Recognize Rewards 2.0 features tons of reports and over 110 gift cards to provide to your employees as rewards.
From forward-thinking companies from all over the world, this is what we see as trends, advice, and tips for employee recognition and employee rewards.
Automatic Employee Recognition
Don’t rely on a paper-based system any longer. Incorporate automatic recognition for anniversaries, email clients, and more.
Intrinsic Motivation as Employee Rewards
Dan Pink’s Ted Talk changed the way companies look at motivating knowledge workers. Look beyond monetary rewards in a program to maximize results. Try status, access, or powers as other forms of incentives.
Gallup poll found recognition from executives or management is far more significant than from peers. Encourage leadership to recognize staff for all-for-one mentality.
Start Small, Think Big
Start with a program people can wrap their heads around, while having vision for the future. This increases adoption at early stages, as well as keeping it fresh later on.
Accessible to Everyone
All levels and departments of the organization should have access to the employee recognition program.
Have a Result
Incorporate monthly awards, give special responsibilities, give to charity on staff’s behalf, or create a rewards catalog. Give staff a reason to keep recognizing.
Timely, On-the-Spot Employee Recognition
The more instant and on-the-spot a recognition, the more the impact. Psychology research from behaviorism and beyond back this best practice.
Easy to Access
Employee recognition needs to be visible and top of mind if it is to be adopted. Utilize TVs, mobile, print, and staff computers.
Easy to Use
Recognition shouldn’t take more than 1min to send and be one click away. Plus, keep the required fields in the recognition form to a minimum.
Employee Recognition Based on Values & Behaviors
Tie in company values to the recognition program to get the most out of it. Promote specific behaviors based on leadership vision.
Promote Exceptional Behaviors
Don’t recognize employees for tasks they should already be doing. Focus on exceptional behaviors. For example, getting in on time is not exceptional, but getting in early is exceptional.
Incorporate All Types of Employee Recognition
Recognition programs include anniversary and service recognition, above and beyond recognition, and peer to peer recognition. Use all three.
Have a Result
Incorporate monthly awards, give special responsibilities, give charity on staff’s behalf, or create a rewards catalog. Give staff a reason to keep recognizing.
The recognition program should provide management, HR, and leadership insights into engagement in the program and people analytics.
Top Five Goals
According to World at Work survey 2015:
- Recognize years of service.
- Create/maintain a positive work environment.
- Create/maintain a culture of recognition.
- Motivate high performance.
- Reinforce desired behaviors.
“Employees are a company’s greatest asset – they’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company’s mission.” – Anne M. Mulcahy
How do you pick the best types of employee rewards for your company? There are numerous methods of praising staff. Each and every company’s situation is unique, and what might work for one doesn’t necessarily have to work for another. To try and help you determine the best way to motivate your workforce, we have sought to compile some employee rewards for you to consider. Here are seven of them.
1) Ideas for Employee Monetary Gift or Products
Although we have quoted Dan Pink in the past as for saying monetary rewards can reduce productivity, staff nonetheless love cash and monetary prizes when appropriate. There are many options here to motivate your workers with monetary rewards. Don’t just stop at the employee when thinking about rewards. Consider their family as well.
- Apple products, like MacBooks or the watch
- HD flat screen TVs
- Home spa package (lotions, bath bombs, oils)
- Cooking appliances
- Drones or other novelty high tech
- Sporting equipment
- Bicycles for adults and children
- Car wash
- In-home or in-office hair cut
- Pay for day care
The trick is to be creative. Ask your staff what they would want to have. Get your office community involved.
2) Gift Cards Selection for Your Employee Rewards
Cards are an efficient way to reward staff. Some benefits of gift cards include they are sent automatically through Recognize for free with the initial subscription, with the large variety of gift cards, there is something for everyone, and gift cards are digital, so they are always accessible. Popular cards according to a 2016 study include:
- Home Depot
- Victoria’s Secret
- Whole Foods
- Visa prepared cards (who doesn’t love cash?)
3) Monetary Experience Ideas for Your Staff
From boat cruises, tickets to a game, or gym pass, create a unique list of experiences for your staff.
