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Shift to Recognition

The Shift from Years of Service Awards to a Culture of Recognition

We’ve all been there. Your coworker Sam is moving on to a new opportunity. Goodbyes are being said. Personal email addresses are being exchanged so everyone can “stay in touch”. Sam’s cardboard box is filled with the usual suspects: family photos, a mousepad with the Dallas Cowboys logo, the chrome stapler he secretly lifted from the supply closet and a Ziplock bag full of client business cards he has gathered over the years.

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Now, here is where the real fun begins. Sam’s footsteps can still be heard in the hallway when the vultures swoop in at his desk. The Pilot 2.0 pens, the ones that draw the super clean lines without smearing, go first. The post it notes and desk calculator go next. Bill from accounting grabs the XXL Chili Cookoff sweatshirt for his 6’4” nephew who plays nose tackle in Idaho. By the time the dust settles, inventory has grown scarce. However, a few items have remained unclaimed despite numerous scavengers passing by. Sam’s three “Account Executive of the Half” awards have zero bids. What is Sam supposed to do with these? Set them up on his desk at his new gig? Another drawer holds the faux leather briefcase with the company logo stitched on it that he received for his five-year work anniversary. Sam only had three options for his award and he selected the briefcase over the whiskey decanter (he already has one) and the cherry wood desk clock (his watch works fine). Sam won’t need it in the future as this company is now firmly in his past.

Why would Sam leave his years of service award behind? These type of awards are meant to be a reward for the culmination of five years of hard work! Does an unused briefcase truly represent the appreciation his previous company had for him? Sam has worked his tail off for 260 weeks and his big thank you comes in the form of a pleather bag to carry to work – the same bag that has been gathering dust in his desk drawer since the day he received it. To make matters worse, every employee next to Sam receives the same type of awards at their five-year work anniversary which makes the gesture less personalized. Whether your work performance is the strongest or the weakest in the company, everyone gets the same reward. Logic would assume that a costly rewards program would focus on performance yet 87 percent of recognition programs focus on tenure.

This brings up a legitimate question –  is a tenure of 5 years the benchmark to define loyalty? Do employees not take actions on a monthly, weekly or daily basis to benefit their company and confirm their commitment? For Sam, there were dozens of moments during that time span that were worthy of recognition. Like the time he renewed his biggest client despite them having given a verbal commitment to his competition. What about the time Sam worked 10 hours on Thanksgiving Day to finalize the forecast projections the CFO dropped on everyone at the last minute? Or maybe the 11 folks he acted as a mentor to when they were new hires. If you demand Sam’s loyalty, you must recognize him in the moments he displays it. After all, 59 percent of employees are not recognized at their preferred frequency. Nobody is sticking around for half of a decade just to get a lapel pin, gold watch or acrylic awards. In fact, the high majority of employees will never make it to a 5-year anniversary at a company. According to the Bureau of Labor Statistics, the average job tenure in the US is just 4.2 years. And the millennial workforce, who is expected to make up 75 percent of the workforce by 2025, will switch jobs four times in their first decade out of college!

What’s the solution? How do you build loyalty in the modern job-hopping workforce? The secret lies in building a true culture of recognition. Employee recognition should be given frequently and in the moment. This can include performance achievements, learning and development accomplishments and even celebrations such as birthdays and work anniversaries. Below are six keys to a successful recognition strategy.

