Employee Recognition and Health in the Workplace

Employee giving a congratulations for a job well done

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A report called ‘The 7 Key Trends Impacting Today’s Workplace’ revealed that recognition is one of the top five motivating factors for employees. The report, which surveyed 200,000 people, also showed that monetary compensation didn’t even make it to the top five. Not enough managers know this to be true, with most just waiting for the annual performance review to offer praise and recognition to their employees.

The benefits of employee recognition

A man enjoying coffee at his work table

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Entrepreneur notes that employees should be recognized every day and every office should have active employee recognition programs. Chron explains that recognition helps minimize employee turnover because workers who get regular recognition tend to stick around longer than employees who have been taken for granted. Happier employees also tend to be more productive, which in turn leads them to perform better. When you constantly recognize your team members, it becomes a positive cycle that helps in terms of productivity and good performance.

Employee recognition doesn’t only help promote productivity in the office; it also improves the overall health and well-being of your workers. For one, productive employees don’t need to stay late in the office. They go home on time, rest as much as they need, and enjoy a good work-life balance. And since technology has continually changed the way people work, it has become imperative to implement a good working culture. Positive work cultures encourage happier employees and this makes a difference in industries where the demands of the job are high, which often leads to the employees getting easily stressed.

How stress affects work performance

A woman frustrated on a computer

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Stress is quickly turning into a health crisis, with Healthline revealing that 60-80% of doctor visits are stress-related. According to the article, symptoms of stress include:

  • Increased heart rate
  • Increased blood pressure
  • Rapid breathing
  • Shortness of breath
  • Muscle tension
  • Headache
  • Nausea

This, in turn, is putting a huge strain on a healthcare industry that is already stretched. Maryville University reports that the shortage of primary care physicians is anticipated to reach a minimum of 100,000 by 2025, with a greater scarcity in rural and inner-city communities. With more workers getting ill due to stress, the chances of them being properly treated is decreasing. This is why it is vital that employers create a good working environment. The more stressed the employees are, the more time they will take off work, and with a stretched healthcare industry the cycle will just continue.

A wellness program can help employee engagement

Someone tying their running shoes

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Leading HR professionals are saying it is time to think outside the box with employee benefits. It’s another form of employee benefit that you can provide in addition to your employee’s health insurance. You don’t need to spend millions of dollars on wellness programs—the simpler and the more frequent, the better. It’s a great program if you want to improve employee engagement and minimize, if not eliminate, employee burnout. In our post ‘Employee Appreciation Day: 8 Ideas Your Staff Will Love’ we listed straightforward ideas that will show employees you recognize and appreciate them. These include:

  • Taking your employees out to lunch
  • Writing thank you cards
  • Flexible hours
  • Prizes

Exercise and mindfulness are great options, too

A woman doing yoga

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Most of the time, mindfulness and exercise are already lumped together into one wellness program. It’s important to make them their own category. Exercises can include community runs or nature walks, while mindfulness can include volunteer work, gratitude exercises, yoga, and meditation. 

It’s all about the small gestures

Employee being thanked through a handshake

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You can also copy what DSi co-founder, CEO & Steward of Purpose, Tom Turner did for his team when he upgraded the company rewards bulletin board and turned it into an “applause board”. Now, when employees see fellow co-workers going above and beyond their duties, the employee fills out an applause card and posts it for everyone to see. This not only gives the hard-working employees the recognition they deserve but motivates their teammates. We call this the Kiosk Mode where recognition can be displayed at the office and employees can see their achievements. It’s a great way to create friendly competition among your team members.

As this article shows it is vital that managers see the value of recognizing their employees. Those who don’t will quickly find themselves with an unmotivated and unproductive workforce. 

Article by Alicia Nicole

Employee Appreciation Day: 8 Ideas Your Staff Will Love

Illustration of hands giving thumbs up

March 1: Employee Appreciation Day

Employee Appreciation Day takes place on the first Friday of every March, and was created as a way to show recognition and appreciation for all the hard work employees do throughout the year. Many companies use this holiday as an opportunity to do something fun for their employees to show them just how much they appreciate them!

Since we’re appreciating their work and awesome, go-getter attitudes, it’s important we know what they want!

Kate Kastenbaum Senior HR Manager

The company Chatmeter took a competitive approach to their Employee Appreciation Day by running a social media contest.

