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.
For most companies there will come a time when a dedicated employee will decide to retire. Most will never ask for it, but nothing makes a retiree feel more valued than a proper send-off. It may hurt initially to lose such a great worker, but showing respect and appreciation during their transition goes a long way. If you aren’t sure about how to properly thank them for all of their hard work, EDCO offers many different trophies, awards, and plaques to help recognize employee dedication.
Showing appreciation for long-time employees is a wonderful practice. Not only does it show that you are a caring employer, but it boosts morale for other workers. It shows the retiring employee and current employees that their company cares for all their hard work.
Employee Loyalty is based on the ideology of obtaining employees who are committed to the prosperity of their organization. Employees also believe that no other organization could benefit them more than the one they are a part of. So how do you encourage employee loyalty? How can you restructure your organization to start tapping into the emotions of your employees?
Establishing an Employee Loyalty Program is a key component to implement in today's workforce. It can a make a vast impact on retention, engagement and even recruitment. Organizations should start by ensuring multiple criteria are met. One would be ensuring that your organization has suitable job conditions for your employees. Whether it be from office cleanliness to a positive work/life balance, ensuring the comfortability of your employees when spending 8 hours a day at the office is key.
Recognition and rewards are additional items to consider when designing your Employee Loyalty Problem that will help build the loyalty of your employees. This may be an obvious addition to your program but there is a right way and wrong way of doing this. For example, rather than giving an employee a promotion you can gather the organization together during a meeting and publicly recognize them with an award in front of colleagues. Either way the promotion will be received but what is different is the lasting impact to your employer, as well as other employees watching.
When focusing on the retention of your employees, an important question must be asked. Is your organization providing opportunities for growth and development? Promoting from within encourages employees to work harder, as well as gives them a sense of opportunity within the organization. When employees notice that they can be promoted at any time within the organization, it creates a fire within them to give the organization their 100%
The program should also focus on ensuring fair treatment for all employers. It should encompass everything within the loyalty program. Ensure there is no favoritism in the workplace to avoid resentment from others. To ensure that the employee feels valued, listening to all your employees is key for them to feel like their feedback is important. Train your leadership to treat all employers like an equal.
The overall goal of the Employee Loyalty Program is to minimize or eliminate employee turnover. Employee turnover is notably costly and can affect your bottom line. So identify the reasoning behind the departure of the employees and utilize the information as a foundation to your program. Build the program from the foundation and up with your employees in mind and prepare for happier and more efficient employees.
High employee morale is an important component of a satisfied employee. Because morale affects so many aspects of a company, it should be constantly monitored by management. It's no secret that employers are on the receiving end of the benefits that result from people being happy at work. Companies also need to remember that low employee morale can have a negative effect on their bottom line.
High morale is important because of its role in keeping absenteeism low. Employees are much more likely to call into work, even when they aren't sick, when they want to avoid the office. Employers can't expect to get the most out of their employees if they aren't even there. In some workplaces, such as restaurants, other employees need to be called in when people are absent. This can lead to a scheduling nightmare as well as poor customer service if the establishment is understaffed.
On a similar note, unhappy employees are more likely to quit. This costs the company money in terms of constant hiring and training of new workers. If a company has good workers, it is much easier to make adjustments to keep those employees happy than to replace them. People who love their work are less likely to separate from employment.
A company that is known to have low morale may find themselves unable to meet staffing needs. Job searchers are less likely to apply for a job at an employer they've heard bad things about. If employees are unhappy, they commiserate with each other. This can make discontent spread around the workplace. Employees may also discuss their dissatisfaction with family and friends, which can lead to fewer applicants in the long run.
Productivity is positively affected by morale. Happy employees are productive and work hard to make their employers money. If employees have positive feelings toward their company, they will want their employer to succeed. If they feel the company's success will result in positive results for them, they will work hard. One great tool adopted by some of the world's largest companies are corporate awards and trophies designed to recognize and motivate staff members. Crystal awards are very popular and frequently used to honor top achievement.
Satisfied employees pay more attention to detail. If staff members actually enjoy their work and are interested in it, they will be more attentive. Fewer mistakes are made by employees, which translates into higher profits for the company.
Low employee morale often leads to employees working slower because they don't have the desire to hustle. In business, time is money. If workers are being lazy or just working slower than needed, this will cost the company. Employers should try to increase employee morale if this is the case. If employees can be convinced that they don't want to let down their team, they will be more motivated to do their fair share.
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!