Our Google Rating

1226 Reviews

800-377-8646

Se habla EspaƱol

You have no items in your shopping cart.
RSS

Blog posts tagged with 'trophies'

How Do You Thank A Dedicated Retiree?
How Do You Thank A Dedicated Retiree?

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.

retirement award

  1. Give them something to remember.

    A great way to make a retiree feel important is to give them some sort of physical reminder of your appreciation. A recognition award, trophy or plaque is a great way to show your appreciation. If you feel it is appropriate, you can even add a custom engraving to make it more personal. Include wording that indicates appreciation for the value they brought to the company. When you present the award, take a few quality photos. This can also be gifted later to remember their special moments. You never know what will end up on their mantle.
  2. Find out their numbers.

    Most employees that are planning to retire have spent a number of years working for the company. It would be a great idea to find out the exact number of years they've been there (brownie points for knowing their start date). Recount any major milestones they contributed to or achieved on their own. Find out how many new employees they trained, how many sales they made, their production numbers, or that huge merger they were so crucial during. This information could be put on an award or mentioned in a speech to show them they matter.
  3. Consider your company's culture.

    When thinking of how to send off a retiree, especially if you are considering a party, think of the culture within your company. A smaller company would probably enjoy a potluck during lunch. A bigger, more corporate company may do a small catered lunch. Maybe a more formal after-hours office event would be better. Would it be more fitting to take a moment from a bigger company event, like a picnic or holiday party, to commemorate them? Think about what would be appropriate within your office without seeming too over the top or like you did not care at all. This is also a great time to be able to present them with their engraved award in front of the whole company.

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.

 

 

Tips for Employee Recognition
Tips for Employee Recognition

A little recognition can go a long way toward making your employees happy. By showing your people that they are appreciated, you can improve morale and productivity, and you can also reduce employee turnover. What's more, it does not have to cost you a fortune. Here are 4 tips for recognizing your employees:

1. Gift Cards

Everybody loves gift cards, and they are the perfect thank you for a job well done. They do not cost a lot and they show employees they are appreciated in a very tangible way. They are especially useful during the holiday season, as people can re-gift them or use them to buy gifts for others. There are also a wide variety of different cards you can hand out, so you can choose something a little different each time.

2. Award Plaques

Nothing says you are appreciated more than an award plaque. Whether you present them on a monthly basis or as special recognition, awards are something your employees can hang in their office spaces or in common areas, and they can look upon them with pride. They also do not cost much. 

award recognition plaques

3. Public Praise

People love seeing their names in lights, especially as a reward for their efforts. The easiest way to do this is to give them a shout out on the homepage of your company's website. This costs you nothing but a little time, and it is something that employees (as well as their family and friends) can happily point at. They might even share a link to it on social media, which could generate some exposure for your business. You might also want to post praise in public areas of your business.

4. Company Breakfasts

Food is always a good way to show appreciation. So, consider providing breakfast for those employees who have put in an extra-special effort, or for those who have done an incredible job the entire month. You can even let them choose their breakfast by handing out menus, or you can make it yourself. Not only will providing breakfast not cost you a lot of money, but you can be certain that your employees will show up early for it.

In conclusion, it does not take a lot of time or money to show your employees that they are appreciated. All it really takes is a little thought, and this can reap big benefits for your business.

 

Why is employee morale so important?
Why is employee morale so important?

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.

employee meeting and awards presentation

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.

A safer work environment is another benefit of high employee morale. Employers who are happy and engaged are much more attentive in their work. Boredom and depression rarely have a positive impact on safety on the job. When workers are distracted or can't focus because they wish they were somewhere else, accidents can happen.

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.

Why Employee Recognition is So Important
Why Employee Recognition is So Important

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.

 trophy presentation

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.

 

What is Employee Retention Really Worth?
What is Employee Retention Really Worth?

What is Employee Retention Really Worth?

 

Why do employees quit?
How much time and money does your company spend on hiring and training new employees? If your turnover rate is anything like the national average of 19%, then you're probably spending a considerable amount of resources. Did you know that employee turnover is one of the highest costs associated with running a business? If you aren't taking measures to effectively combat employee turnover at your company, you are wasting both money and time. By developing a thorough understanding of what drives employees to seek other opportunities, you can potentially save significant capital. Here are the facts you need to create employee retention strategies that will keep you from having to spend a fortune on hiring and training costs.

