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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.

 

 

A Look at the most Famous Trophies
A Look at the most Famous Trophies

Created in a variety of shapes and sizes, many sporting events have unique trophies for the winning team or player. Some of the most famous sporting trophies include the Commissioner’s Trophy, the Heisman Trophy, the Stanley Cup, and the Vince Lombardi Trophy. Certain trophies are produced each year while others use the same trophy year after year. Most of these trophies are instantaneously recognizable even to people outside of the sport, and depending on the material, design, and production costs, each trophy has a different value. Take time to research the trophies so you are informed on the most famous pieces of hardware.

Commissioner's Trophy

The Winning Team of the MLB World Series

1967

Tiffany &Amp; Co.

Sterling Silver

$19,000

FIFA World Cup Trophy

The Winning Team of the FiFA World Cup

1930

Silvio Gazzaniga

Gold

$20,000,000

Gentlemen's Singles Trophy

The Winning Player for Men's Singles at Wimbledon

1887

All England CLub

Silver Gilt

$12,500

Heisman Trophy

The Most Outstanding Player in College Football

1935

Frank Eliscu

Bronze

$15,000

Larry O'Brien Championship Trophy

The Winning Team of the NBA Championship

1978

Tiffany & Co.

Sterling Silver

$13,500

Stanley Cup

The Winning Team of the NHL Championship

1892

Lord Stanley of Preston

Silver

$650,000

Venus Rosewater Dish

The Winning Player for Women's Singles at Wimbledon

1887

Elkington and Co.

Sterling Silver

$6,250

Vince Lombardi Trophy

The Winning Team of the NFL SuperBowl

1966

Tiffany & Co.

Sterling Silver

$50,000

5 Ways to Motivate Your Employees
5 Ways to Motivate Your Employees

Keeping your employees motivated is essential to maximize productivity and overall workplace satisfaction. Creating a workplace culture and environment that is desirable provides employees the motivation necessary to put their best efforts forth, resulting in growth and expansion. When you know how to motivate your employees, keep them happy and willing to contribute as much as possible while they are on the job.

Offer Workplace Incentives

Offer workplace incentives that include promotions, bonuses, recognition programs and even additional vacation time. Incentives are a great way to keep employees focused, working hard and excited about their positions. Base incentives on sales, completed projects, or new ideas that you plan to implement into your current business model. Avoid excluding any of your employees regardless of their current position by utilizing multiple incentive programs for each independent department.

Provide Recognition for Hardworking Employees

Praising and providing recognition to hardworking employees is a way to build a workplace that is welcoming and comfortable. When employees feel appreciated and proud of their work accomplishments, they are more likely to contribute additional ideas while completing their work without constant reminders. Employees who feel they make real contributions to their job are ultimately more satisfied, incentivizing them to stick around while helping the company continue to grow. A recognition program can make all the difference here. Using custom engraved Award Plaques can motivate and inspire your team to reach new heights. 

celebrate big achievements

 

Add Support Services

Provide support services to all of your employees, regardless of their positions and current seniority. Support services may include therapy, counseling, HR departments, and even team meetings and sessions. Helping your employees feel supported and guided in all facets in life is extremely beneficial when you prefer retaining them as long as possible.

 

Flex Time Options

Strict schedules without flexibility quickly cause employees to feel stressed and in some cases, burnt out. Offer flex time options to employees who are always on time or complete work without issue. Allow your employees to rework their schedules to create a healthy work and life balance. When employees feel trapped in their current work situation and schedule, they are less likely to put their best work forward and often find themselves out of energy to get the job done. Flex time provides employees with a sense of freedom and independence, making them happier to work for you and contribute to the team.

 

Working Remotely

One of the biggest workplace trends on the rise includes working from home or remotely. When employees have the opportunity to work from home, they feel trusted, appreciated, and independent. Consider offering your employees to work from home on set days based on their schedules. In some cases, employees are able to work from home at all times, cutting workplace office costs while still maximizing productivity. Remote employees take their positions seriously and work hard to ensure they are capable of maintaining their sense of freedom.

