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Celebrate Your Employees

10 Meaningful Ways to Celebrate Your Employees

Are you celebrating your employees on a regular basis? The people who work for your organization perform essential functions for you, and in return you should respect them, appreciate them, and be supportive of them. It’s time to celebrate your employees with thoughtful gestures that can take their employee experience to the next level. Here are 10 meaningful ways to show your employees how much you appreciate everything they do:

1. Eliminate the Bullies

Even careful hiring and screening procedures can fail occasionally, accidentally adding a bully or troublemaker into the employee mix. This can demoralize the rest of your staff, and you may lose some of your more dedicated workers. A 2017 nationwide survey of workplace bullying found that 60 million people are affected by bullying on the job, and 29 percent of the victims remain silent about it. Basic concern for your staff begins with making sure they feel safe at work.

2. Get to Know Your Employees Better

Communication works more effectively when people know each other better. Zappos, famed for its employer brand, has an “80-20 rule,” which mandates that managers spend at least 20 percent of their time with their team members. Zappo’s Insights trainer Kelly Wolske says, “When you get to know each other on a personal level, mutual respect grows. Knowing someone’s triggers as well as their strengths can also improve communication.”

3. Offer Employee Recognition

Levi King, CEO of Nav and founder of Lendio and other businesses, emphasizes the importance of acknowledging everyone’s contributions as a way of showing appreciation in the workplace. He writes, “Go out of your way to acknowledge unique efforts and success. Recognition is the icing on the cake of achievement, and it tastes delicious.”

4. Design Workspaces That Encourage Movement

Innovative companies are taking a second look at the layout of workspaces and increasing their employees’ productivity by encouraging them to move around during the day. A recent paper by design company Teknion notes that most office jobs keep workers tethered to a chair, while “alert, engaged, and healthy workers are most often those who are afforded a stimulating and inspiring work environment that encourages movement — to sit, stand and walk around.”

5. Define a Career Path for Each Employee

A major factor that leads workers to seek new employers is stagnation at their current jobs. “Workers who stay longer in the same job without a title change are significantly more likely to leave for another company for the next step in their career,” according to Andrew Chamberlain, chief economist at Glassdoor. Neglecting employee development can also have a measurable negative effect on your company’s bottom line.

6. Set an Example of Positive Energy

If you don’t seem glad to see your employees each day, those workers aren’t going to feel that they matter to you. Show that you care about them as people by putting out vibes that are encouraging and upbeat. Leadership trainer Shari Bench tells managers, “Do not wait for others to create the positive, rewarding, motivating environment that you have had the power to create all along.”

7. Ask for Employee Opinions

When you care about people, their opinions are important to you. The reverse of this statement is just as true: If you ask people about their thoughts, preferences and creative ideas, they will feel that you value them as individuals. Entrepreneur recommends that managers “ditch the suggestion box” and instead create a culture of transparency and fearlessness, in which everyone feels encouraged to speak up.

8. Reward Good Efforts

According to a study published in Business News Daily, “85 percent of workers surveyed felt more motivated to do their best when an incentive was offered, and 73 percent described the office atmosphere as ‘good’ or ‘very good’ during an incentive period.” The article notes that reliably offering employee rewards and incentives elevates levels of employee engagement, an essential element for building a sustainable business.

9. Encourage Employees to Take a Break

We don’t just mean coffee breaks here. Your workers need to have your permission — and in some cases, your friendly insistence — that when they leave work at night, they can ignore work emails and focus completely on the rest of their lives. To maintain good health and avoid burnout, they need to take all their vacations days as well; American workers left 658 million vacation days unused in 2015, lowering their productivity and depressing their attitude about their jobs.

10. Don’t Forget Free Food

No discussion of valuing your workers would be complete if we didn’t mention snacks. Food is one of those perennial forms of caring guaranteed to delight almost everyone. In a recent survey of millennials, 48 percent said that if they were looking for a new job, the availability of snacks would be a factor in their decision, and in one company, workers said the introduction of a seltzer machine was “life-changing.”

The common thread among all the measures listed above is that employees feel valued when their needs and efforts are individually recognized. To optimize your company’s productivity and attract the best talent in a competitive market, you must create a culture of recognition. To learn more about how to establish best-practice methods for giving employee recognition and rewards, download our e-book, “Recognition Culture: The MVP of Employee Experience.”