Micromanagement
Micromanagement frustrates employees. Not to mention the fact that it hurts your business in many ways. By allowing managers at your company to micromanage their teams, employees will feel as though they are being belittled and not appreciated. Micromanagement also hinders employees’ abilities to develop job-related skills. If managers are frequently doing the jobs of their team members for them or dictating their duties step-by-step, those team members will not be any better at doing their job at the end of the day. Because of this, micromanagement makes it more difficult for companies to train valuable, skills employees. Employees want to feel as though they're progressing in the workplace and that their skills are valued. In fact, employees who feel like they are regularly micromanaged are 28% more likely to look for work elsewhere.

They're overworked
Overworked employees are less productive and less happy. Employee burnout is a recurring problem within small businesses and large companies. When a business adds to the workload of its staff without hiring additional talent to balance out the workload, it creates stress for existing employees. Around 70% of workers feel like they don't have enough time in their week to complete their job duties. This feeling undermines job satisfaction and demotivates employees. Employees who consistently feel overworked are 31% more likely to look for a new job than employees who are happy with their workload.

Lack of professional development opportunities
Providing professional development opportunities at your company could boost employee retention by as much as 34%. Employees generally want to expand their skillset and grow their knowledge - professional development programs benefit the employee and the business. Through learning opportunities provided by companies like tuition reimbursement, online courses, in-house solutions and off-site classes, employers can show that they place value in their team members by offering them professional development opportunities.

Low company culture
Company culture is essentially the personality of a company. Workers are more likely to enjoy working for a company if there is a strong company culture that involves a positive environment and aligns with their values and expectations. When employees feel as though the fit in with their company, they are happier within their roles. Workers who describe their workplace' company culture as weak are 15% more likely to seek employment elsewhere.

Lack of recognition
Recognizing your employees for their successes and skills is vital to maintaining their job satisfaction. The fact is, people want to feel valued and appreciated at their place of employment. By verbally praising employees when they perform at high standards, accomplish a difficult task, successfully learn a new skill, or skillfully utilize leadership abilities, you're exhibiting that you truly appreciate their efforts. A recent study shows that two out of three employees would leave their position if they did not feel adequately appreciated.

employee recognition article

The cost of employees leaving

What are the true costs of employee turnover? This study shows that turnover costs are considerable. For example, replacing a single $10 per hour employee costs around $3,300 on average. As the salary and requirements for a job position increase so do the estimated costs of replacing an employee in that position.

Hiring costs
Costs associated with finding a pool of qualified applicants and screening them depend on what resources and methods you use for recruitment. Your business might use an agency or recruiter to locate and screen applicants for you. You probably invest in advertisements for open positions. Both of these things along with interviewing candidates, performing background checks, checking references, and preparing to make a job offer all involve money and time taken away from other facets of your business.

Costs associated with onboarding a new hire
Depending on the scope of the newly filled job position, onboarding a new hire can take anywhere from three months to three years. During that transition period, businesses spend, on average, 10-20% of the employee's salary for training and other onboarding processes. Consider the costs of the following items when tallying up what it costs for your business to onboard a new hire.

  • Training programs
  • Wages for any trainers or teachers involved with training and development
  • Drug testing
  • Paperwork processing
  • Equipment and office furniture
  • HR and administrative costs

Lost productivity
It's rare to find a job candidate whose skills are on par with a highly skilled, long-term employee who has just left a company. Hiring someone new almost always comes with a loss of productivity until the new hire functions at the same level as the previous employee. Losing a seasoned employee will cause greater productivity loss than the loss of a more recent hire, but most newly-filled positions will mean a loss of productivity. On average, expect a new hire to take up to two years to reach the productivity level of the previous employee.

Lost engagement
If your company has a high turnover rate, the employees that stay will feel demotivated. The direct result of this is a loss of engagement. Workers stay motivated and on-target when they are part of a team working toward a common goal and members of the team see consistent progress. Progress is difficult to achieve with a high turnover rate. Existing employees feel as though they are fighting an endless battle and become disengaged with their team and their work.

