When considering rewards for employees, think beyond the obvious. There are a lot of small yet valuable rewards that can be offered to employees throughout the year. These can include products, services and experiences that are local, meaningful and valuable to your employees. These rewards can also reflect your values and build your culture. Many don’t even cost money. Here are just a few ideas:
This year, Earth Day falls on Saturday, April 22. Although you may not be in the office for Earth Day, that’s no reason not to celebrate! Below are a few ideas for ways you can commemorate Earth Day in the office, as well as conservation suggestions for a more efficient year.
As you might expect, Employee Appreciation Day is a big deal at Kudos. We love taking the day to really focus on our people. Below is a list of ideas for organizations of all sizes to do the same!
What values do you wish your employees to live and present to others? Are those values clear and apparent throughout your organisation?
Some say there are enough challenges facing SMEs without suggesting they also have to incorporate employee recognition. However, it is becoming clearer that recognising staff for the work they do helps to build a company’s culture. This is particularly true when a recognition programme encourages staff to repeat desired behaviours, which support company values and goals.
Contemporary research continually places the importance of employee engagement front and centre. The latest Gallup poll suggests that only 30% of the workforce feel engaged … blah, blah, blah … I know … we have all heard the statistics about the lack of engagement. So how do you grasp the nettle of poor engagement? How do you encourage employees without alienating them?
Recognising employees for a job well-done has a positive impact on individuals. It also has the ability to change the culture of an entire organisation for the better. Many companies have employee recognition programmes in place. However, a lack of clear objectives for these programmes can lead to poor implementation and disappointing results.
Yesterday we had the pleasure of announcing our newest Advisory Board Member J.C. Herrera, SVP Human Resources at Lithium Technologies. Last week I was speaking with J.C. about organizations and culture. He had some great perspectives on how companies can build the culture they want, and it all begins with listening. I'd like to take this opportunity to share some of J.C.'s thoughts:
Every day is a great day to appreciate and recognize your employees, however today is officially ‘that’ day. It originally started in North America and is the first Friday in March. While recognition can come in many forms, from hand written thank you cards to a peer-to-peer social recognition system, it’s important to keep a few things in mind. Here are 10 tips, courtesy of Saira Gangji from Elevated HR on how best to recognize your employees.
Social Recognition, while new to some, has already proved itself to be an effective and engaging recognition tool. It encourages individuals and teams to reach out to recognise one another for the great work they do.
A Social Recognition platform provides a toolkit, which can build meaningful relationships as well as supporting an organisation’s culture and values. It has the immediacy and reach not available to other forms of recognition. These are just some of the elements which make Social Recognition especially appealing for organisations to implement as it helps turn a work place into a great place to work.
Welcome to the world of Social Recognition!
Last month I was fortunate to be part of a Government of Canada Trade mission to the Philippines with the Honorable Federal Minister of Trade Ed Fast, Federal Senator Tobias Enverga Jr, Ambassador Neil Reeder and many other business delegates from the Canadian business sector.
Have you ever worked extremely hard on a project, or closed a difficult account and felt like an indestructible work machine with the soundtrack from Chariots of Fire rolling around your head as you stand a few inches taller around the water cooler? If so have you felt the reciprocal range of emotion as you are indirectly put back in your place by a lack lustre, inauthentic acknowledgement by your superior? You leave not only discouraged, but in many cases wanting to take your awesomeness to an employer that values you and your contributions…because damnit, YOU deserve it!