- Cooking class
- Summer classes for the employee’s kids
- Day on a boat with the family
- Sporting event tickets (basketball, baseball, etc)
- Rock climbing gym pass
- Spa package
- Specialty car rental
- Unique combo experiences (‘secret agent package’ with skydiving and mixology class)
- Vacation package
- Local amusement park
- Yoga or dance class
- Skiing trip
4) Non-Monetary Experiences
This is where a company have to get creative about what they can leverage as employee rewards. Non-monetary experiences and non-monetary gifts are less utilized and redeemed, except for the day off. Everyone loves a day off! You may want to subsidize these rewards to have some of them redeemed more often.
- Lunch with the boss (or CEO)
- Boss for the day
- Change offices for a day
- Paid time off (15min, 30min, 1hr, half day, full day)
- Pizza Party
5) Company Swag Gifts
As you can imagine, these are less redeemed than other categories, since these are things that companies already give away for free.
- Company sweatshirts
- Company hats
- Company mugs
6) Power for Staff
Companies rarely realize this is a reward you can offer and it costs no money. For those in the workplace that pull ahead, show promise, and deliver results promptly, assigning more power through delegation can offer them motivation to continue on the same trajectory they are on. Among the most common methods of assigning more power to better performing individuals is through assigning them some supervisory duties such as making them team leader.
- Power to make a decision in an area they have show expertise
- Power to come up with new ideas to tackle problems
7) Donating to Charity
Helping out is a part of the human condition. Involving your workforce in charitable events works towards building cohesion within your workers. When they relax and connect at a personal level while contributing to a worthy cause, the effects will spill over to the office as rapport and in turn productivity and retention improves. Out of the box, Recognize provides gift cards for a number of charities:
Charity Gift Cards:
- The Nature Conservancy
- Girls Who Code
- American Cancer Society
- Clean Water Fund
- National Park Foundation
- Special Olympics
- World of Children Award
- Summer Search
- Long Live The Kings
Non-Gift Card Charities:
- Mercy For Animals
- The Humane League
- Action Against Hunger USA
- American Civil Liberties Union Foundation
Discover more charities to offer here https://www.charitynavigator.org.
Mix it Up
We recommend a mix of the above methods to motivate staff most effectively. Involving your workforce in determining the appraisal package is also a way of making the process more efficient. After all, they know what resonates with them. If leadership can offer perks and rewards staff love, your workforce will be more committed.
“Being a nurse means to hold all your own tears and start drawing smiles on people’s faces” – Dana Basem.
With healthcare being one of the fastest growing industries, organizations face challenges in more ways than before in employee engagement. That’s why more than ever, healthcare organization must consider employee recognition as part of their overall strategy. While healthcare employees work in extremely high-stress situations, and are not rewarded accordingly, the employers deal with serious challenges due to a high turnover rate and labor shortage.
Healthcare’s High Turnover and Low Satisfaction
According to a 2016 Nursing Solutions report, the average turnover in the nursing industry has reached 16.5% with an average turnover cost of $50k. SHRO’s are realizing this and that’s why behavior optimization and people analytics are on the rise in healthcare.
The report shows the current situation in the healthcare industry is driven by the inherently stressful responsibilities of the employees, the high turnover rate is also caused by a reason that can be actually controlled – employee recognition and satisfaction. Underappreciated and overworked employees will never be able to perform to their best. In fact, the lack of appreciation from the management is one of the top drivers of low job satisfaction, and consequently the main reason behind the high turnover rate.
The Healthcare Solution
Employee engagement strategies move the needle for employee satisfaction and retention. Healthcare managers need to make use of these programs and to combine them with the proper tools, education and empowerment methods in order to ensure that their employees are engaged with their work. A successful program decreases turnover, improve efficiency and promotes the core values of hospitals.
How to Make Recognition Programs Work
The execution is paramount for new initiatives to take hold. Recognition programs in the healthcare industry should be balanced between value-based initiatives and performance-based. Studies shows people want to feel appreciated for their work, and they want to be rewarded for their creativity and their unique contribution to the organization.