 

 

How to improve employee retention
So how, then, should you improve employee retention? There are several strategies you can employ to save money on employee turnover. Many of them may not be as costly or time-consuming as you might think. While it's true that raising salary tends to have a direct positive effect on employee retention, several less expensive and non-monetary factors have a strong influence on employee turnover.

Before we dive into the two primary solutions for employee retention, be sure that your company is hiring the correct candidates. Every candidate needs to be properly screened. Businesses who fail to complete background checks and call references hire more bad apples than companies who are more thorough. It's also critical to comprise a list of necessary hard and soft skills for each position and include these in the job description. If a description for one of your positions was written over a year ago, it's time to revisit it and be sure that it still correctly describes your company's needs for the position.

Technical skillsets are important, but if you hire candidates based on skills alone, you'll find yourself in hot water quickly. Non-teachable soft skills like time management, temperament, willingness to be coached, enthusiasm, interpersonal skills, and work ethic should be at the top your priority list when screening and interviewing new candidates. More employees fail in a new job position because of a lack of important soft skills, not a lack of technical skills. Technical skills can always be taught or added to, given you have hired the right candidate.

Utilize HR
First, be sure that your business is utilizing HR to the best of its abilities. In 2016, employee retention was one of the top priorities for HR departments. If your business isn't actively urging HR to gather information about why employees are leaving, you're letting critical data fall through the cracks. Conducting exit interviews can help your company gain insight related to why employee turnover is a problem.

Additionally, sitting down with employees when issues occur and documenting their complaints and comments will take you far. Take employee concerns seriously - your employees are trading the hours in their day to work at your company. By listening to and investigating issues that occur, you're gathering valuable information that can be used to directly address problems. You are also showing your team members that you truly care about their experience as employees and value their opinions.

Recognition and incentives
Next, you can greatly improve employee retention by making a better effort to reward high-performing employees. Employee recognition is front and center when it comes to how happy your team members are in their positions. These are some of the simplest ways for you to recognize employees and improve turnover.

  • Verbal recognition. We touched upon this before, but providing verbal praise to your employees is a simple, effective way to affirm to your team that you appreciate them.
  • Giving a physical representation of your appreciation, like an employee award, is a long-lasting example of the value you place on your high performers. Employee awards can provide a daily morale boost especially when they are displayed in plain sight, like on a wall or on the employee's desk.
  • Increase workplace satisfaction with small office perks like free lunch, free coffee, or free snacks.
  • Recognize your employees’ passions by allowing them a few hours per work week to work on a company side project that they enjoy.
  • Shout out employees on social media. Taking the time to post about employee successes and appreciate team members through social media platforms is a simple way to show your appreciation and give customers a behind-the-scenes look at your company.
Improve your company retention through employee recognition
Improve your company retention through employee recognition

Improve Your Company Retention Through Employee Recognition

With all the work responsibilities that land on their shoulders, high-level staff including corporate supervisors and branch managers often forget to give recognition to those who deserve it. Your employees clock in and out every day with no expectations of being recognized or rewarded of their hard work and dedication. Over time, however, this lack of recognition encourages employees to flee from their current employer in search of greener pastures. For a company, this consistent employee turnover can be a hindrance to your business' growth as the hiring and retraining process eat up your profits. Here's five ideas on how to improve your company's recognition by recognizing your workforce.

 employee recognition

Praise Them

 

It costs nothing to give your employees a compliment, but a sincere "good job" or "awesome work" can go a long way with your subordinates. During long days when employees are knee-deep in project deadlines, meetings, and calls with clients, getting praise from their boss can boost morale and encourage them to go the extra mile.

 

Announce It

 

Brag boards are a common display in many hip and young companies, such as tech startups. Whenever an employee achieves something, such as closes a deal with a big client or launches a new product feature, write it up on the brag board for everyone to see. Public recognition is always more rewarding and imbues a proud feeling to the employee who receives it.

 

Be Creative

 

When trying to reward their employees, most companies go with the conventional route of handing out cash. While money certainly can be useful, it tends to be impersonal and sends the wrong idea. Showing appreciation can be done in a lot of different and creative ways, such as spending lunch with your top salesman or having the employee of the month be CEO for the day.