In the week leading up to Employee Appreciation Day we are running a social media contest for employees to post their favorite picture from a past Chatmeter activity, with a caption naming an idea for something fun or crazy the team could do next.

Collin Holmes CEO

Quote source: https://www.forbes.com/sites/laurencebradford/2018/02/22/8-companies-offering-employee-appreciation-day-initiatives/#571d9a549c46

Employee Recognition Increases Motivation and Retention

Employee Recognition with Recognize is a simple way to increase employee satisfaction, motivation, and retention. In a recent employee recognition survey at Recognize found that 49% have left a job for not being recognized, and 77% appreciate being recognized for their work. Most people surveyed also feel more motivated to work hard when they’re recognized by their managers and peers. We also found that by using Recognize 96% of employees felt more connected to their employer, and 90% wanted to stay with their company longer.

8 Ways to Recognize your Employees on Employee Appreciation Day

Office party illustration

Send employee recognitions to all your employees telling them how much you appreciate them

With Recognize, it’s easy to give employee recognition for your staff’s hard work and dedication, not only on Employee Appreciation Day, but everyday as well! With the Recognize bulk employee recognition tool, you can easily recognize every single member of your staff by importing a spreadsheet.

Download the Recognize bulk recognition spreadsheet, fill it out, and we will process it for you.

Example of an employee appreciation day poster
Employee Appreciation Day poster idea

Print off posters of some of your employee’s recognitions and hang them up around the office!

Posters are a fun way to bring the digital space into your physical space and showcase your super star employees in a new way.

Organize a town hall meeting to get all of your staff celebrating together

Town Hall meetings are a great opportunity for the leaders of the company to gather everyone around and recognize standout employees. If you have remote workers, it’s also a great excuse to get everyone in the same room for some camaraderie.

Read more about how to organize a company party or town hall meeting here.

Interview different employees and create an Instagram, Snapchat, or Facebook story to showcase your employee appreciation

Since everyone is always on their phones anyway, try bringing the Employee Appreciation Day experience mobile! Interview different employees about direct reports, managers, or peers they want to recognize for doing a great job, and post them on your social media application of choice.

Cater a lunch

There’s nothing people love more than free food! A surefire to make sure everyone is in the office that day is to have your staff’s favorite restaurant cater a lunch for the whole office. If you really want to make a day of it, have several food trucks come out to the office parking lot and celebrate the arrival of Spring in the great outdoors! See more employee reward ideas here.

Place a single flower or plant on your employee desks

Plants on an office desk

A single flower with a small handwritten note can go a long way to showing each and every employee you value them. Flowers are also a great way to show those cold dark winter days are leaving and spring is here!

Give to a local non-profit to help make the local community better

Show your employees that you not only appreciate them, but you appreciate their community as well. Give to a local non-profit that invigorates your local community and makes everyone’s lives better!

Get out of the office and volunteer

Employees volunteering for employee appreciation day

Have your staff take the afternoon off, go out together, and do something good for the community, like cleaning up a local park or beach. It’s great way to spend time together and show your appreciation to your local community as well.

If you try out any of these ideas for Employee Appreciation Day, or come up with some of your own, we would love to hear about it! Send us pictures or shoot us an email of how you recognized your employees on Employee Appreciation Day 2019!

An employee retention strategy

An illustration showcasing 10 years with an employee

Recently on Quora I answered the question, What is a great employee retention strategy? Here’s my list of important topics to answer the question:

April Updates

Incentives illustration with biking to work, carpooling to work, or closing a bank loan as examples.

Announcing Incentives

Staff report heir accomplishments to their direct report managers. Sign in to enable in the Company Admin Settings. Look for the tab Tasks to setup.

  • Promote a wellness program
  • Give bonuses to sales
  • Recognize unsung heros.

Learn more about Incentives

Engagement reports

Engagement reports

Engagement Reports

Now admins can turn on Engagement Emails for managers and admins in the Settings. Each month, admins and managers will receive emails about the engagement of their managers or their direct reports, respectively.

Go to the Company Admin Settings to enable. It is disabled by default.

Managers find out which employees is an unsung hero.
Admins find out which managers is active or inactive in the program.