  1. Speak to employees in their preferred language
    The modern employee wants convenience and information delivered in a manner that is easy to use, available via mobile and in the flow of work.
  1. Increase the frequency in which you recognize to drive behavior
    Letting employees know that their positive contributions are noticed drives discretionary effort because what gets recognized gets repeated.
  1. Celebrate milestones in the moment
    Find reasons to show employee appreciation such as finishing an onboarding checklist, completion of modules in a learning management system, birthdays, service anniversaries, etc.
  1. Integrate multiple programs into your recognition and engagement platform
    Make your recognition and engagement platform into a one-stop shop. Integrate other company programs such as HRIS, LMS, Wellness, Charity, Innovation and Referrals.
  1. Incorporate a non-monetary recognition strategy
    Not all recognitions have to include a monetary reward. Allowing for social recognitions increases frequency and drives incremental effort.
  1. Research successful employee recognition programs
    You’re not alone when it comes to building an impactful recognition strategy. Take a look at how other companies are successfully engaging their workforces through employee recognition. For example, you can gather inspiration from Horizon BCBSNJ’s and Smart & Final’s success stories. Access more HR success stories from leading companies here.

As the modern workforce shifts from year of service awards to sophisticated recognition and engagement platforms, it’s important to keep in my mind my six keys to a successful recognition strategy. From now on, avoid having the next Sam walk out your door by showing him appreciation from the start and on a regular basis.

To learn more, download Achievers eBook Recognition Culture: The MVP of Employee Experience.

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We’re excited to share that Achievers has been nominated for the Canadian HR Reporter’s 2018 Readers’ Choice Awards in two categories: Employee Engagement Programs and Recognition Programs & Awards. Share your love for Achievers and vote for us today before the March 19, 2018 deadline. Vote here.

Do you have any thoughts on this article? Share your comments below.

About the Author
Clinton Bean Headshot
Clint Bean is an Enterprise Account Executive at Achievers dedicated to helping large corporations better understand the evolution of engagement. He resides in Texas with his wife and 3 sons and can often be found on the sidelines coaching basketball and soccer or enjoying a round of golf. Connect with Clint on LinkedIn.

 

 

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Elite 8

Meet the Elite 8 Winners Recognized for Exceptional Commitment to Employee Engagement

The Achievers 50 Most Engaged Workplaces Awards aim to encourage companies to reflect on the work environments they’ve curated. The quality of an output, whatever it may be, is defined by the people who execute on the process and is indicative of how engaged they are with their work. There is no exact science to employee engagement: its composition varies based on the values and mission of a company, but there are 8 elements that consistently align with engagement. As we reviewed the Achievers 50 Most Engaged Workplaces Awards applications, we kept a special eye out for applicants that excelled in these specific elements of employee engagement: are you ready to meet the Elite 8?

Leadership

Alliance Data Systems is the engine behind loyalty and marketing campaigns for more than 1,000 consumer-facing companies worldwide. Leader transparency and interaction is a priority for them: their CEO visits most of their locations around the world every year to speak with associates, answer questions and share the long-term vision.

Communication

Electronic Arts is a leading global interactive entertainment software company that delivers games, content and online services across a variety of platforms. Agile goals that evolve alongside career development plans or business priorities paired with real-time feedback ensure constant, candid communication flows.

Culture

ARI combines ideas, technology and human perspective to curate an automotive fleet management experience that optimizes performance and impacts customers’ bottom line. Family defines their culture: from internal priorities that foster career development and recognition, to an emphasis on personal interaction – caring is key at ARI.

Rewards & Recognition

ATB Financial takes an Albertan-centric approach to banking to help foster successes within the communities of Alberta. They strive to embed recognition in their company DNA to increase personal equity, company commitment and customer service.

Professional & Personal Growth

ArcelorMittal Dofasco is Canada’s largest flat-rolled steel producer and a hallmark of advanced manufacturing in North America. From global assignments and leadership development to apprenticeship program and tuition refund, emphasis is placed on helping employees grow their careers internally.

Accountability & Performance

Cadillac Fairview Corporation Limited transforms communities for a vibrant tomorrow: one of largest owners, operators and developers of retail, office, mixed-used properties in North America. Company-wide objective setting and performance coaching ensures alignment on business objectives and clarity surrounding expectations of team members.

