How important is employee recognition in your company? How do you motivate your team to focus on the big picture? These are important questions to ask when running a business or being in charge of a small team.
Employee recognition makes a huge difference when it comes to having workers that just get by in their daily tasks or having ones that go above and beyond. When it comes to performance, awards are an opportunity for leaders to reinforce the purpose of the company, which makes employees want to work harder.
Here are four reasons to recognize high-performers at your company with awards:
These days, it is hard to find people who have a commitment to solving big problems. When facing challenges, some workers may feel confused by problems, overwhelmed, and stressed.
Rewards can give your workers the confidence required to look for solutions, controlling the situation.
As an exercise, challenge your team members with high-performer objectives. They are opportunities to work for results and add value to the company, which can turn into future compensation in the form of a salary raise or another reward.
You can motivate your workers if you show them that they can achieve anything with their dedication, which allows them to think proactively to solve problems.
Social value is one of the most critical factors when motivating people to do anything. How well optimized is the working environment?
When everybody in your team is working, it is much harder for an employee to lack the motivation to perform at the same level. Naturally, the worker will want to outwork other people in his space to get that social recognition.
Of course, competitiveness depends on company culture and values. If your rewards program encourages people to solve problems and work for results, people will focus on those factors.
Whenever you give a reward an employee in public, you will increase that sense of competition that every employee has inside. If you want to get the most out of recognition events, consider setting attainable but challenging goals to keep people engaged.
When an employee receives a reward, especially if it is an award, they will want to work harder for the company because they are looking to the big picture.
Whenever your company is going through hard times, awards remind employees that they can get over any obstacles. The bigger the reward is, the stronger the motivation will be to repeat that in the future, which leads employees to be more committed to their future projects.
Because of recognition, people feel more inspired to over-deliver at work in both the short and long term.
The second best way to motivate anybody is to use daily goals where you can constantly measure your progress.
Daily goals and achievements are a reduced version of the employee awards. Luckily, these micro objectives generate enough motivation to make workers accomplish the next day goals. Successful leaders know how to create paths with small goals to lead employees to get a big win in business.
If you are like many business professionals, you are interested in hearing honest feedback from your employees. You know that their true thoughts and feelings about their work, fellow workers, and the company as a whole can have a big impact on productivity.
No doubt you would like to improve the type of feedback you receive from your employees. With everything else on your plate, though, you may wonder where to start.
Not to worry—here are 4 easy things you can do to get the ball rolling today.
4 Ways to Improve Employee Feedback
Final Thoughts
These are just a few of the many things you can do to improve employee feedback. There are many other steps you can take, as well. The important thing is to start right away and adapt as you go along. Rest assured that if you do, your employees will thank you—often times, quite literally.
A timeline of some of the most famous awards created throughout history. Including the NFL's Lombardi Trophy and FIFA's World Cup. As time goes on the glory and the legend of these famous trophies continues to live on in the minds, hearts and dreams of players and fans alike.
Four Important Tips for Closing the Communication Gap between Employees and Managers
One of the most important success factors for any business is efficiency and accuracy in communication. In many businesses, communication problems manifest vertically rather than randomly. It is more common to experience communication barriers between subordinates and their superiors than between employees on the same work level.
When these challenges are present, it becomes difficult for the two parties to achieve the common goals of the organization. While both groups may ultimately be working to achieve the same corporate goals, the operative goals become unsynchronized, threatening the company’s ability to achieve the former. The following tips will help you to identify and close such communication gaps.
Identify the Symptoms
Before attempting to eliminate the perceived gaps in communication, it is necessary to identify the symptoms of such a problem in your organization. The first step involves looking out for some of the commonest signs that the company may be suffering from misalignment.
Companies that have communication problems will exhibit confusion, misaligned priorities, indecisive actions, unclear motives, and overall lack of awareness. Communication gaps normally appear in different ways such as in technology, interpersonal issues, and motivational aspects.
As an illustration, technological gaps that lead to miscommunication are common in organization whose employees have opposing views toward technology. Generation Y employees may easily be drawn to solving problems using technology while, the baby boomers could prefer to do things using the older ways.
When these two groups of employees are working under the same corporate wing, such problems will manifest relatively quickly. The problem will be more pronounced when the hierarchy has theses generational differences. For instance, the workers could be from Generation Y while the managers could be baby boomers who are still unwilling to welcome new technology.
Measure the Gaps in Communication
It is essential to determine the basic characteristics of the communication gaps when attempting to fix this problem. The first step is measuring its size and trend. One way you can do this is by reviewing all the communication that has occurred between the employees and their managers and tallying the number of synchronized communication versus misunderstandings and cross-purposes.