However, for the recognition program to work as designed, all personnel involved from managers and supervisors to doctors and nurses, need to be properly trained. That’s why at Recognize we built it to be so straightforward that staff are guided through the program intuitively. We believe all tools should be easy to use.
Regardless of technology ease-of-use, the linchpin for an engagement strategy is buy-in from all levels of the organization. The following are a few suggestions:
- Give staff a reason to send recognition with non-monetary or monetary rewards
- Make it easy for managers to run reports, receive notifications, and recognize staff in their workflow
- Help leaders see the benefits of discovering qualitative people analytics through continuous positive feedback
It is important to communicate that a job well done deserves appraisal. As an organization in the healthcare system, you need to transform your company by implementing a strong culture of recognition. Once your employees know that their efforts are appreciated and their work rewarded, you will build a connection and reap the benefits, including an increased productivity, a lower turnover and an improved brand image.
Start Small Think Big
Recognition to your employees must be constant, unbiased, and meaningful. In the healthcare industry, it is important to be open to new, innovative rewarding ideas. While you can always use the existing goals and procedures for rewarding employees, innovation is what will make you benefit of a serious, appreciated recognition program.
Use Case: Making Workplace Safety a Priority
Healthcare workers are exposed to a wide variety of safety hazards. Several issues arose in 2015 that shed new light on patient safety threats. As part of a complete employee recognition program, you need to recognize and reward those employees that have been affected by an accident. At the same time, you can make workplace safety a priority by integrating this aspect into your reward & recognition program. Gallup’s employee engagement database shows 70% fewer safety incidents compared to companies with disengaged staff.
Incorporate Recognize Into Existing Processes
Integrate your NSC Employee Perception Surveys, or other safety procedures that you’ve adopted in your workplace, with continuous positive feedback through Recognize. Habits are easily adopted when attached to existing habits.
The Result: Giving Rewards
Receiving awesome perks at work as a result from employee recognition will lead to long term success of an employee engagement program. Gamification shows we can use a variety of resources. SAPS stands for Status, Access, Power, and Stuff. These are the four elements you can provide as rewards to staff.
Status – Create a special video about someone in the company and present it company-wide. Give people a special job title based on their qualities.
Access – Give staff access to conferences or even a parking spot.
Power – The power to make a decision based on the qualities they have shown.
Stuff – Gift cards, days off, massages, lunch delivered, or cash are all popular examples.
The least expensive most effective gift to an employee is status.
More Staff Reward Ideas for Healthcare
- Lower back massages each Wednesday
- Employee awards banquet once every six months
- Monthly meeting with the boss: each month, employees are invited by their superior to attend a lunch meeting
- Free tickets to sporting events for overtime hours
- Wall of fame recognition
- 20% bonus for Holidays
- Pizza party event
- Various other bonuses for performance and for positive customer feedback
How to Do Employee Recognition for Healthcare
As a rule of thumb, you need to base your program on four unique elements:
Due to decentralization, a unified platform available in the cloud is vital for your recognition program’s success. The platform should be accessible from any device and should integrate seamlessly with third-party apps. Showcasing employee recognition and creating a team environment increases productivity by 12.5%.
While it is vital to make sure your employees understand the importance of being recognized and rewarded, you should also ensure that they are be allowed to recognize their peers. Your employees should have multiple recognition options in order to become part of the larger organizational culture.
Mix of informal and formal strategies
While formal, branded awards are imperative for building up the organizational culture, informal awards are necessary to add a human touch and make the experience complete.
The last element of a successful rewarding program in the healthcare industry is a flexible program. You need to be open to change and base your rewards on the changing trends.
Once you put together all of these elements, you have a solid base for your employee recognition program. To get it rolling, here is what you need to do:
Create a project team
For starters, it is important to establish ownership of the program. The team within the institution should be cross-functional, incorporating multiple units in the hospital, the HR and IT departments. Or just someone well liked in the organization that people know and respect.
Allocate a budget:
Next convince the members of the board, the directors, and the stakeholders that putting money in an employee rewarding program is an investment that pays off by itself. HR professionals with budget of at least 1% of payroll are more likely to perceive positive effects on the organization than less than 1%. Healthcare is ranked third highest in turnover rates with 13%, improving this is accomplishable with tried and true employee engagement methods.
