Tag Archives: Human Resources

Trends in Employee Recognition Goals and Awards

gThankYou! Certificate of ExcellenceWorldatWork reports that more than 88 percent of organizations have recognition programs and 70 percent offer three to six different programs to recognize and reward employees. Their February 2013 Report, “Trends in Recognition”  surveys over 5,000 WorldatWork members and shows some very interesting trends in employee recognition.

The top three recognition programs in use in 2013 are length of service, above-and-beyond performance, and peer-to-peer. Programs to motivate specific behaviors are increasing and sales performance recognition is decreasing, having dropped out of the top five recognition programs.

Recognition – Top 5 Goals
WorldatWork’s survey reports the top five recognition goals as:

  1. Recognize years of service
  2. Create a positive work environment
  3. Create a culture of recognition
  4. Motivate high performers
  5. Reinforce desired behaviors

This indicates that employers’ top priority is to recognize loyal, long-term employees but also want to use recognition to improve their work environment and culture and drive motivation and behavior.

Recognition – Top 5 Types of Awards
The WorldatWork survey reports that the top five types of recognition awards are:

  1. Certificates/plaques
  2. Cash
  3. Gift certificates
  4. Company logo merchandise
  5. Food

This indicates that employers still believe that cash and cash equivalents are what mean the most to employees.  Research over the last several years supports that employees actually prefer gift certificates and gift cards, especially for practical items such as food. (For more, check out Incentive Magazine’s recent study: “Majority of Consumers Use Gift Cards for Necessities”.)

Growing Impact on Performance Management
In another recent study,  Society of Human Resource Management, along with Globoforce, surveyed 770 HR leaders who provided key insight into employee recognition trends. The survey found:

  • Employee engagement fueled by recognition is under utilized
    HR leaders say that employee recognition is key to employee engagement but engagement is underutilized and a top HR challenge. Less than half of survey participants track employee engagement levels, but those that do experience higher levels of employee and manager satisfaction from recognition efforts.
  • Employee recognition fills a feedback gap in successful performance management
    HR leaders feel that employee recognition programs effectively acknowledge employee performance even more than performance appraisals.
  • Employee recognition delivers ROI in key areas
    HR leaders reported that employee recognition increases productivity, customer and employee retention, employee engagement, return on profit margin, and return on equity. They reported increases of more than 50 percent in all these areas.
  • Employee recognition aligned with core values develops effective managers
    HR leaders see a strong correlation between recognition aligned with core values and more effective managers interacting with, engaging, and effectively recognizing the right behaviors.

Other interesting and important results of WorldatWork’s survey about trends in employee recognition include:

  • More than half the participating organizations have Human Resources administer recognition programs.
  • Less than 15 percent of organizations provide any training on employee recognition to managers.
  • Only 11 percent of organizations feature recognition in recruiting to attract candidates.

Opportunities
Trends show increasing awareness of the real value of employee recognition to business outcomes, although most employers still focus on recognizing and rewarding length of service the most. Continued improvements in employee recognition and reward are needed for the most effective impact on motivation and return on investment.

Recognition programs that motivate specific behaviors are the fastest growing, increasing by 16 percent since 2008. The most effective recognition opportunities that any company can take advantage of include implementing a written recognition program strategy, aligning that strategy with organizational strategies and providing training on employee recognition to managers.

Where does your organization fall in these numbers?  Does HR manage your recognition programs? Do you provide recognition training to managers?

Learn more about the relationship between employee recognition, engagement and your business bottom-line in our FREE Guide Below:

gThankYou! Ultimate Guide to Employee Gift-Giving

About gThankYou, LLC

Turkey Gift Certificates and Turkey Or Ham Gift Certificates by gThankYou! are two of America’s favorite employee gifts and can be redeemed for any Brand (Turkey or Turkey Or Ham), at virtually any Grocery Store in the U.S.

gThankYou, LLC provides company leaders with a variety of easy, meaningful and affordable ways to recognize and reward employees, holiday time or anytime.  gThankYou! Certificates of Gratitude and our free Enclosure Cards are personalizable including incorporating your company logo. And, nearly all orders ship same day.

gThankYou, LLC (www.gthankyou.com) is based in Madison, Wisconsin.  Contact:  Rick KileyChief ThankYou! Officer, gThankYou, LLC at info@gthankyou.com or 888-484-1658.
Follow the Company Blog –  “Celebrating Work”.
Join the Conversation @gThankYou 
Watch our gThankYou! YouTube Video – “Learn More About Us”.

“G” logo and “Certificates of Gratitude” are trademarks and “gThankYou” is a registered trademark of gThankYou, LLC.

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Employee Recognition – Creating a Comprehensive Strategy

Employee recognition is mission-critical in any organization.

gThankYou! Mission Critical StampWhy?  Today’s job market is highly mobile.  If employees don’t feel valued in their current job, they’ll find a new one where they do feel valued.