You may also request feedback from the employees and managers without making any attempts that could stifle information as that might lead to less efficiency in the company.
Undertake Resource Assessment
Some causes of miscommunication between employees and their employers can be solved by injecting resources in the right places. For instance, one may easily solve technological gaps by upgrading the available equipment and software.
It is important to identify whether the communication problems are related to acrimonious issues since these cannot be solved using technology. In some cases, the communication problems can be solved by introducing company phones, upgrading the phone software, or fixing the faulty internet signal.
Do not Underestimate the need for Training
One of the reasons why the technological gaps continues to grow everyday between employees is the fast pace at which innovation is happening. Younger employees are quick to pick up the necessary skills and utilize them while older workers are more conservative with their tools.
Every small and midsize company needs a program that runs routine employee workshops where all the workers are exposed to the newest technology especially in regards to communication and efficiency.
Conclusion
Identifying and closing the communication gaps in your organization will streamline most of the company operations. It will improve your organization’s ability to plan and execute key projects.
The first step involves looking out for signs of miscommunication between the workers and the managers from feedback and the communication log. You may then proceed to measure the gap, assess the resources needed and offer the necessary training to workers.
Businesses and companies too often forget about the importance of employee recognition and the effects it can have on employees and job performance. Many businesses think they're saving time and money by skipping out on employee recognition programs, but in the long run, they're actually losing out on time, money, work quality, and employee retention. It's important to take the time to appreciate an employee's hard work in order to better improve the company and business as a whole. Here are five reasons why employee recognition is so important.
Improved Productivity
Implementing employee recognition and reward programs can let them know that the company values their work. Exemplary employees can rest easy knowing their extra effort will not go unappreciated. Through a recognition program, employees will understand what standards they are required to work under and what is considered above average work. Knowing these two keys will improve their productivity and work quality since they will strive to achieve recognition through the program. Companies with no recognition programs will always receive the same lackluster work from their employees since they know that hard work is not being rewarded.
Establishes Teamwork
With an employee recognition program, a sense of teamwork among workers is greatly enhanced. Producing excellent and recognition-worthy work to improve the company and business gives them a sense of unity and need for teamwork. Employees who strive to have their work recognized through the program will also be more willing to help out their co-workers when they need assistance. If there is no recognition program in place, employees will be less willing to help each other out and will adopt an "every man for himself policy" when it comes to workload. Their extra efforts aren't being recognized, so they see no point in assisting their fellow co-workers.
Comfort Within Work Environment
There are a number of ways to show employee recognition and it doesn't have to be necessarily through a program or rewards. It can be through free amenities and services offered in the workplace. If employees have access to these facilities, they will be more comfortable in their work setting. This will help in creating happier employees, which in turn will produce better work. Even through the simple employee recognition program, employees will still find comfort and happiness in the work environment knowing their hard work going appreciated.
Friendly Competition
Implementing a way to recognize your employees can help establish a sense of friendly competition among them. In the bigger picture, this friendly competition serves as a way to see who can produce the best quality work efficiently and consistently. This will perpetuate the quality of work, constantly improving it and the skills of your employees. Be sure to implement the recognition program correctly and let your employees know the standards on which they will be judged upon. Picking an employee at random to be recognized will make them grow bitter towards each other since a lackluster and lazy employee could be recognized over one that goes the extra mile.
High-Quality Employees
It's no secret that the best businesses and companies boast the best and happiest workforce. They also have multiple forms of employee recognition implemented. Employees want to work hard for great companies with excellent employee recognition programs and services. They will compete against other potential employees and produce the highest quality work in order to secure their spot in a great company. Recognition programs will also help your business retain hard working employees since they understand their work is being valued. Workers often leave companies because they feel as if they company doesn't care about them, which makes them feel the same way about the business. They want to move onto better companies.
Want to Boost Employee Morale? Don't Miss These 5 Steps to Energize with Events!
Have you noticed something isn’t quite right in the office? Perhaps morale is down or your employees feel unmotivated by the tasks at hand. Perhaps when you talk to your employees, you hear dissatisfaction, and that is spreading among your teams.
You want to curb employee dissatisfaction and frustration as soon as you can, but it's not always easy to do if you have ignored the problem for too long. That's when it's time to plan an incredible employee appreciation event for your workforce!
If you want to boost productivity and energy all while showing your appreciation for the hard work your employees do every day, then it’s time to intervene and change things up.
