latest meme going around? Instead of trying to squash it in company memos, get everyone together to re-create it. People will bond very quickly over Gangnam Style or the Harlem Shake.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>24. Type Fight</strong><div data-empty="true"><br></div>A "type fight" is a head-to-head battle where two opposing artists create their own versions of the same typefaces. It makes a great team activity since it's quick, easy, fun and free. You might even get a new corporate font out of it!<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>25. Group Hike</strong><div data-empty="true"><br></div>You don't have to be physically present in the office to engage in teambuilding exercises. Take a stroll through the park and let everyone soak up some sun as you discuss what's going on with your latest project.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>26. Nerf Turf</strong><div data-empty="true"><br></div>Nerf battles are a staple of trendy start-ups, but they can be hosted by businesses of all types. What kind of monster doesn't love getting hit in the face with a neon-colored projectile?<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>27. A Vow of Silence</strong><div data-empty="true"><br></div>Conduct a project in complete silence. Have your team communicate with cues, gestures, eye contact and general body language. They'll learn a lot about each other that way.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>38. Peer Recognition Program</strong><div data-empty="true"><br></div>Everyone likes to feel appreciated, and a peer recognition program can really improve morale around the office. As a bonus, better morale means better productivity.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>29. Adventure Club</strong><div data-empty="true"><br></div>Nothing will bring a group together like a hair-raising, heart-stopping adventure, so if you have physically active staffers, look into fun outdoor activities that you can enjoy together. Their benefits can be both physical <em>and</em>psychological.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>30. Variety Show</strong><div data-empty="true"><br></div>Do you have any film buffs on your team? Is anyone taking an improv class? Let them host their own variety show for the amusement of their co-workers. If nothing else, you might get the chance to use those old tomatoes in the break room fridge.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>31. Sprint Week</strong><div data-empty="true"><br></div>A sprint week involves everyone dropping all of their projects to focus on a single, solvable problem as a group. It's a chance to clear away some of your bureaucratic backlog, and it'll promote team unity and job satisfaction as well.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>32. Suggestion Box</strong><div data-empty="true"><br></div>If you're running out of ideas for employee activities, let your employees make their own itinerary. You can even turn it into an office party where everyone gets together to eat snacks, read suggestions and decide on their next shared experience.<div data-empty="true"><br></div><strong><br>33. Culture Jams</strong><div data-empty="true"><br></div>Culture jams are basically open forums where workers can express themselves about non-work topics. They're a chance for people to really get to know one another on a deeper, more meaningful level.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>34. Lunchtime Fun</strong><div data-empty="true"><br></div>Do you still have that Monopoly board? Break it out over a large communal lunch. As long as you don't mind queso on the cards, it should be a nice, lively time.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>35. Mountain Climbing</strong><div data-empty="true"><br></div>Everest might be a little outside of your comfort zone, but climbing a local cliff will give your team the same kind of rush. When you're all looking down at the same sunset, you'll realize that it was a great idea.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>36. Shared Lunches</strong><div data-empty="true"><br></div>No one will turn down a free lunch, but instead of just handing someone a gift card and calling it a day, send out two people from different departments for a shared lunch. Let them form an unexpected friendship.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>37. Business Simulation</strong><div data-empty="true"><br></div>Put your team to the test with a business simulation. They'll be free to make mistakes, try new things and figure out how to work together without any of the pressure of a real-world project.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>38. Team Building Kits</strong><div data-empty="true"><br></div>If you're pressed for time when it comes to organizing group activities, consider buying an official Team Building Kit. They're centered around fun activities like "solve a murder" and "escape from an alien planet," and everything that you need is right in the box!<div data-empty="true"><br></div><strong><br>39. Criss-Cross Brainstorming</strong><div data-empty="true"><br></div>The next time that you're having a problem, bring together an eclectic group of people to solve it. Pull them from different floors; make sure that they have different specialties. See if their unique perspectives can combine into a single solution.