Nonprofit Gift Cards

If you use the gift card feature, you can no add non-profit charities, like American Cancer Society or Habitat for Humanity.

Find them in the Rewards section of the Company Admin

Nominate Yourself

Now you can enable a nomination badge to be sent and received by the same person. Do that in the Company Admin Custom Badges section.

Talk to Other Companies

Do you have any questions about how to create a successful program, want to talk to other companies using Recognize, or have some great tips you want to share? Please let us know.

Contact us to connect



Five Worst Employee Reward Stock Photos

Hey Shutterstock, we should talk. We love your product, and pay a monthly subscription to use your services. But what’s up with some of these bizarre stock photos? Considering your industry, you’ve surely seen the TV show Corporate, in which the opening credits satirize the unnaturalness of these business “candids.” As frequent users of this platform, we regularly weed through these photos, so we aggregated our favorite worst types of employee rewards shots below.


Man holding tiny trophy, and he is very excited.

Why we love/hate this photo: Not obviously weird, but definitely is

At first glance, this photo doesn’t seem particularly odd. Sure, you may notice that the trophy is unusually small to be that excited, but the mystery truly grows as you look closer. Note that the man with the reward isn’t next to anyone – why? Did he receive the reward from someone, walk up to the front of the room, stop whatever presentation is happening in the background, and start cheering himself on? Why does everyone else feel this is acceptable behavior, and that they should support him by clapping?


Employees earning an employee reward through a trophy

Why we love/hate this photo: So relatable, and yet so awkward

Ever been on a team that won a trophy? Correction: ever been on a super competitive team that can’t decide on who gets to hold the trophy? I can hear the photographer’s instruction now: “Okay everyone, settle down. You there, move your hands down so that everyone can touch at least part of the trophy. Even a finger will do. Everyone, get closer… closer… got it!”


Employee receiving employee reward

Why we love/hate this photo: Violence in the workplace should never be celebrated

Why is this man about to punch this trophy? Did he receive it for doing something unsavory? Did he lose a championship in an annual competition and is now forced to give it to someone else? Unless it’s one of those two circumstances, there are no logical explanations for anyone would find themselves in this position. So who is using this photo in their promotional materials?


Employee doing a trust fall by herself

Why we love/hate this photo: Excitement or the moment before applying for worker’s comp?

This is what happens when companies splurge on team-building exercises once a year but don’t follow up with necessary HR resources when needed. This woman is about to do a trust fall, but wait, there’s no one there to catch her!


Employee thanking another employee

Why we love/hate this photo: Mansplaining summarized in one photo

Here’s a thought experiment: imagine this photo from the woman’s perspective. A man hovers over her, steadily approaching with outstretched thumbs. Is he going for her eyes? She covers herself for protection, laughing to keep him happy, but is moments from running away. A chilling image for sure, Shutterstock.

Ready to go deeper with your employee engagement? To schedule a meeting, visit us at Recognize.

What Men Can Do To Prevent Workplace Sexual Harassment

What Men Can Do To Prevent Workplace Sexual Harassment | Recognize

Sexual harassment has dominated headlines in recent weeks, with the Harvey Weinstein exposé closely followed by revelations about Kevin Spacey and Louis C.K. But workplace sexual harassment isn’t limited to Hollywood. Many companies in the tech industry have also made headlines for sexual harassment allegations in the past of couple years. Women have come forward to speak out about discrimination and harassment they experienced at companies such as Uber, Google, and Microsoft.

The ongoing problem of sexual harassment in tech

In early 2017, former Uber engineer, Susan Fowler published a blog post detailing the systemic sexism and sexual harassment she experienced during her one year with the company. Though she reported the incidents to HR, they were repeatedly brushed under the rug. In one case, after Fowler reported that she had been propositioned for sex by a member of upper management, she was told that Uber did not want to ruin the career of such a “high performer.”

When Fowler joined Uber in November 2015, over 25% percent of the company’s engineers were women. A year later, that number had dropped to just 3%. In the months following Fowler’s blog post, internal and external investigations into the toxic culture of harassment, discrimination, and retaliation have resulted in 20 firings and an exodus of executive talent.

Earlier this fall, Uber’s SVP of Engineering, Amit Singhal, was forced to resign after it was revealed that he had failed to disclose the circumstances of his departure from Google the previous year. As reported by Recode, Singhal left Google in the wake of a sexual assault allegation. Singhal denied the claims, but Google found them “credible” and had been prepared to fire him before Singhal resigned.