What better way to boost employee morale than to plan an unforgettable work event that highlights both your appreciation and the accomplishments of your staff that make your company a success?
Best of all, executing an encouraging, energizing employee event doesn’t take a lot of time or effort, but the pay-off can be huge. Read on to get our top five tips for planning a work event to encourage and celebrate your workforce.
Step 1: Choose an Event Type and Theme
The first step in planning your employee appreciate event is to answer this question: Are there common activities my employees enjoy doing that put them on common ground? Naturally, eating and socializing are two activities that are equalizers, and, in our experience, these ideas are popular because there is a low barrier to entry and they are fun. Who doesn't want to eat free food and build stronger relationships?
In addition, you might think about additional attributes of your workforce. Are they competitive? If so, they might enjoy a Trivia Night, for example.
Here are other options for selecting a unique event type and theme:
The key is to select an event type that will bring your employees together and celebrate them via a kind and thoughtful gesture.
Step 2: Define the Purpose of Your Event
At the end of the party, what are you hoping to get out of it? What do you want your employees to do? How do you want them to feel? This will help determine what you actually do at the event.
For example, here are a few defined outcomes for an employee appreciation party that you may want to consider:
It's possible that your event will have a dual purpose, and you can incorporate this into the flow of your event. It's simply good, however, at the outset, to remind yourself of why you are organizing the event and what you hope to give to your employees or have them take away from it.
Step 3: Decide on the Details
Event details for consideration can be broken down into three categories:
First, you'll need to set a budget. The only way to know exactly what you can pull off is to know what you can afford to spend. The budget doesn't matter as much for the amount of money you can spend as it does giving you a limit for spending and planning. You don't want to plan a $100,000 event when all you have available is $1,000.
Be savvy and smart with your budget and you'll be happy and less frustrated with the end result because you don't have to scale back.
Secondly, think about your location. Choose a location that makes it easy for all of your employees to get to – such as an event space at your place of work or close by. This works especially well if your employees commute in to work from other cities. You want to increase the likelihood that your employees will participate in your event by making the location an ideal and convenient one for as many of them as possible.
Of course, be sure to go with a location that fits within – again – your budget. Check into at least three places to get estimates for event space rental and catering. Do a cost/value comparison before deciding.
At the end of the day, however, your office space may be the best spot because it is convenient and a money-saver for your company. You won't have to pay extra for space rental!
Thirdly, consider the kinds of activities that will take place during the event. For example, are you giving out awards at your event? Is your event a team building one in which there are more physical activities? Are you hosting a party where there will be a gift giveaway by your company? In the midst of your activities, how will employees eat and drink? Is there a seated dinner or a snack table? Make sure you are thinking of all of the pieces that need to come together in order to pull off your event.
Step 4: Go into Action
With your plans set and your questions answered, it's time to go into action. You'll need to:
It's important to make a list of all the items you'll need to order and to price them ahead of time to make sure they still fit within your budget. Also, factor in enough time to have the items shipped to you. You can't give out awards at an employee recognition dinner if those awards don't come in on time!
Finally, craft a survey as a way to quantify and evaluate the success of your event. This works especially well if you survey your employees in the month leading up to the event. If employees feel more appreciation and job satisfaction after your party via the survey you send them post-event, then you've been successful in meeting your party goals!
Step 5: It's Time to Party
With everything set in place, it's time to show up at your event or party and just have fun with your employees. Everything you've planned culminates into this event -- and it's up to you to be the emcee that cultivates a message of appreciation and pride in your workforce.
It's truly amazing what a few kind words can do to boost employee morale. In fact, research shows that employees are by far more motivated by a boss’s "Great job!" than they are by more money or other incentives. Keep the spirit of this revelation in mind as you plan your employee event and craft the message you will share with them.
At the end of the day, everyone wants to feel valued, included and part of something significant for the greater good. When they don't feel that way, they begin to look elsewhere -- and if you want to keep your staff and reduce employee turnover -- then make sure appreciation, encouragement and public recognition are part of your employee satisfaction strategy for the future!
Now get ready for a great party!
Ready to Start Planning Your Next Workforce Event?
Now you're ready to plan your very own event for your employees. Keep in mind that your employee appreciation event can be as simple or as creative as you want. It really depends on your budget and your sense of what would motivate your employees.
The goal, regardless of what kind of employee event you choose, is to have your employees feeling what can be summed up by the acronym MAUI:
Keep this MAUI acronym in mind as you think through your end goals, and keep this quick guide with you as you plan your next employee appreciation event in just five simple steps!
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