<div data-empty="true"><br></div><strong><br>40. Sensei Session</strong><div data-empty="true"><br></div>Sensei sessions are demonstrations or presentations by some kind of expert. You don't have to hire boring, business-related lecturers. You can bring in any cook, clown, magician or juggler who knows what they're doing and is willing to share their secrets.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>41. Team Notes</strong><div data-empty="true"><br></div>Team notes are observations on your staff that you jot down during meetings and conferences. They can help you determine which of your workers need a little boost to reach their full potential.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>42. The Buddy System</strong><div data-empty="true"><br></div>This is more of a systematic change than a one-time event, but if you're looking for new things to try with your team, consider starting a buddy system. It can really improve communication around the office.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>43. Indoor Sky Diving</strong><div data-empty="true"><br></div>You might not be able to convince your workers to jump out of a real plane, but indoor sky diving can be just as exciting. It's risk-free as well, so you won't have to worry about liability.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>44. Circle of Appreciation</strong><div data-empty="true"><br></div>If you aren't quite ready to launch a full-scale peer recognition program, consider a simple "circle of appreciation." Gather your team and have everyone say something nice about the person on their left. It's a quick and easy feel-good exercise for any type of team.<div data-empty="true"><br></div><div data-empty="true"><br></div><strong>45. Cocktails</strong><div data-empty="true"><br></div>Never underestimate the power of a mojito. Happy hour is one of the oldest employee activities in the book, but there's a reason why it's such an enduring one. People always have a blast when they can cut loose!<div data-empty="true"><br></div><div data-empty="true"><br></div>These are just a few team-building exercises that can foster more harmony and synergy in your workplace. Disengaged employees don't have to stay that way, so don't write them off. Bring them back into the fold with fun group activities.`) }} ...

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Glassdoor Rankings Got you Down? Your Absolute Next Steps to Better Rankings

{{ excerpt(`Negative rankings on Glassdoor have a host of potential consequences for your business. With the ease of accessing information on this platform and the on the internet in general, a few bad reviews could steer the strongest candidates away from your company. Such reviews might even make current employees question they want to stay with the business in the long term. Instead of allowing these negative ratings to sour your company's reputation, implement some techniques to bolster your company's rating and how it is viewed on the internet.<h2><span style="font-size: 18px;">Identify the Issues</span></h2>Ultimately, you want to craft a plan that targets the specific issues cited against your company. In order to identify those issues, you'll need to conduct some research. On Glassdoor, investigate to see what the most commonly cited complaints are. If past employees note a number of issues with pay, you may need to reevaluate this element. On the other hand, if numerous employees are writing about problems with the human resources department, workshops to help enhance skills here can assist. <a href="http://perknow.com/insights" rel="noopener noreferrer" target="_blank">Distributing anonymous surveys</a> to current workers can also lead your help to discover what the most pressing problems are. Some of the most popular tools for this are TINYpulse, Officevibe and CultureAmp.&nbsp;<h2><span style="font-size: 18px;">Address the Problems</span></h2>Figuring out why people are complaining about your business is important, but you also must work on resolving these issues to make any sort of major change in the company. Once you have identified why people are complaining about your business, you and your team members can evaluate whether you can reasonably resolve this issue and to what extent. Keep in mind that you may discover more than one pressing problems. One approach for tackling this issue is to assign different teams to each problem and have regularly meetings to assess the progress of each unit.<h2><span style="font-size: 18px;">Evaluate the Competition</span></h2>One main reason why you want to have a high review on Glassdoor is to attract the best workers to come to your company with their skills. If these individuals are looking at your company's Glassdoor rankings, they are also likely to review the rankings of your competitors to see which business is the right fit for them. Therefore, you must know what your competitors' rankings are. Take a look at their Glassdoor listings to see if they have more positive or negative reviews than you. While you do still want to resolve your company's own negative issues, you also want to place emphasis on staying ahead of the competitors. If your business is already the highest ranked one in the field, you can at least relax a little.