The cost of employee turnover not only means financial repercussions, it can result in lowering the knowledge base in your company and decrease performance and workplace morale. – Streamline Verify
Promote the launch and help your employees understand the recognition and rewards process.
Promote the launch:
Create a big event and promote it across all departments. Everyone should attend and it should be fun for everyone. Who doesn’t love a great party that celebrates everyone’s accomplishments?
People Want to Make a Difference in Their Workplace
They want to know that their work matters, especially in the healthcare industry. However, you need to go the extra mile and create a rewarding & recognition program if you want to have happy employees. Put together a recognition platform and you will be able to reap the benefits that result from keeping your employees satisfied.
Leaders of organizations must shape their company’s culture. Incentivizing behaviors is one of the best ways to handle culture change. You cannot afford to jeopardize the overall morale of the employees and affect the overall productivity, because of fractured values of your company culture.
You can help your employees overcome unaligned behavior by incentivizing behavior changes with practical steps without affecting productivity.
Focusing on Inward Employee Improvement
Vineet Nayar is the former CEO of HCL Technologies and an author of a book considered a revolution in management, “Employees First, Customers Second“. His company has succeeded the challenge of tripling its turnover ($4.2 billions today). He agrees focus on inward improvement will lead to strong company culture and high employee retention.
Appreciated employees handle business differently. When you have a happy team of workers, your customers will be happier too. Happy customers means more sales and higher revenue.
Incentivizing behavior changes in the employees is the new frontier for optimizing enterprises. Instead of pressuring employees to do their work, smart companies come up with creative ways of reenforcing positive behaviors.
For instance, a company that struggles with employees who report to work late may decide to focus on what it means to go above and beyond. In this case, the management may introduce rewards for those who get to work early. This is a simple way of incentivizing behaviors towards the exceptional. At the end of the day, the company will have a more aligned culture, one directed away from coming in late.
Employee Recognition for the Win
Incentivizing behavior changes has proved to be effective and quite rewarding. Besides getting your employees to be in sync, the productivity levels and the morale increase significantly. While bonuses are good, there are other practical ways to recognize and incentivize behavior change in employees. For instance, if an employee is named in customer feedback as exceptional, reward them with a special experience, a job title change, or a monetary gift such as a Kindle Unlimited subscription (If you haven’t tried it, the Kindle is awesome).
Peer-to-peer Employee Recognition
The coveted form of employee recognition is peer-to-peer, or when staff recognize each other for great work. A quality peer-to-peer program is one that is based on the goals and values of your company. In Recognize, staff send badges based on company values. Staff can receive points for those badges that can be redeemed. If an organization is seeking to improve customer experience, they can reward high-value employees in customer service with a field trip to Disney, where they have a program to learn more about customer care.
Act like One of the Top 100 Places to Work
How about setting up a kid’s center where employees can bring their children? This will create a work/life balance for the staff. You could get on-site medical practitioners to keep checking on the overall well-being of your employees. By providing these perks, staff feel like they are in a special club and can take their mind off other life issues.
Introduce relaxing services like manicure, laundry, yoga, massage sessions and any other thing that will reduce stress levels. You can provide passionate employees access to a mentor.
Incentivizing behavior changes will generate great results for businesses and make employees’ lives better. Contact us to tell us your story.
Workplaces are seeing generation tides, Millennials are a big part of the workforce now and with each new generation adapting to changes are necessary. Just how well is your company adapting to fit the Millennial generation into your workplace? Let’s look at the current statistics to help you evaluate your company’s current methods, how to adapt with Millennials and inspire them:
What these statistics show is insufficient workplace culture and current way of obtaining talented Millennials. It’s vital to understand who they are and what they want, they make up 38% of the U.S. workforce. Simply, desires and expectation are not being met today.
67% of Millennials will be engaged at work if they strongly agree the mission or purpose of their company makes them feel their job is important.
87% say development is important in a job. And if 29% of the Millennials are engaged at work, just what is missing in today’s workplace?