The problem isn’t limited to Uber. Three female engineers have filed a lawsuit against Microsoft accusing the company of pervasive gender discrimination that they claim has cost women at Microsoft more than 500 promotions and between $100 million and $238 million in pay. If the case wins class-action status, the women will represent 8,630 peers worldwide.

Google is currently under investigation by the U.S. Department of Labor for “systemic compensation disparities” between male and female employees that violate federal employment laws. Janet Herold, a representative for the Department of Labor, said in April, “The government’s analysis at this point indicates that discrimination against women in Google is quite extreme, even in this industry.”

Even in this industry assumes that such issues exist everywhere in tech, it’s just a matter of severity and getting caught. Indeed, it is hard to name a major company in Silicon Valley that hasn’t been accused of tolerating a culture of sexism, discrimination, and sexual harassment.

Many of the men that have made headlines for their inappropriate behavior have received consequences for their actions. They’ve been removed from power, their projects cancelled, and their reputations irrevocably tarnished.

That’s all well and good, but punishing past transgressions doesn’t do anything to prevent future incidents or change a working culture that permits incidents like these from not only happening but from going unreported – sometimes for decades. If we really want to make progress, we need to dedicate as much energy to advocating for women as we do to punishing men.

What qualifies as workplace sexual harassment?

What Men Can Do To Prevent Workplace Sexual Harassment | Recognize

Most of us probably feel confident that we would recognize and call out sexual harassment if we were to see it. But in many cases, harassment falls into grey areas that may not be explicitly outlined in sexual harassment training. Behavior that falls into grey areas is more likely to go unchallenged or unreported.

There are two broad categories of sexual harassment in the workplace:

  • Quid pro quo harassment: Employment decisions (such as promotions and raises) are made contingent on an employee’s acceptance of sexual advances or willingness to perform sexual favors.
  • Hostile work environment: The unwelcome conduct of supervisors, coworkers, or contractors that creates an intimidating or offensive working environment.

Behavior that can fall into these categories includes:

  • Sexual jokes
  • Suggestive comments
  • Discussion of sexual activities
  • Requests for sexual favors
  • Unnecessary touching
  • Commenting on physical attributes
  • Using innappropriate terminology
  • Sexual advances
  • Lewd body language

Sexual harassment includes both physical and nonphysical forms of harassment, and it is often the nonphysical forms that can become most pervasive in a toxic work environment.

Why do people tolerate unacceptable behavior at work?

What Men Can Do To Prevent Workplace Sexual Harassment | Recognize

Many of the women speaking out against Harvey Weinstein are doing so now after keeping their experiences private for years, or even decades. In discussions like those surrounding Weinstein, it’s acknowledged that victims of assault are often reluctant to come forward because they fear the consequences of speaking out against someone in power.

We may understand why women (or victims) keep quiet, but in most of these cases, the general response has been, “Everyone knew. It was an open secret, but no one said anything.”

So why don’t people who witness inappropriate workplace behavior intervene?

  1. They’re not sure what’s acceptable.

When a person is in a position of power, the prevailing assumption is that whatever they do must surely be allowed. Many of us are taught not to speak up to authority figures, even if we feel we know better.

  1. They don’t feel they have the power to speak up.

Standing up to a bully is intimidating, whether that bully is on the playground or wearing a suit and signing your paychecks. Some people don’t feel they have the courage to speak up or the strength to stand behind an allegation. They may also feel like their voice won’t make a difference.

  1. They fear retaliation.

Someone who witnesses harassment may be just as vulnerable to retaliation as the victim if they speak out. Fear of retaliation creates a toxic environment in which inappropriate behavior is permitted to continue while the majority of employees exist in discomfort and fear.

What can men do to prevent sexual harassment among colleagues?

What Men Can Do To Prevent Workplace Sexual Harassment | Recognize

Everyone goes through sexual harassment training their first day on the job. Most of us understand intuitively what is and isn’t appropriate behavior toward colleagues. And yet unacceptable behavior is frequently tolerated or ignored. The responsibility falls on men to change cultures of harassment in the workplace.