 

Understanding the importance of motivation in the workplace is imperative when you want to manage or operate a business that is positive and successful. With the right motivation techniques, keep those who work for you optimistic and satisfied with their career and future goals.

How Company Culture Shapes Employee Motivation
How Company Culture Shapes Employee Motivation

Keeping staff motivated in an organization for them to remain productive can prove a daunting task for management. People are after all uniquely made and tend to react differently to different incentives within the organization’s framework. The best bet for business leaders is to establish a culture that is all-encompassing and one that shapes employee productivity through motivation and providing an enabling working environment. The following article looks at the role company culture plays in keeping employees motivated in their work.

What is Company Culture?

This refers to the set of rules, standards, processes, shared beliefs, and common practices in a company. It functions to align all company activities with its mission statement.

Before we establish the link between company culture and employee motivation, we need to understand why people go to work in the first place. Generally, there are six primary factors that would prompt an individual to work.

Positive Motives

• Play- when you realize self-fulfillment in engaging in the work itself

• Purpose- when the outcome of the work seems to be in line with your identity as a person

• Potential- when the outcome of work helps your identity by enhancing your potential

Negative Motives

• Emotional pressure- working because you are afraid some external force poses a threat to your identity

• Economic pressure- when some external forces compel you to work in order to achieve a certain reward

• Inertia- when you are confused by the lack of motivation in your work and personal identity

Employee Motivation and Company Culture

Employee performance can be compared to student performance. Consider students with a love for gaining knowledge; they rarely miss out on classes and tend to engage teachers more with questions in the hope of expanding their scope of knowledge and ideas. In similar fashion, employees who love their jobs have lower cases of absenteeism, invest a lot more effort in their responsibilities and will go out of their way to team up with colleagues for the sake of achieving company goals.

When an employee feels that their direct boss and management in general have a vested interest in their personal welfare and not just the net business revenue, a sense of loyalty develops. They feel more embraced as a crucial piece in the company’s success and begin to buy into the mission and vision of the company. In this case, they will be propelled by a wave of positive energy to set and achieve higher goals, while embracing any challenges that come their way.

Company culture addresses all the six different factors that affect employee’s motivation to work. A culture that is committed to inspiring purpose, play and potential while suppressing economic pressure, emotional pressure and inertia is a winning formula that will result in higher employee performance and better customer service. This is true across all sectors of the job industry.

Conclusion

Having a great company culture will definitely enhance your competitive advantage as a business. It is the single best way of ensuring that all employees are equipped with the necessary tools for success and providing them with the optimal environment to work in and achieve the best they can be.

What teamwork skills are essential to the workplace?
What teamwork skills are essential to the workplace?

It is not obvious for workmates to relate well in a workplace. For people to embrace teamwork in any workplace, individuals have to incorporate essential skills that enhance cooperation. Without these skills, individuals may find it difficult to work as a team with other employees in the company. Incorporating accolades such as teamwork awards and trophies has been proved to increase engagement and improve overall team results.

teamwork recognition

The following are some of the essential teamwork skills in any company.

1. Active Listening

Active Listening involves a keen focus on both verbal and non-verbal aspects of communication of another person. To listen actively, you need to hold yourself from responding until when the other person is through with speaking. The best way to achieve active listening is by echoing the other person’s speech in your quiet internal voice. This skill also involves asking for clarification of the things that you don’t understand correctly.

2. Logical Argument

It is not easy to have a logical argument especially when arguing about a critical issue. A valid argument requires the involved parties to embrace consistent support for an idea or point that they present. You need to table your axioms and assumptions logically while presenting the reasons that make you support a particular direction of the argument.

3. Respect

You need to acknowledge that all your teammates are human and have to portray their human nature even in the workplace. When you respect your teammates, you do not have to chest-thump and show a rigid perspective of viewing things. Respect allows you to support your teammates even when they behave in a manner that aligns with their fundamental human nobility.