<h2><span style="font-size: 18px;">Resolve Employee Turnover</span></h2>A high employee turnover rate is a major problem because it signifies multiple issues with your business. People on the job hunt, when seeing the turnover rate at your business, may assume that workers tend to use your job as a starter job. Once they have gained experience in the field, they move on to a position that they view as better. This cycle can keep continuing. A high turnover rate can also indicate that the job conditions are poor and that the owners and managers aren't making the environment an attractive one to stay in for the long term. During the analysis phase, focus attention on this element to determine how high the turnover rate is and why people are leaving at that rate.<strong><div data-empty="true"><br></div><h2><span style="font-size: 18px;">Examine Pay Rates, Benefits and Vacations</span></h2></strong>If you're getting negative reviews on Glassdoor, chances are that some of the problems may pertain to pay rates, benefits and vacations. While many individuals do pursue careers that they love, they also need to take into account the fact that they must provide necessities for themselves and their family members. Staying at a job that doesn't allow for the purchasing of these provisions is simply impossible. When instantly bolstering all of these elements at once isn't possible, make a plan to do so over the course of the next several years. Once you have the specifics worked out, you can let workers know what to expect. When they are aware that they will earn raises, more vacation days or better benefits in the future, they may very well feel more positive attitudes toward your company.<strong><div data-empty="true"><br></div></strong><strong><span style="font-size: 18px;">Incentivize Work</span></strong><br><br>Again, your workers need to know that their basic needs are covered and that they have enough money to enjoy life. They also want to feel appreciated for their work, and they want to know that their managers see the effort that they put in. One way to let your team members know how much you appreciate their efforts is to create an incentive program. How exactly you approach this program depends upon the model of your business. For example, if your team members set monthly sales goals for themselves, you can offer incentives when they reach a certain number of sales.<h2><span style="font-size: 18px;">Increase Social Opportunities and Experiences</span></h2>In addition to ensuring that your workers are properly compensated, you also want them to feel comfortable at work. Promoting opportunities for social engagement can establish this vibe. You might want to start hosting corporate happy hours, or you could offer an extended lunch break one day per week. These types of experiences allow your workers to bond with one another, which can lead to increased positive vibes about the workplace and increased positive reviews.<h2><span style="font-size: 18px;">Ask for Reviews</span></h2>When your internet reputation is soured by reviews from individuals who haven't work at the company in years or even decades, your business isn't necessarily getting a fair chance. Reviving the page with fresh content from current team members adds an attractive appeal. This information updates your Glassdoor page so that the content isn't stagnant, and it also gives interested parties a look at what's going on at your business in the here and now. Instead of mulling over material from years ago and wondering if it's still relevant, prospective team members can gain a strong sense of what it's like to work for your company today.<h2><span style="font-size: 18px;">Have a Presence</span></h2>Entirely resolving negative issues when it comes to your Glassdoor rankings might seem impossible, but you can actually take important steps to do so. One strategy to use involves actually responding to negative reviews. Responding to negative reviews has a few benefits. This process allows both current and potential workers to see that you scan the page, which can help them to better understand that you do care about resolving issues. Also, this approach lets visitors to the site know that you have the tools and methods available at your job to address problems. For example, if an employee has a specific complaint about job satisfaction, you can then write in your response what this individual can do to resolve the problem. Responding to negative reviews allows you to tell your side of the story. While you don't want to ramble endlessly, whine or attack the writer, you can infuse your perspective of the situation into your response. You can also let writers know if the company is currently working on making any of the changes that they suggest in their reviews.<div data-empty="true"><br></div>Seeing low ratings on Glassdoor is startling to any business owner. Even when your ratings aren't terribly low, you might still not have scores as high as your competitors. Ultimately, assessing where you stand on Glassdoor and how workers perceive your business is important regardless of the situation. Only through this type of assessment can you learn how to improve your company and to attract brilliant minds to come work for you in the future. Harnessing clever and creative tools can help you in achieving these important goals.<div data-empty="true"><br></div><strong>Sources:</strong><br>https://smallbusiness.chron.com/rewards-incentives-workplace-11236.html<br>https://www.forbes.com/sites/ryanerskine/2017/08/28/a-6-step-blueprint-to-improve-your-glassdoor-rating/#17e3e760126c`) }} ...