While Millennials are known as job-hopping generation. How do you inspire or keep your talented Millennial employee? There are few ways to hire, inspire, and keep your Millennial.
Step 1 The hiring process:
Every recruiter or hiring manager will ask this interview question, “Where do you see yourself in the next 3-5 years?”. Asking a Millennial this question is probably the hardest question they are going to answer. Millennial will jump ship if their employer lacks opportunities for them. Millennials are born as opportunity seekers, every hiring manager must set opportunities and help each millennial understand that opportunity.
Set expectations and lay out the opportunities before hiring a Millennial, and make sure to deliver those opportunities.
Provide staff with bi-annual milestones to reach long term goals. Remind them of where they are currently and help them develop to reach those opportunities. Millenials and Generation Z expect fast returns on investment. In the real world, that doesn’t happen often. Remind them of the steps they are taking to reach the mountain.
By setting those milestones, your staff will understand the tasks at hand and fulfill their goals. You can also celebrate each milestone achieved by using a recognition program to help them see and feel instant gratification and a sense of achievement.
Step 2 Feedback is important, but how:
19% of Millennial say they receive routine feedback. Millennials want feedback but won’t ask for it. We need to discuss the importance of transparency and opportunities. Millennials won’t ask for feedback simply because they have high expectations and are overachievers. They are constantly sprinting for results and the current way for a company providing feedback is too long of a process, it’s not helpful and a waste of time. Your company can perform one on one feedback or with the whole group to help encourage each other to grow and be transparent with one another.
Unhappiness can still arise. When setting each milestone, you must ask for their evaluation, try to understand from their perspective and show them empathy. Communication with a Millennial is vital; otherwise, how do they know if they are doing a good job, or understand your perspective and or see themselves moving forward? While feedback is important, emphasize where they are currently and how you can help them get to the next level. Providing short and instant feedback is crucial is today’s landscape.
If your company is currently using the S.B.I (Situation, Behavior, Impact) model to provide your employee’s feedback, you are on the right track. This element of engagement and performance might be one of the greatest missed opportunities for leaders and managers. If your company does not have several opportunities for your employees, you can implement a Recognition and Rewards program with a company like Recognize.
Recognition programs are a way to reach out to Millennials. It provides instant recognition and gratification. They can comb through their level of achievements instead of printed awards and certification. Instead of communicating your feedback via words, why not create badges? Encourage feedback, think Twitter, likes, short and relevant actions for your Millennials. Personalize recognition campaigns by asking your Millennial employees to come up with badges and awards, which can provide a sense of ownership and help boost productivity. Be transparent and ask them for their opinions and ideas. Recognition can be display at your office with kiosk mode, where your employees can see their achievement. Encourage each other to participate, create friendly competition, and compliment your Millennials hard work.
Step 3: Workplace Culture
Millennials are entrepreneurial. Maximizing these “intrepreneurs” who have a strong desire for achievement and who sets high standards and expectation for themselves and those around them. They will also look up to leadership for inspiration and motivation. Millennials want a manager whose ethical, fair, values transparency, and dependability. They want a boss who cares about their development and exercises their strength daily at work. It’s not just about 40+ hour work week and a consistent paycheck. It’s about how they can contribute and grow within the company.
How are you developing your employee’s skills? Are they learning or is it a mandatory checklist? Truly engage with your Millennials, you must provide a better education and learning system that will challenge them. It’s about being relevant and being practical. How can they use what they’ve learned now and in the future?
To evaluate your company’s culture, here are four questions you should consider. This goes for all generation and from the book The Human Capital Edge, by Ira Kay wrote,
- Is this a winning organization I can be proud of?
- Can I maximize my performance on the job?
- Are people treated well economically and inter personally?
- Is the work itself fulfilling and enjoyable?
Helping Millennials understand these questions can help them visually see where they will be within those 2-5 years. What is your company’s goal for your Millennial employees? What recognition and rewards are you providing your current employees and how well is it being received? Create a winning culture environment that your employees can be proud of, and your company will acquire and retain talented Millennials. Your office will become a workplace where they feel inspired and motivated to stay and grow.