4. Questioning

It is imperative to frame and express questions when engaging your teammates. The style in which you ask a question portrays how you value your interaction with other employees at the workplace. It is easy to ask a question, but it’s a bit hard to ask a good question. It is wise to choose the tone and words that you use when asking questions to avoid offending the recipient. It is unhealthy to ask questions rudely or in a manner that puts the recipient in a defensive position.

5. Participating in teamwork tasks

An active member of a team must be actively involved in the functions that the other teammates undertake. Active participation is the aspect of feeling part and parcel of the team. When you are an active participant, you don’t find discussions boring or abstain from executing a decision that was collectively reached by the entire team. Stressful crisis can easily draw you out of the team. It is good to avoid thinking about family, school or other things when you are undertaking a team task.

6. Helping

Helping is the aspect of offering assistance to another person and make a follow-up to ensure that the person is at well. It is an essential skill to offer assistance to a member of your team when you notice that they have a problem. Helping can be in the form of actions or even verbal.

The skills discussed in this article are all essential for a healthy team working. A combination of these skills can make you a good team member.

 

How to Encourage Employee Loyalty
How to Encourage Employee Loyalty

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?

employee rewards

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.

4 ways to improve employee feedback
4 ways to improve employee feedback

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.

employee feedback

 

4 Ways to Improve Employee Feedback

 

  1.  Establish an open door policy. It is crucial to convey to your employees that they are always welcome to provide feedback. Let them know that even if you seem busy, they should feel free to inquire at any time whether they could have a few minutes to speak with you. Make it clear that this is especially true if they have feedback of an urgent nature or that you may not want to hear, as the feedback that is hardest to deliver is often the most needed.

 

  1.  Listen with your heart. Try to look beyond the actual words. Discern the feelings behind what an employee is telling you. Use open-ended questions, such as: "What happened next? How did that make you feel at the time? How do you feel about it now, after the fact?" When you listen with empathy, your employees will feel safe and will be more likely to provide additional honest feedback in the future.

 

  1.  Follow up on feedback received. While it is crucial to genuinely listen, it is just as important to take action on anything that needs to be addressed. Let your employees know that their concerns matter to you. Assure them that you will look into any issues they report and will take appropriate action. Then keep your word and follow through. Doing so speaks volumes, sending the message that you truly want to receive their feedback.

 

  1.  Take the initiative to solicit feedback. Do not wait for problems to find you. Actively seek feedback by asking for it. If you have already taken the steps listed above, your employees will likely know that you are sincere when you ask for further feedback. You might even consider scheduling a time each week or month to meet with them, letting them know that this time is dedicated to hearing from them.

 

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.

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.

10 inexpensive employee recognition ideas for small businesses
10 inexpensive employee recognition ideas for small businesses

Employee recognition is vital to giving employees incentive to perform their job efficiently. An employer can give their employees added conveniences that are not expensive at all. Applying just a few of these ideas will greatly increase productivity in the work place.

 employee teamwork

1. Peer-to-Peer Recognition

Every time an employee helps another employee out, add their name on a piece of paper to a bucket list. The one with the most recognition slips is most likely to win a free meal, or whatever prize, at the end of the week.

 

2. Social Media

If an employer has a social media website, such as on Facebook, they can give their employee free publicity online. Highlight what they've accomplished so that everyone will know. If the employee consents, they can have their picture put up as well.

 

3. Birthday Celebration

Any employee would highly appreciate a day off on their birthday, so surprise them with a day off on their birthday, plus maybe a birthday cake the next day. Alternatively, they could know in advance, so they can make birthday plans.

 

4. Surprise Treats

A surprise treat can be something like a candy bar or some other great snack. When they accomplish an exceptionally productive day, reward them with a surprise snack. To be safe, give these surprise treats to the individual privately.

 

5. Employee Recognition Day

Better yet, the employer can treat it as a group effort, rewarding employees with an employee recognition day, where they spend the day eating, gaining awards and doing team activities. This event could be spent at places other than the work facility, such as a simple park.

 

6. Wall of Fame

A great, original way to reward employees and increase incentive is to put their name and picture up on an employee of the month wall, or something to the like. This will encourage employees to compete with each other in a positive way.