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Employee Engagement: It's More Than a Ping Pong Table or Free Soda

{{ excerpt(`Once upon a time, workers came for a job and stayed for a career, which made retention rather easy for employers. It wasn’t uncommon for baby boomer and gen-x workers to spend their entire work life with just a couple of employers. Today, millennials are the most populous generation in the workforce, outnumbering baby boomers by over three million, and they operate quite differently than their predecessors.<div data-empty="true"><br></div>Whereas previous generations found the task of searching and applying for a new job, learning a new manager and tasks, and fitting in with new coworkers a daunting task, millennials aren’t afraid of such changes and efforts to professionally advance themselves. They demand employee engagement and employee recognition, and they aren’t afraid to job hop until they find that perfect fit. If your company isn’t offering that path, then you’re likely losing a significant amount of invaluable workers to more astute competitors.<div data-empty="true"><br></div>My college roommate is a perfect example of the millennial worker’s mindset. She found her “dream job” immediately after graduation. Despite college debt, purchasing her first home, and other debts, she informed her boss she was quitting her job because she felt unengaged in almost every aspect of it. She’s only been there two years, and it’s a position that the company will dedicate thousands of dollars and hundreds of hours to refill.<div data-empty="true"><br></div>The Education Advisory board recently found that millennials change jobs up to 20 times in their professional careers, which is twice as much as the average baby boomer employee. A Forbes article highlighted how less than 30 percent of millennial workers plan to stay with their job for at least five years, and 74 percent plan to quit their jobs within the next three years. So, what has today’s workforce so fickle, and what can employers do to solve the retention problem? Let’s explore.<h2><span style="font-size: 18px;">Show Me The Value, Not The Ping-Pong Table&nbsp;</span></h2>Cofounder and CEO of Podium Eric Rea thinks the problem centers on employee engagement factors, which is a thought that echoed exactly what the roommate reasoned as she decided to quit her job. Studies show that millennials don’t just want a paycheck. Instead, they feel the need to be connected to their professional role and its worldly impact. Today’s workers want to be challenged, fulfilled, engaged, and be free to explore innovative ideas and concepts that make a difference.<div data-empty="true"><br></div>The disconnect between what millennial workers want and are getting professionally is demonstrated by a Clutch study that found up to 40 percent of millennials were seeking alternative job opportunities because they felt disengaged and unfulfilled in their current work situation. BambooHR Director Cassie Whitlock says that employers must create compelling opportunities and experiences to retain millennial workers in today’s job marketplace.<div data-empty="true"><br></div>Those retention efforts don’t equate to a smorgasbord of free snacks, gaming tables, PTO extravaganzas, and other ‘fun’ company culture tactics. Such might’ve been the way to the hearts of the tech boom employees working at Facebook and such, but it simply doesn’t translate to the bulk of the millennial workforce seeking a more meaningful company culture in the job marketplace as a whole.<h2><span style="font-size: 18px;">Employers Must Earn, Not Bribe, Workforce Retention&nbsp;</span></h2>Kodiak Cakes senior communications manager Allison Brown, a millennial herself, explains how long-term loyalty from millennial workers must be earned, not bought and bribed. Her ideal company sets a clear growth path and empowers workers to follow it. This, she explains, is how she can know where she’s working is helping her achieve her professional goals.<div data-empty="true"><br></div>An Instructure survey finding that up to 90 percent of millennials are looking to grow their careers within their current employment and that training and development opportunities would deter them from seeking alternative employment opportunities backs up Brown’s take on why candy-coated benefits just don’t cut it with the bulk of today’s workforce. Workers are no longer content with being stagnant in the same position. They want to learn advanced skill sets and to clearly see opportunities for growth and advancement upon their horizons.