 

Give Them More Work

 

It doesn't sound like a reward, but giving your employees access to more important work can challenge and motivate them to do better. Giving them work outside their pay grade doesn't have to accompany an official promotion, but the employee should be put on track for one as soon as possible.

 working together

Take Them Out

 

Being confined to a 4x4 cubicle in the office with AC for 40 hours every week can take its toll on your hardworking employees. A simple picnic at the park or a hike to the countryside can enliven your workforce's spirit and reinvigorate them with new energy. After a good quarter, take out your entire office for a nice day outside. To make it more fun, encourage them to bring their families with them.

 

Final Thoughts

 

Proper employee recognition is vital to a healthy and happy workforce. It boosts retention rates and saves your company a fortune on constant rehiring and retraining. Use the five tips aforementioned to recognize your employees' achievements without having to lose valuable resources, like money and manpower.

Q1 is almost over, recognize the team for a great start to 2017!
Q1 is almost over, recognize the team for a great start to 2017!

We're approaching the end of Quarter 1, and it's time to acknowledge the staff members that got the company off to a great start in 2017. While most of the awards that initially come to mind are for quantifiable results (ex: number of sales, star ratings, revenue, customer retention, etc), there are plenty of awards that you should also hand out that†recognize the vital employees that produce more†subjective results. Here's a list of appropriate awards for the end of the quarter. By no means are these the only awards you should give out-- feel free to get creative. The more opportunities you can make your team feel appreciated, the better. As your scroll through this blog post, remember this quote...

"Employees who believe that management is concerned about them as a whole person - not just an employee -  are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability." - former CEO of Xerox, Anne Mulcahy

1) Top Salespeople

We'll start with the obvious: you need to reward your top salesperson. This could be the highest number of sales or biggest dollar amount of sales. We'd take it a step further. Find ways to give out multiple sales awards. Give out awards to all your top salespeople that surpassed a certain quota. If you keep your salespeople happy, they'll most likely return the favor in the form of increased productivity and sales. Here's an example of a sales award you could give out: our American Rosewood Plaque

Here's an example of a less serious sales award you could give out:†the Sales Shark trophy.

2) Highest Rated Customer Service Reps

Your customer service representatives are responsible for dealing with complicated product issues and disgruntled customers. It's a tough job that can be psychologically draining.†Don't overlook the customer service reps†that consistently keep the customer happy. Here's an example of an award you can customize for your highest rated customer service representatives.

3) Most Punctual

The snooze button is every employee's first obstacle every day. If they overcome the temptation of the snooze, they have to plan how they'll combat the morning rush hour. Getting to work on time isn't easy. Reward those that find a way to be there every weekday, 5 minutes before 9am. Here's a good award for your punctual employees.

 

4) Most Innovative / Best Idea(s)

Your salespeople convert the leads, but how do they get the leads in the first place? Your marketing team drives the leads that end up becoming customers. Your marketing team†not only needs to execute tried-and-true marketing strategies, they also need to come up with new cutting edge ideas to bring in new leads. For the best ideas in Q1, we think this unique award should suffice.

 

5) Key Milestones

Did you bring on any new employees in Q1? Is anyone retiring at the end of the month? These are the types of key milestones you'll want to acknowledge at the end of each quarter. Here's a good award for employees that are retiring: the Rosewood Mantle Clock

 

6) Best Support Staff Member / Best Teammate

You can't forget about the staff members whose primary role is to support other staff members. They're responsible for the company's success too. For the best teammates, this award is appropriate.

7) Exceptional Leadership

Every company has a group of employees that go above and beyond the call of duty. Maybe they organize weekend outings to boost company morale. Maybe they take the lead on a charity initiative. These staff members not only perform their job duties well, they take it upon themselves to do more.†Encourage these types of employees to continue to surpass expectations by showing a token of your appreciation. This award should do the trick: the Flight Eagle

Show your appreciation

Your employees made Q1 a success. Let them know how much you appreciate them. This will ensure that you keep the momentum rolling into Q2 and beyond. If you have any questions about our products, don't hesitate to call us at†800-377-8646.

top