 

7. Trophy Award

There are many cool employee trophy awards that one can buy at EDCO Awards & Specialties. The awards come in many different designs, colors and levels of recognition. If one wants, they can add a bonus check as well, even if it's just 50 dollars.

 

8. Daily Refreshments

Just daily refreshments alone, such as donuts in the morning and cool drinks in the hot afternoon, will go a very long way in boosting employee productivity in many ways. Breaks have been shown in numerous studies to boost productivity as well.

 

9. VIP Parking Spot

The employee of the month can get rewarded with VIP parking to their job for the time they're employee of the month. Employees will strive for that VIP parking.

 

10. Annual Vacation Time Award

This is a great method for employers to increase long-term productivity of their employees. Simply award the winner, however the system may work, with a whole week of work-off vacation time once a year.

 

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.

 

Increase Your Team's Commitment With Employee Recognition Awards
Increase Your Team's Commitment With Employee Recognition Awards

Many employees are disengaged at the workplace. With family obligations and monthly expenses, most people are driven to work out of necessity. Very few people are as loyal to the company as they are to the benefits, compensation, and core values of the business. This is problematic for companies who have a need to keep their turnover costs low. Increasing employee engagement is essential, and one effective way to do that is through employee recognition awards.

 

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Facts about employee motivation

 

Approximately 80 percent of employees tied the presence of a rewards program to feeling valued by their employers. Another 70 percent of employees admit that they would work a little bit harder if there were some sort of incentive program in place. In a 2014 survey, 50 percent of employees report feeling valued by their employer.

 

Importance of understanding the employee

 

Many employers mess up in offering rewards that aren’t aligned with what employees would find desirable. Personalized rewards will be better received by employees than those provided without giving much thought. Gifts that are a surprise and well outside of the normal incentives expected are wonderful ways to influence behavior. Consider the culture of your staff in addition to the budget.

 

Benefits of an incentive program

 

Communicating corporate values is something that is done during the onboarding process. It must be reinforced in order to encourage team members to adopt the culture. Incentives are a good way to tie culture to specific actions that can be taken by employees. You can encourage assimilation with targeted rewards.

 

When you lose an employee, it costs money to recruit and train a new employee. That’s very expensive for some companies. Research shows that companies with recognition programs experience a 31 percent lower voluntary turnover rate than companies who don’t have a recognition program in place. Companies save money by retaining top talent.

Productivity is tied to employee effort in some cases. Incenting employees to give their best effort through recognition program will improve efficiency and your company’s bottom line. It is much easier to encourage employees to achieve when you have desirable rewards being offered.

 

Replacing key employees is expensive. Recruitment is costly. Time spent vetting candidates and hiring them requires a significant investment in time and resources. Making a company desirable to employees requires the use of tools like incentive programs. When employees feel valued, they are more likely to remain onboard.

5 Ways to Increase Employee Retention
5 Ways to Increase Employee Retention

When you hire a worker, your goal should be to keep them for their entire career. While this may not be realistic for every person who becomes a part of your company, lower turnover will result in lower labor costs for the organization. Therefore, it is important that you create conditions that increase the odds that a worker will want to stick around for the years to come.

 

Recognize Their Achievements

 

No one wants to work for a company that doesn't recognize the hard work that he or she puts in. Therefore, it is always a good idea to call out your workers when they do reach a sales goal, hit a service milestone or do anything else that is worthy of praise. The best part is that it doesn't take much to thank your people for the things that they do to make the company a powerhouse in its industry. In most cases, a pin, a plaque or a $20 gift certificate is enough to show that the company cares.

 

Offer Them a Competitive Salary

 

Most people go to work each day because they need their paycheck to provide for themselves and their families. This means that a person is less likely to stay with your company if he or she can make more elsewhere. If you can't afford to pay a competitive salary, you may be able to make up for it with stock options or other benefits to increase a worker's overall compensation package.

 

Offer Room for Advancement

 

One of the easiest ways for a person to increase his or her salary is through promotions up the corporate ladder. While not everyone can go from janitor to CEO, you should aim to help your people get the most out of their skills. In some cases, you may be able to help a worker move up by creating new positions that are tailored to his or her skill set.