Vision & Values

Reynolds American (RAI) and its operating companies have a bold vision to achieve US market leadership through the transformation of the tobacco industry by meeting emerging marketplace demands for innovative tobacco products while redefining how a tobacco company can help reduce the harm caused by smoking. RAI employees are innovative trailblazers who are connected by common core values to drive innovation and ignite the breakthroughs that are changing an entire industry.

Corporate Social Responsibility

Total Quality Logistics is a freight brokerage firm in North America that keeps the economy moving by connecting customers needing to move truckload, LTL or intermodal freight to carriers with the capacity to move it. They established their program to organize and amplify employee’s philanthropic efforts.

There you have it. Eight companies who have identified and developed the engagement element that drives their success. An idea can only thrive if it has the right people to execute on it: employee engagement matters.

Learn more by reading the press release announcing the Elite 8 here.

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About the Author

Sarah Clayton

Sarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

Recognition Provider Spotlight

Achievers Named #1 Overall Recognition Provider in Baker’s Dozen 2017 by HRO Today

Achievers is honored to be listed as #1 out of 13 ranked vendors in both the Overall Excellence category and Breadth of Service category in the HRO Today’s Baker’s Dozen Survey. Read the press release here.

Employee recognition is a very important part of company culture. So much so, more and more HR Tech is dedicated to making employee recognition easy for both employees and managers. And it can address important business objectives relating to employee engagement, like attracting top talent and increasing productivity. In fact, 40% of workers in the U.S. said they would go the extra mile for a company that rewards and recognizes them on a regular basis. This means even the smallest investment in an employee engagement platform could have a big impact on your company’s bottom line.

Here are just a few of the key business objectives HR tech, employee recognition and employee engagement can address when working together:

With more and more HR tech providers offering a solution addressing employee engagement and recognition, it might be hard to decide which is the right one for your company. But according to HRO Today’s Baker’s Dozen Survey, Achievers is the cream of the crop. As announced on August 17th, 2017 Achievers finished first out of 13 ranked vendors in both the overall score category and the Breadth of Service Category.

HRO Today ‘s rankings are based on the buyers of the services, rather than the opinion of HRO Today staff. The overall category ranking is derived from three components: features breadth, deal sizes, and quality. Check out what Elliot Clark, CEO of SharedXpertise and Publisher of HRO Today, said about why Achievers won:

“Employee recognition leads to better employee retention and engagement, and companies seeking recognition and motivation service partners consider the information provided in the HRO Today magazine Recognition Baker’s Dozen Customer Satisfaction Survey to provide extremely valuable insight to a successful RFP process. Achievers led this year’s ranking in the No. 1 position, overall and for breadth of service, differentiating itself as an exceptional provider in this highly competitive industry.”

This is a tremendous honor for Achievers. As Greg Brown, Achievers General Manager, commented:

“The eagerly awaited HRO Today Baker’s Dozen results are considered by buyers to be the gold-standard for recognition providers. Achievers is honored to have earned the No. 1 ranking in both the overall category as well as breadth of service. Achievers understands the challenges organizations face today to attract, recognize, and retain top talent. We are committed to helping our customers excel in employee engagement.”

Having pioneered the concept of social recognition, Achievers remains the innovation leader in the industry, continuously developing new approaches that drive employee engagement by delivering best-in-class employee recognition tools. Among Achievers large customer base, clients like Ericsson and Shop Direct have already seen results, such as:

  • A 3 percent increase in engagement score for Ericsson, up from an already astounding 81 percent
  • A 17 percent engagement survey increase for Shop Direct

Over one-third of Achievers’ employees are a member of a service team, existing as part of its Professional Services, Customer Success, or Member Experience team dedicated to giving the best client experience. It is this emphasis on customer service that has led Achievers to receive consistently high scores on customer satisfaction surveys.

If you’d like to learn more about the Achievers and start running an award-winning employee engagement and recognition platform across your organization, schedule a demo today.

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About the Author

Iain FerreiraIain Ferreira is the Content Marketing Manager at Achievers. He lives in San Francisco. You can view his Linkedin profile here.