Archive for the 'years of service awards' Category
We’ve written many posts on employee recognition, how to do it, why it fails, how to make it successful, why you should do it, when you should do it etc., etc., etc.
It’s hard to look at a HR publication that doesn’t speak of employee recognition and the positive effects it has on employee engagement. There also seems to be a study a week on the same subject. There are even some people in the awards industry that feel employee recognition and employee engagement should be synonymous. With so much being said about it, why would we even ask the question “Is Employee Recognition Scarce?” Simply because in many places it still is.
The single most used recognition system today is the ubiquitous years of service program where we recognize an employee’s longevity with the company. These programs can be traced back to the beginning of the 20th century, and they are still going strong. They are the easiest to implement, and frankly they don’t take much involvement from the management.
Does your management really believe in employee recognition? Are they as involved as they were in the beginning (if they were)? Do they take the time to do it and do they do it right, or do you have to remind them all along the way? Have your recognition efforts turned into employee complaining, jealously or dissatisfaction? Does your management know how to provide recognition, or have they had bad experiences when they do?
It’s that time of the year to do an inventory of your recognition program and ask these tough questions. Or, ask around your organization and see what your people really think. Or, take a quick analysis of your program and see how many of your employees were truly recognized for their performance this year, and what they received for it. What % of your employees do you think should be recognized on an annual basis? If you are recognizing less than 40%, does that mean that 60% of your employees don’t deserve it?
In the end, you are the judge of whether or not you think that employee recognition is scarce.
Limited winner programs (person of the month, annual winners circle, etc.) were spawned by a true desire in organizations to recognize employees, but without budgets necessary to implement them properly. These programs, or a great portion of them, are almost exclusively subjective in nature, are rarely built around a provable return on investment, and are always designed to award only a small percentage of the employees.
While these programs are certainly appreciated by the few who are honored, how many other worthy employees in the organization go unnoticed, and if truth be known harbor ill will toward the company or fellow employees? How much animosity occurs at the water cooler the day after the gala year party to recognize the chosen few? If you haven’t heard any, you aren’t listening.
Years of Service programs, the first of these types of programs (and now the most prominent type of recognition program in business today) has become inbred in companies, and unfortunately often the only recognition system that exists. Ask executives in almost any company if they have an employee recognition program in place and they will inevitably say yes. What they are usually referring to are the years of service program that awards (at best) only a handful of your employees.
We are often asked by clients for better ways to recognize more employees. Obviously budget is a big piece of how many employees can be recognized and rewarded, but by no means the only criteria to examine. There are a myriad of ways to increase the usage of recognition, but to do it takes a lot work, and that’s usually where things start to fall apart.
While you’re thinking about it, how many employees in any given year should you actually recognize for performance? A good question in answer to that would be how many of your employees actually show a positive performance in any given year? It’s simple, that’s how many you should recognize!
We have designed programs that can reward up 90% of your employee base. As any employee performance bell curve you’d care to review will show you that any organization will have a 10% – 80% – 10% distribution. The bottom 10% of employees that are not and probably never will be engaged or be good performers. In that case, recognizing the other 90% would be a good goal to use, wouldn’t it?
If you’d like to see strategies on how to recognize more employees, and start to do away with those archaic programs that award only a few, just contact us above.
Consumer surveys conducted by Goldman Sachs for the International Council of Shopping centers point out that gift cards will be the most popular choice among shoppers this year.
The ICSC released their list of top holiday gifts for the 2011 season as part of the ICSC’s holiday spending forecast, which includes predictions for Black Friday. The items that consumers plan to purchase this year is:
- Gift cards – 14.2% compared to 11.2% in 2010
- Clothing – 12.8% compared to 11.9% in 2010
- Toys or Games – 11.2% compared to 8% in 2010
- Music, CDs of DVDs – 9.2% compared to 8.6% in 2010
- Cash – 8.4% compared to 8.1% in 2010
- Electronics – 7.9% compared to 7.7% in 2010
Did we ever think that gift cards, used as holiday gifts would be more than 70% higher than cash?
The popularity of gift cards extends throughout the year and extends to your employees. Gift cards are especially useful in any type of employee recognition or incentive program. The same reasons that large % of folks like gift cards for the holidays are evident in employee award systems. They have become the #1 favorite award of employees for several years running.
For a gift card award system that will give you the ultimate in choice with over 500 of the most popular gift cards in the country check out Award of Choice.
Award giving can be a difficult business. Tastes change, trends fade and what someone may have wanted a couple of weeks ago isn’t what they want today. We all face the same situation when it comes to selecting awards for incentive programs, and for many of us the best conclusion in these fast moving times – let them get what they want!
The gift card has been a godsend for anyone who can’t pick out the perfect thing that someone wants. And they’ve grown in popularity faster than anything else in the retail world. In 2004 we spent $20 billion in gift cards. Last year we spent over 4 times that. Gift cards have gone from being considered impersonal gifts to being the most thoughtful gift of all. The gift card is a sign of the times – tastes change quickly, options should remain open, and you never know what you’ll spot something you just can’t live without!
Why the huge increase in demand for gift cards? Simple. Not only does it let someone buy what they really wanted (but were maybe too polite to say), it also lets them get it at the best price possible. They can wait until the sales, they can take advantage of special offers and maximize that gift. But there’s still a problem – what gift card to give?
You can try and pick the specific store they want to go to, but more often than not they might want to go somewhere else or they don’t get the chance to visit for some time. And those gift cards sit on dressers, or in the back of wallets until they’re forgotten. There is the universal Visa or American Express card, but with those you have hidden fees, fine print and expiration dates. Not the mention the many problems some purchasers have had with these types of cards.
That’s where we come in. The Award of Choice is the ultimate in flexibility when it comes to award programs. It can be redeemed when the time is right, for cards from hundreds of your favorite retailers, hotels, theatres and restaurants. And best of all the certificate will never, ever, expire, so they can take as long as they like to choose where to spend their gift. All this choice, and you can create it right from your computer, customized for your special someone.
We think this is the ultimate award, we know it’s something we’d like to get for every occasion and we hope you feel the same way.
I had a phone call the other day from a very pleasant woman who was selling business lists for email blasts or direct mail. While she knew we were in the “incentive business” (as our company name is Incentives, inc. it wasn’t too tough to figure out) it was clear to me that she didn’t have a good understanding of what this business really is. Actually she didn’t have a clue. She thought that if her lists worked for one “incentive” company it would for work all of them. What she didn’t know is that our industry is quite divergent and depending on what we are selling, to whom and to achieve what result, what we do and how we do it can be light years apart!
I’m sorry to say that many prospective client companies don’t really have a good understanding of our business either. They see us through the lens of their own needs. A meeting planner will see us as a travel company, for an HR specialist we will be a company that sells corporate recognition or years of service programs, for a sales executive we might be a merchandise or gift card company to provide the awards for a sales contest, for a marketing director a premium company for a consumer promotion. All too often, companies will see us through the persuasive selling ability of incentive suppliers calling on them. You can put some incentive companies in a neat and tidy little box; others may have to go into two or three boxes and still others put themselves into as many boxes as it takes to make a sale. Read the rest of this entry »