 

Act as a Mentor to Your People

 

In the business world, there is nothing more important than a relationship with another person. By acting as a mentor, you are creating one of the strongest connections a worker and manager can have. When you choose to mentor someone, you are telling that person that you care about his or success on a personal level. That type of loyalty is likely to be reciprocated, which may lead to lower levels of turnover.

 

Create an Enjoyable Workplace Experience

 employee awards day

If you can provide nothing else to your employees, provide them with an enjoyable workplace experience. This may include a game room, free breakfast on Friday or an atmosphere where colleagues are allowed to be social with both customers and each other. It is not uncommon for people to stay with a company because of the people who they work with or work for even when they aren't being paid top dollar.

 

The best companies are the one that treat their employees with respect. This is because employees who feel good about their employers will work harder to serve the needs of its customers. Furthermore, people are unlikely to leave a place where they feel valued and appreciated as this can be worth as much or more than any amount of financial compensation.

The Benefits of Employee Recognition
The Benefits of Employee Recognition

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.
Iconic Trophies
Iconic Trophies

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.

How to Close the Communication Gap Between Employees and Managers
How to Close the Communication Gap Between Employees and Managers

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.

 

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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.

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.

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.

 

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.

 

How can Managers Motivate Their Employees?
How can Managers Motivate Their Employees?

We spend a good majority of our lives at work. It's gotten to the point where almost every adult has to work in order to bring in a viable income for their family. While work is a big part of all of our lives, it can also be problematic when it comes to feeling motivated for most workers. Most get up in the morning and literally drag themselves to work, dreaming of the day they can get out of their dead-end job and go onto something new, exciting and different.

 

As a manager, the last thing you want is for your place of business to become a revolving door as far as employees are concerned. A happy employee is one who stays and does an outstanding job. If your employees lack motivation, you'll find that performance is lacking and people are apt to leave if something better comes along. This is why it's crucial that you keep your employees as motivated as possible.

 Award Presentation

 

Ways to Motivate Your Employees

Here is a list of ways to keep your workers motivated on the job:

 

1. Open the Door to Communication

A good manager is one who is easy to talk to. If a worker feels they cannot go to you with an important matter without being reprimanded or eye-rolled at, they're not going to be motivated enough to get help for their dilemma. You need to be a manager who listens to their employees and offers help when they need it the most. Don't make it feel daunting for your employees to come to you for help.

 

2. Offer Incentives

There are a variety of incentives that you can offer to your workers that will motivate them so that they do a better job. Holiday bonuses and employee-of-the-month salary incentives will get workers performing to the best of their ability. The incentives don't have to be extravagant, but they should be enough that your workers will want to obtain them by doing a better job.

 

3. Allow for Job Advancement

There is nothing worse to an employee than a dead-end job. If a worker feels like they aren't going anywhere and there isn't room for advancement, they will begin to look for other forms of employment. One of the benefits to staying at a job for a long period of time is that you'll get salary increases and job title advancements. If neither of these is available, your workers will leave quickly and often.

 

4. Lead as an Example

Your employees need to see that you're just as willing to get down and dirty for the company as you expect them to do. You need to get on their level and do the exact same work they're doing to show that you care and understand their everyday struggles. A manager who sits at a desk all lay in a cushy air conditioned office looks smug and arrogant to their workers, especially if you're the same person who tells people what to do.

 

5. Show Appreciation

Your workers want to know that they are appreciated and that their work matters. Giving out recognition awards or just telling an employee "thank you, you did a great job" can be the light of their day. In fact, it's been shown that workers who are given compliments on their job performance regularly do better and learn quicker than other workers who are never told the same things.

 recognition trophy

6. Offer Flexible Scheduling

People like flexible job schedules that enable them to juggle home life with work life more easily. Your workers will feel motivated and ready to do a great job when you're able to be more flexible with their lifestyles. This doesn't mean that you should allow employees to work whenever or however they feel like it, but if a worker needs Tuesdays off for their child's care, you should be ready and willing to meet this demand.

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