Archive for the 'Employee Engagement Programs' Category

def incentives

The assumption by many is that these two types of activities will change behavior and produce results equally.  The reality is that they are not interchangeable with regard to producing results.  Don’t expect a high degree of behavior change for the majority of your participants when they know that only a handful of them will be recognized or rewarded.

One of the most common misconceptions in the employee award industry is that an incentive or performance improvement program is the same as a recognition program.  And a company that provides one can provide the other.  But that’s just not the case.

This if often overlooked by recognition planners as they try to design their award programs.  The easiest way to differentiate the two is with the budget.  For long term programs do you have enough budget set aside to issue awards to upwards of 60% of your employee base with @ 5% of their income?  If it’s not even close to this number you should be planning a recognition program that requires far less per person cost.


09 16th, 2014

thank you

A “Thank You Habit” lets everyone in the organization know you want to acknowledge good work. Executives want to be informed when good work happens, so they can personally say thank you.  This in itself builds good will, and a helps build a culture of trust.

Set aside time every week to acknowledge people’s good work.

  • Handwrite thank-you notes whenever you can. The personal touch matters in the digital age.
  • Punish in private; praise in public. Make the public praise timely and specific.
  • Remember to cc people’s supervisors. “Don’t tell me. Tell my boss.”
  • Foster a culture of gratitude. It’s a game changer for sustainably better performance.

Create a process for recognition

All you need to do is create a simple process for any individual in any location to feed a suggestion for recognition of a peer up the management chain

Make it personal

Commit that when a thank you request comes in, an executive will personally say thank you to the individual, whether that is by a drop-in, a phone call, or a handwritten note, not and email. 

It costs nothing 

Many organizations over-engineer their recognition programs.  Make a genuine connection with someone who has done something you appreciate and let them know.

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.

08 19th, 2014


The human brain remembers negative things more than positive things simply because it was hard-wired that way.  It was hard wired for survival.  In the “survival of the fittest” context, negative experience s can harm you.  Positive experiences are nice, but they are not of life and death importance.

We’ve all experienced this phenomenon in personal ways, as spouses, parents, managers even within friendships.  Trust is one of the most important ingredients (arguably the most important) in any relationship.  AS David Lee, an internationally recognized authority on organizational and managerial practices mentions in his seminars…

The ability to remember that a particular patterned snake is poisonous is a life or death issue. Remembering that a particularly patterned bird has an enjoyable song is a quality of life issue. While quality of life is important, it is not as important at a primal level as your survival. Thus, our brains notice and remember what’s wrong, bad, and dangerous more effectively than what’s right, positive, and pleasurable.”

His list of the ten employee perceptions you can’t afford to have in your organization are:

  1. “You want us to care about you, but you don’t care about us.”
  2. “You want us to show interest in your business goals, but you keep us in the dark.”
  3. “You make it hard to do the kind of job I can feel proud of.”
  4.  “You have no clue about what it’s like for us in the trenches.”
  5. “You make decisions that affect us, but you don’t have the decency or commonsense to ask for our input.”
  6. “You allow slacking off, poor performance, and bad behavior slide.”
  7. “You take me for granted.”
  8. “You don’t let me know how I’m doing, and you don’t let me know what I’m doing well.”
  9. “You take advantage of your power.”
  10. “You want me to be more motivated, yet you’re not inspired — or inspiring.”

Employee recognition is certainly not a cure-all for the above but can be used to offset and impact many of these perceptions.

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.

08 5th, 2014

achieve success

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.

07 8th, 2014

communications leader

These three statements were originally posted in the Booher Banter Blog.  Booher Consultants is a communication skills training firm that works with organizations to increase productivity and profitability through more effective communications.

We all know that effective communications is key in any employee recognition system.  You may want to consider reconsidering not saying these three things, especially if you are in a position of leadership in your organization.

“Don’t take this personally.” 

Now, how else would you take this statement?  Of course it’s personal.  It is probably being delivered just before some kind of a critique of you or your work.  The speaker may think it’s a way of softening the message but frankly it’s condescending and won’t set up the discussion to be positively received at all.  Avoid it if possible.

 “Don’t bring me a problem unless you bring me an answer.” 

We’re sure when leaders say this they mean not to just drop problems on them and expect them to solve them for you.  But if you had the answers it wouldn’t be a problem in the first place would it?  Unfortunately these kinds of comments can produce unintended consequences.  Without guidance from leadership many delayed decisions can bring unwanted problems often too late to be solved.

“We need to talk about that sometime.” 

If something is a problem, the time to discuss it is now!  This comment will only shut down communications.  And when leaders aren’t listening many bad things can happen.

Employee recognition efforts don’t do much good when they don’t have the attention and respect from your employees.  Effective communications should be the first thing you have in place to have a truly engaged workforce.

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.