Lightweight steel corporations are the last to come to mind when thinking of exceptional companies. That’s not the case with Alcoa. They revolutionized the industry.
In 1987, Alcoa appointed Paul O’Neill as the new CEO. It was his decisions that led investors to advise shareholders to sell-off stock of the already tumbling Alcoa.
Years later one investor said looking back, “It was literally the worst piece of advice I gave in my entire career.”
Optimizing the workforce is just now starting to be a priority for companies. For the newly appointed CEO of Alcoa to say he was going to solve all of their problems through improving workplace safety, you can see why the investors were skeptical.
What O’Neill knew that most didn’t was that good habits spread to other new habits. He knew he had to transform Alcoa’s culture, and he would focus on one habit – workplace safety. If they can succeed at having zero workplace safety accidents, other positive effects will occur, such as an increase in productivity and less PTO days.
Workplace safety at Alcoa is what is known as a keystone habit, or a habit that ripples and causes other habits to form. An example at the individual level, making one’s bed in the morning, causes us to be more productive. Every company has their own keystone habits that can be promoted for overall stronger employee engagement. When Alcoa started to promote workplace safety, what was once exceptional, such as cutting their incidents in half, soon became the norm.
When Paul O’Neill retired 13 years later, Alcoa’s net income was five times higher than when he started, because workplace safety habits spread to other good habits that helped the company grow their bottom line.
Start a culture of exceptional behavior
Coincidently, Recognize is working with companies to improve workplace safety. They have identified specific behaviors that are causing workplace safety incidents. To fix this problem, Recognize is providing the platform to easily reenforce positive habits that prevent incidents. What are habits in your company that need to become the norm? Utilizing an employee recognition program with built-in behavior-changing mechanisms will help.
To determine the success of your new program, begin measuring against your already established KPIs in structured and unstructured data. Structured data is true/false binary survey questions or multiple choice, time on email, time on social networks, number of incidents, and other information that is organized. Unstructured data is email content, recognition content, phone call logs, and other types of freeform text.
Inside Recognize, we provide surveys to collect structured and unstructured feedback from your employees. This helps to determine the outcome of the behavior change program. Correlate this information with data you receive through other channels, such as safety incident records, to connect to tangible results.
Evolve the habits
This is where things get interesting. The effect of creating a culture around exceptional behaviors is they stop being exceptional and start being the norm. At which point, we evolve the behaviors your company is actively promoting towards being even more extraordinary.
By utilizing an employee recognition program that saves this data, company leaders can report on past behavior data even after specific behavioral encouragement is retired. This data helps company leaders look for trends in their human capital’s behavior and make hypotheses to further refine their workforce.
Psychology studies have shown that how we dress effects our performance. When participants are told to put on a lab coat verses a painters jacket, the participants wearing the lab coat performed better. This is symbolic of a behavioral-change framework where attitudes and mindsets are encouraged through direct habits and keystone habits. What is your company’s lab coat?
If you have any questions on how to incorporate these strategies into your company, contact us.
The story of Alcoa came from the book Habit.
Single Sign On is a great tool for implementing seamless user experiences. In order to mix many third party tools together, the authentication puzzle quickly stacks up. Single Sign On via SAML to the rescue!
Implementing SSO via SAML is well documented on the internet, so I won’t go into it here. However, imagine a scenario where you want to implement SSO which integrates a third party application into your main app via an iframe. Iframes are notorious around the web yet are still used quite pervasively in places such as Sharepoint, and Outlook Web Apps.
The difficulty lies in the fact that Identity Providers do not permit their authentication screens to be embedded in iframe. And rightly so. Auth screens collect credentials and having an auth screen inside an iframe makes it real easy for a hacker to steal a user’s account information.
So, how do you work around this?
Popups. Yes, popups.
While working on this problem, I was extremely resistant to the idea of using popups as they also have a bad rap in the internet community because of how they are abused. However, after reading this article, I gave in to the fact that popups are a “necessary evil”.
Remember that the end goal here is to provide a seamless experience as much as possible. The central idea is that once a SAML flow is initiated in an iframe, a page is rendered that does the following:
2. Renders a page in the iframe that instructs the user that the popup may be squashed by the browser and to allow it, or to click a link that manually opens a new window to go through the SSO/SAML flow.
