Archive for the 'employee awards' Category
Are you on the lookout for those truly remarkable employees? Following are 8 employee traits that you should look for in employees and when you find them, find a way to keep them.
You might argue that about some of these traits, but many would say that these are the qualities that make a good employee great and great employees truly remarkable. This list is not ours, it came from a blog post by Jeff Haden a year or so ago; you can see other useful employee information from Jeff Hayden here.
The 8 qualities that make up such a difference between your good and truly outstanding employees are:
1. They ignore job descriptions…they think on their feet and adapt and change quickly to shifting priorities
2. They’re eccentric… people who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.
3. But they know when to dial it back…the best employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off
4. They publicly praise… Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.
5. And they privately complain…remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.
6. They speak when others won’t…remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.
7. They like to prove others wrong… education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.
8. They’re always fiddling…great employees follow processes. Remarkable employees find ways to make those processes even better.
As we say in the title, when you find employees like this recognize them – often!
If you’re interested in learning about a high value, low cost gift card recognition system that is easy to implement please contact us above.
When is the last time you meant to tell an employee, “thanks for the great effort, we really appreciate your good work”, but forgot. You think to yourself that you can tell them later in the day or tomorrow, or by the end of the week. If you’re like most of us, that can happen a lot. And by the time you get around to it the enthusiasm is faded and the importance is gone. When you do, you lose the golden opportunity to affect an employee’s attitude and performance at work.
That’s one reason why an on the spot employee recognition system is so important. You can award someone instantly when it will do the most good. Waiting for traditional recognition award systems to kick in doesn’t reinforce the pride an employee feels right after you acknowledge the great performance. If anything it can show them that their work went unnoticed and wasn’t a top priority for you.
It is well known that good performance will be repeated when recognized. The more that an employee sees that you appreciate their efforts, the more they will continue to produce quality work.
On the spot rewards can also boost morale. They can spread like wild fire in the workplace, especially in an environment where today’s employees feel under appreciated.
The On The Spot gift card award system was developed for just these type of programs. For a simple white paper that will give you a brief overview of On The Spot, please click here.
Thought we’d bring this research from late 2012 on what gifts that adults wanted for the holidays.
It’s a little dated, but parallels more current data we’ve seen from the incentive industry. In light of all the discussion of late about employee engagement award platforms, we thought this would be helpful. Since the founding of this blog, we have been stating that gift cards are the #1 award in the incentive industry, for the fundamental reason that it’s what people want. That hasn’t changed. And when it does, don’t worry, gift cards competitors will tout that to the heavens.
In terms of what outlets these gift cards are for, this same IRF survey revealed that the largest number are for department stores at 39% followed by restaurants at 33%, bookstores at 21%, coffee shops at 18%, discount stores like Costco at 14%, grocery stores/gas stations at 13% and online retailers rounding it out at 11%.
It was interesting for us to note that when the traditional merchandise award supplier’s harangue on the main problem of using gift cards the main reasons is that they can be used for groceries and gasoline. And they are right, but 87% of the time, they wrong! Frankly it really shouldn’t make much difference to the incentive planner; the participant has to perform in order to receive the award. There are some schools of thought that think you should let them have what they want anyway. Who are we to determine those preferences?
We go a little “nutso” every time someone in the incentive/award industry uses the word “gift” when they mean an “award”. If you are conveying a gift to someone, they didn’t have to do anything to get it, that’s why it’s a gift. If you are presenting an award to someone, that person actually earned the right to receive that award.
Now let’s go a little deeper into the world of employee recognition and incentives. Frankly there is a part of the incentive industry that has an “everyone should win the prize mentality,” which doesn’t make much sense. The prize should be presented to the winners of a competition in recognition of outstanding achievement. We found this interview with Tom Coughlin, the coach of New York Giants, and his feelings on motivation to be very interesting. His view is fairly simple. People earn the right to win, just as employees in any recognition or incentive program have the opportunity to earn the right to win. The have to work for it.
Essentially Mr. Coughlin explains that motivation is a process that involves learning. Most people inherently want to be the best they can be. They want good managers who are interested in their performance and success, they want to be coached. Most employees have pride in what they do. To use that pride in the success of your organization, help your employees set realistic goals for achievement, and then show them how to attack those goals.
You can’t go anywhere in the Human Resources world without running into the discussion of employee engagement. It’s the piece of their world that drives performance in the company. But you can’t just expect engagement to exist without setting up the process to help the employees along the way.
When you do, the awards they receive will be received with the pride knowing that they Earned the Right to Win.
The cynics of the award industry come and go. Alfie Kohn and Dan Pink wrote two of the bestselling books in the incentive industry, both anti incentives. They created a contingent of believers and supporters who like an ideologues in any field have a difficulty in ever seeing the other side of the subjects. Consider for a moment what Mr. Kohn claimed in his 1993 book…
“The bottom line is that any approach that offers a reward for better performance is destined to be ineffective.” And “the more closely we tie compensation (or other rewards) to performance, the more damage we do.”
But let the academicians argue over science and other aspects of the award industry. There are plenty of them who have positions opposite of our two famous authors mentioned above and have actually been a lot more scientific about it.
A highly respected one is Gerry Ledford ,PhD a Senior Research Scientist at the Center for Effective Organizations, Marshall School of Business, University of Southern California. He received a Ph. D and M.A. in Psychology from the University of Michigan and has authored over 100 articles and ten books and he frequently speaks at professional events. Just as a comparison, Mr. Kohn was a high school teacher, and Mr. Pink was a political speechwriter turned author.
As discussed in this article from The Compensation Café, scientific research on awards is quite different than what Pink and Kohn suggest. Some highlights from this article include:
- Monetary incentives generally do lead to increased performance.
- Extrinsic awards actually can increase intrinsic motivation
- Rewards have no negative effect on intrinsic motivation
So the next time a naysayer expounds on why award programs don’t work, hand them this post and tell them if they do want information on the other side of the issue to review the posts referenced here. The incentive and awards industry is alive, still thriving and still producing results for thousands of companies. Why? Well in a word because these programs produce results. If they didn’t we wouldn’t have them. It’s just that simple.