<div data-empty="true"><br></div>The days of distracting workers from career goals with sideline fun and games are done. This is a workforce laser focused on results. Rea is ensuring the growth demand of <a href="http://podium.com" rel="noopener noreferrer" target="_blank">Podium’s</a> workforce, which happens to be 80 percent millennials, is met via educational and advancement opportunities structured around public speaking, mentorship, building personal brand, career advancement, innovative thinking, and so forth.<div data-empty="true"><br></div>Other companies are following a similar path to attract and retain a professionally hungry, eager, and agile millennial workforce. From educational reimbursement to promoting internal hires first, managers are starting to aim at the right employee recognition and employment engagement efforts to more successfully align employee goals with employer benefits so that millennials can stay, develop, and succeed within their company.<h2><span style="font-size: 18px;">Forget The Free Diet Vanilla Coke And Give Your Workforce Growth Opportunities</span><strong>&nbsp;</strong></h2>As mentioned above, millennials value knowing they’re being productive both in their own careers and from a worldly perspective. This is growth, and a huge part of the equation is receiving quality feedback from management. One study found that 72 percent of millennial workers who received regular managerial feedback were more satisfied and fulfilled by their job. That’s a huge HR productivity point.<div data-empty="true"><br></div>Note that the keyword above is regular. Many companies start new hires off with routine assessments and feedback sessions, but, as the worker shows proficiency, the feedback dwindles to become less frequent to nonexistent. This recipe leaves all workers free to ponder if their work is valuable, good, or even matters. Now, this doesn’t mean that managers should be micromanaging or overly involved in day-to-day tasks, but frequent guidance and constructive feedback are critical points in keeping workers from feeling devalued, mediocre, and unimportant and thus seeking employment in a more positive environment.<div data-empty="true"><br></div>In fact, many millennial workers say that they actually crave constructive criticism from direct supervisors and managers to feel empowered to continually improve in their own roles and avoid employment-stifling stagnation. So what’s the perfect balance between micromanaging and quality feedback?<div data-empty="true"><br></div>According to Qualtrics, workers should generally have weekly feedback opportunities from management. Do keep in mind this should be adjusted based on management style, the pace and significance of the company’s industry, and the comfort expressed by various team members.<div data-empty="true"><br></div>The main takeaway here is for companies to develop their own hybrid feedback model that supplements traditional formal annual reviews. More in-depth discussions about long-term goals and overall performance can be reserved for the semi-annual/ annual reviews. Meanwhile, HR professionals and managers can initiate an ‘in the moment’ feedback system to address daily, weekly, and monthly productivity so that workers aren’t left to wonder about performance and value.<h2><span style="font-size: 18px;">Change Your Company Culture To Attract And Retain Today’s Workforce&nbsp;</span></h2>Seeing how millennials have changed the dynamics of employment behaviors, gen-x workers aren’t exactly following the long-term employment footsteps of the baby boomer generation. Today’s workforce is unapologetic and fearless about seeking the best employment that offers them meaningful advancement within the big picture of life, not trivial perks like ping pong and free sodas. They’re fickle, and that leaves a huge workforce sustainability problem for managers.<div data-empty="true"><br></div>The bottom line is that to attract and retain today’s workforce HR managers and directors must be focused on adding real value to the work environment by ensuring their workforce stays engaged, finds fulfillment, has advancement and growth opportunities, and receives the feedback and measures to know it all matters. Otherwise, these high-value employees will seek those big picture benefits elsewhere, and you’ll be left wasting countless resources and losing precious productivity as you continually refill positions left vacant by workers who’ve moved on to help advance your competitor’s business.<div data-empty="true"><br></div>Do you want to know more about how to initiate a positive company culture to attract and retain valuable employees? <a href="https://www.nectarhr.com">Nectar </a>offers a suite of products to implement employee recognition, perks, and purse surveys to bring meaningful changes to both your company and its workforce.`) }} ...

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