3. The page that is rendered in the iframe also continues to check(via js) whether or not a logged in session has been established. Once the user is logged in, the iframe page can be reloaded showing the logged in user content.
When a browser squashes a popup, it usually gives an indication it did so and provides an option to open it. However, this is not always obvious. This is why we give an explicit link to open SSO flow window.
This approach took about a half day to architect, and about a week of hair pulling trying to get SSO to work without popups. I recommend going the popup approach. In fact, it is probably the only way to get this to work.
We are staying true to the goal of using psychology principles instead of profit as our north star in Recognize’s product roadmap. We want your staff to be motivated intrinsically, and not just by monetary rewards. That’s why our nomination system doesn’t incorporate any cash value. Companies can choose to add monetary rewards for employees who are nominated or awarded, but that is for them to decide, not us.
How does Recognize employee nominations work?
The nomination system makes it really easy to democratically decide who is to be awarded for special mention. Staff can secretly vote on who deserves any award.
+ Employee of the month
+ Employee of the year
+ Safety Award for construction companies
+ Innovation Award for consulting companies
The admins go into the Company Dashboard to see who has been voted the most times for a nomination and the reasons employees gave for that nomination. Since staff are voting, it is easy to see runner-ups to whomever you choose as the winner.
To set up a nomination, it is as easy as creating a badge. Go into the Custom Badges and enable “nominations” on a badge. That’s it!
You should also change the sending limit. Typically you will want to allow someone to nominate once a quarter. So change it to once and a quarter. And make the points worth zero
You may want to also create a badge that is the award version of the nomination. When you decide on a winner and award them in the dashboard, you can send a recognition for that accomplishment only the CEO or an admin can send.
Now it will be easy to see who deserves recognition at your quarterly and yearly ceremonies. Admins and leaders will simply login to Recognize, see the nominations that occurred all year, and make decisions on who to mention and why. No more favoritism, no more last minute illogical decisions. Recognize is helping companies recognize and award their employees in ways grounded in science and not solely gift card profits.
Get over hiring difficulties and talent development. As we enter 2016, we welcome a promising year of new HR trends with changing mindsets and increasing integration of technology. Here are the top 3 Human Resource predictions to watch for.
High Demand of Data and Analytics Tools
Big Data is an emerging trend and plays a vital role in gathering, processing and analyzing data, thereby being the lifeline of business lifecycles. Any new-age business wanting to stand out from the crowd needs to be at the top of their game as far as data analytics is considered. Business decisions are getting increasingly data-driven, and for a good reason. Data is what helps you plumb the depths of your workforce so you can strategize HR operations right from recruitment to meeting employee goals according to shifting trends. According to Julie Stich, Director of Research at the International Foundation of Employee Benefit Plans, “Employers are trying different things to see what works for them—a lot of it depends on company culture.”
Increased Focus on Employee Recognition
Experts believe that the key to increased productivity lies in employee recognition and engagement. In fact, it is directly linked to better performance, profitability and customer engagement—outcomes that businesses of all types are seeking. If your employees feel appreciated for their efforts, it is natural that they will actively contribute to your organization’s growth. If employee rewards are a part of your workplace culture, you can also do away with talent retention worries. If you’ve used Slack’s team-based messaging software or Yammer’s collaborative social environment for businesses, you already know what we’re talking about. “We’re seeing an evolution here; it’s becoming more about total employee well-being” says Stich. With platforms like Recognize on the rise, it is clear why employee recognition is on the HR’s radar this year.
Rise of Integrated Workforce Management Systems
Any organization dealing with over 50 full-time employees will be aware of the monthly requirement to report and track data, thanks to the Affordable Care Act. If paying penalties or spending hours collecting data from multiple systems is not an option, integrated human capital management solutions come into the picture. While we’re on the topic of data, it is worth mentioning the focus on prevention of data breaches in 2016. The digital era poses various threats such as hacking of employee and customer data and has a direct impact on the business community, so time for companies to pull up their socks for extensive data management and security!