The respected Society for Human Resource Management (SHRM) undertakes an annual in-depth Employee Job Satisfaction and Engagement Report that examines employee engagement and satisfaction.

The 2012 edition of SHRM’s Survey identifies important trends that highlight the importance of employee recognition:

  • The most important aspect of job satisfaction is “opportunities to use skills/abilities”.  Among the 600 survey respondents, no aspect of their jobs has grown more in the past ten years.  It was the fifth most important aspect ten years ago; today it’s #1.
  •  “Relationship with immediate supervisor” is the second highest growth aspect of job satisfaction, and fifth overall.

SHRM offers three implications for these findings:

  • Develop existing employees.  The difficult environment for identifying and hiring key candidates, particularly for manufacturing and service jobs, means the best way to fill tomorrow’s more demanding positions is with today’s employees.
  • Communicate about the total rewards package.  Knowing about compensation and benefits options and possibilities for growth are critical for creating a growth mind-set among employees.
  • Build a bridge between employees and senior management.  According to SHRM, two of the top five contributors to employee job satisfaction were “relationship with immediate supervisor” and “communication between employees and senior management”.  “Clearly, employees value their relationship with management, and they are looking for ways to make this relationship more effective…”

So, where does that leave your organization?  We’ve talked in the past about the “Employee Recognition: The #1 Best Practice, MBWA ; (management by wandering around) is a great starting-point for all managers.

But, how do you create a culture that ensures all departments and employees receive recognition to feel valued?

gThankYou! - MIT SealOne of the most appealing, comprehensive strategies we’ve seen comes from M.I.T., the renowned university in Cambridge, MA.  MIT’s Human Resource Department has constructed an Employee Recognition Program  that includes Baseline Practices and Best Practices.

 

MIT’s “best practices” suggest each department:

  • Reinforce department and/or employee goals;
  • Provide a continuum of recognition activities from informal day-to-day to formal award events;
  • Awards criteria align with each department’s goals and values;
  • Group social events and awards are used.

The University acknowledges recognition can range from simple, everyday options (thanks, praise, respect), to the institutional (safety, providing a meaningful mission) and the formal (awards ceremonies).

As with any great University, MIT gives us the opportunity to learn.  MIT Human Resources provides a thoughtful series of outlines any organization can study, borrow and emulate.

Their advice provides a sound overall structure and suggests a broad range of considerations for your organization’s recognition program.  Here are some examples and a few of the most insightful suggestions from each:

MIT Human Resources – Designing Employee Recognition Programs

  • Maximize involvement in program design.
  • Ask employees how they want to be recognized.
  • Involve a diverse group in the design.
  • Announce the names of design team members.
  • Create a program that allows participation at all levels, including:
  • Peer-to-peer recognition;
  • Manager-to-employee recognition;
  • Employee-to-manager recognition;
  • Make “spot” award programs easy, informal and accessible.
  • Build buy-in and excitement
  • Involve senior leadership.
  • Share decision-making.

Maintaining Recognition Programs

  • Change nomination and selection committee membership each year.
  • On-the-spot recognition can take place every day, year round.
  • Be timely and spontaneous; give immediate recognition.
  • Encourage everyone to participate in on-the-spot recognition.
  • Awards ceremonies should be the high point in the year, a culmination…

Create a Continuum of Recognition 

  • “Managers and peers can provide ongoing, informal recognition on a regular basis at no cost by simply providing the type of feedback described above either in person, through email, at team meetings, or even on a sticky note…”
  • And, even MIT reminds us to use “Thank You” often.

That’s a great place to start, isn’t it?  Thanks to MIT for sharing their thinking. Where do you go for advice on developing an employee recognition program?




About gThankYou, LLC

Turkey Gift Certificates and Turkey Or Ham Gift Certificates by gThankYou! are two of America’s favorite employee gifts and can be redeemed for any Brand (Turkey or Turkey Or Ham), at virtually any Grocery Store in the U.S.

gThankYou, LLC provides company leaders with a variety of easy, meaningful and affordable ways to recognize and reward employees, holiday time or anytime.  gThankYou! Certificates of Gratitude and our free Enclosure Cards are personalizable including incorporating your company logo. And, nearly all orders ship same day.

gThankYou, LLC (www.gthankyou.com) is based in Madison, Wisconsin.  Contact:  Rick KileyChief ThankYou! Officer, gThankYou, LLC at info@gthankyou.com or 888-484-1658.
Follow the Company Blog –  “Celebrating Work”.
Join the Conversation @gThankYou 
Watch our gThankYou! YouTube Video – “Learn More About Us”.

“G” logo and “Certificates of Gratitude” are trademarks and “gThankYou” is a registered trademark of gThankYou, LLC.