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Shocking HR Stats

13 Scary Employee Engagement and Recognition Stats That Will Spook You This Halloween

Are you haunted by worries that your best people might quit right before a key deadline? Does lack of team alignment keep you awake at night? Don’t let the tentacles of leadership doubt creep into your brain during hours when you should be rejuvenating. Read through these thirteen hair-raising employee engagement and recognition statistics below and banish any lurking shadows from your company culture.

1. Workers Are Still Rewarded Just for Existing

In a scary throwback to the mid-twentieth century, 87 percent of employee recognition programs center on how long the person has been at the company. While it’s true that minimizing turnover is helpful, nobody comes to work every day because of recognition they’ll be awarded in some future year.

2. Frequent Recognition Gets Overlooked

We know, your life as a manager gets hectic, and you may assume employees can read your mind when you don’t express the appreciation you feel. Pro Tip: They can’t. A Gallup survey finds that only 1 in 3 workers strongly agree that they have been praised or recognized within the past week for doing good work.

3. Most Workers Are Not Engaged

According to Gallup’s 2017 State of the American Workforce report, 51 percent of employees state that they are not engaged in their jobs, which means they’re likely keeping an eye open for a new job. That’s a scary thought, isn’t it? And don’t even think about the distracted workers doing jobs that have a direct bearing on other people’s health and safety.

4. Leaders Are Falling Down on the Job

Gallup provides some truly alarming figures related to the failure of leadership in today’s companies: Only 15 percent of employees “strongly agree” that their management gives them confidence about the future of the company, and only 13 percent state that the company’s leaders communicate effectively throughout the organization.

5. Actively Disengaged Workers: A Problem Waiting to Happen

The number of “actively disengaged” workers, at 24 percent, is nearly double the 13 percent of workers who say they are actively engaged. This can be expensive to your business, as Gallup points out that each instance of employee turnover costs your company an average of 1.5 times the employees’ salary.

6. Recognize Them or Lose Them

Research published in Human Resources Today finds that “the number one reason why people leave jobs is limited recognition and praise.” This is a simple statistic, easy to remember, that will help you keep your talented workers on board for the longer term.

7. Criticism Impairs Thinking

You may think constructive criticism will elicit star performances, but neuroscientists disagree. In fact, criticism activates higher levels of the hormone cortisol, which researchers say “shuts down the thinking center of our brain.” Praise, on the other hand, stimulates the basal ganglia to release pleasure hormones dopamine and oxytocin, which improve performance and attention levels.

8. Lack of Recognition Interferes with Performance

Do employees who aren’t praised work harder, in hopes of eventually being appreciated? Harvard Business Review says “No.” Their research points out that 40 percent of American workers say they would put more effort into their jobs if their employer recognized them more often.

9. Don’t Be Part of This Statistic

The Harvard Business Review study cited above also found that the average employee in their survey reported that it had been 50 days since they last felt recognized for anything they did at work. What number would your average staff person mention, if a surveyor were to ask this question?

10. Millennials Can Slip Away

A recent Deloitte survey found that 2 out of every 3 millennials expect to leave their current job by 2020. One major reason for this restlessness is that this generation feels their skills are not recognized. Only 28 percent of respondents stated that their organization is currently making full use of their skills. To keep your younger workers engaged, you need to recognize their efforts by offering development opportunities.

11. Millennial Need for Flexibility Is Overlooked

Chances are good that the millennials working for you want more flexibility. Eighty-eight percent of younger workers want more schedule flexing authority, while 75 percent want the opportunity to work for home. Meanwhile, only 43 percent of these workers are allowed to work from other locations… so it’s a good bet that some of your staff are surfing the web looking for more adaptable jobs

12. It’s Up to You

Management accounts for 70 percent of the variance in engagement scores. That’s both good and bad news. It means you have a huge influence when it comes to upping your employee engagement scores, but it also means that no other techniques for increasing engagement will be successful if you ignore your role in the solution.

13. Don’t Be Overconfident

You’ve just read a dozen statistics indicating just how big the room for improvement is. Here’s one last warning to take with you: 89 percent of senior managers feel that their company is actually very good at recognizing their workers. This means they probably won’t change. Don’t be part of that overconfident group.

The figures above come from a range of sources, but they all deliver one single message: Rewarding and recognizing your employees is a no-brainer. You work hard on all kinds of complex tasks in order to bring success and sustainability to your company. Don’t overlook the most obvious — and simple — building block of workforce loyalty: prompt, varied employee appreciation.

For more insight on the importance of recognition in the workplace, check out Achievers’ eBook, Recognition Culture: The MVP of Employee Experience.

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