But it should be, because when we do employee recognition well, we not only help employees feel appreciated, we create a workplace culture where people thrive, even as the workplace continues to evolve. Recogni
To create a culture of recognition, it really needs to be ingrained in everything your people see and do. It might be as simple as implementing single-sign on or providing a mobile app that empowers employees to give and receive recognition on the go. Or, integrate recognition moments into...
How will you evaluate employees? Who will be involved in the decision-making process? Pull that information into a shared document that everybody can access, so employees know exactly what they need to do to hit the mark. 3. Provide access to the right recognition tools When...
Employee recognition is a continuously evolving space that has come a long way. Back when, most employees spent their entire careers working for one company, pre-defined years of service awards and annual bonuses seemed to meet employees' recognition needs.Table...
How comprehensive are their recognition products and solutions? Can they help you recognize all facets of the employee journey, from pre-hire to retirement, and everything in between? 3. Integrations Do their recognition products integrate with the tools your employees use every day? Do they integ...
This also applies to employee recognition in the workplace. You shouldn’t just recognize your employees, but you should do it in a more personal way, the way you’d want to be acknowledged in your dream job. Here are some ways to get you going with recognizing your employees’ hard wor...
Lead by example by modeling the behaviors you want to encourage and regularly thanking colleagues for their contributions. And remember to encourage leaders across the business to do the same! Your internal communications should also begin featuring great examples of employees who have demonstrated the...
Nothing makes someone feel unappreciated more than ignoring the fact that they’ve reached an important goal. To avoid this, managers and companies can offer for employees who consistently meet or exceed performance goals. These goal-achievement bonuses need not be monetary. Non-monetary bonuses, li...
Make long-term employee goals and development a part of your regular performance conversations Communicate with your employees to understand their goals and expectations for development. Where do they see themselves in five years? What skills or experience do they hope to gain? Be sure to let them...