Here’s what men can do to prevent workplace sexual harassment:

  • Pay more attention. It’s easier to look away from unacceptable behavior than it is to confront it, especially when the behavior falls into the grey area. We can close our ears to inappropriate remarks or pretend not to notice a wandering eye. Start paying more attention to the behavior of men in your office – and more importantly, to the body language of women on the receiving end. Learn to read their discomfort.
  • Hold your male colleagues accountable. Cultures of harassment form when men don’t hold each other accountable for their actions. If you overhear male coworkers speaking inappropriately to or about a female colleague, call them out. Make it known that you won’t tolerate hearing such language in the office. Harassers are more likely to respond to a third party challenging their behavior, especially if that person is another man.
  • Be an ally for your female colleagues. If a female colleague comes forward with an allegation of harassment or discrimination, believe her. Stand up for her to colleagues who dismiss or ridicule her claims. Protect her from retaliation.
  • Speak up when women can’t. Women often don’t feel safe reporting an incident of harassment. If you witness such an incident, take responsibility. Talk to your female colleague and ask her if she would be comfortable with you taking the issue to HR or a manager in her stead. Respect her wishes, but make it clear that you will support her.
  • Keep extensive notes. This is the most passive action you can take, but it’s still important and it’s better than doing nothing. If you witness an incident of harassment or discrimination, document it. Write down the date, time, details of what was said or done, who else was present, and where you were. Documentation from a third-party witness will corroborate any claim the victim files with HR or law enforcement.
  • Escalate the issue until it’s dealt with. The first person you should report an incident of harassment to is your manager. If they neglect to take action, bring the issue to HR. Unfortunately, as in the case of Susan Fowler, HR doesn’t always take the action it should. In that case, you can escalate the issue even further by going to a government agency such as the Equal Employment Opportunity Commission (at the federal level) or the Fair Employment Practices Agency (at the state or local level).

Sexual harassment and gender discrimination in Silicon Valley and in workplaces across our nation will not go away on its own. It will require a fundamental shift in workplace culture to one of accountability, equality, and respect. The responsibility for that shift falls primarily on men. If one man at a time takes it upon himself to speak up for women and treat female colleagues as equals, norms will change and the tide will start to turn.

Hold yourself to a higher standard, and hold your male colleagues to one as well.


Employee Recognition Ideas for Introverts and Extroverts | Recognize

Employee Recognition Ideas for Introverts and Extroverts

Since Susan Cain’s bestselling book, Quiet, was released in 2012, the internet has exploded with articles on how introverts and extroverts operate differently in just about every setting – parties, classrooms, parenting, and the workplace.

The thesis of Cain’s book says that while much of our society is set up to reward extroversion, introverts contribute their own quiet strengths to make everything from an award-winning movie to a Monday morning meeting a success.

As a manager, you’ve no doubt learned or observed that introverts and extroverts approach work differently. It’s usually pretty easy to identify who on your team is an introvert and who is an extrovert. Broadly speaking, the extroverts tend to send more meeting requests, volunteer for more team-based projects, and prefer open-plan office spaces. In contrast, you’ll find your introverted employees tucked away in their office or cubicle, wearing headphones while they work, and never requesting a meeting when an email would do.

Many of the articles about introversion/extroversion in the workplace focus on directing introverts on how to thrive in an extroverted office by using their introversion to their advantage or advising extroverted employees on how to relate to their introverted colleagues. Yet very few address how introversion should impact employee recognition.

Not all employees work in the same way, and not all employees like to be recognized in the same way. What is meaningful and flattering to one employee might be mortifying or uncomfortable to another.

If recognizing your employees is important to you (and it should be!), you should understand how personality differences come into play when giving employee recognition. An employee’s personal preferences will dictate how they receive recognition, so they should also dictate how you offer recognition.

Introversion vs. Extroversion: The Basics

Employee Recognition Ideas for Introverts and Extroverts | Recognize

Understanding what it means to be an introvert or an extrovert will make it easier to determine which forms of recognition each type of employee will find meaningful.

Essentially, the difference between introversion and extroversion is that while extroverts draw energy from their surroundings, introverts draw energy from within (and are easily drained by too-stimulating environments).

This fundamental difference is why you’ll see extroverts drawn to social settings like moths to a flame while introverts seek spaces within the office that are calm, quiet, and as secluded as possible. It’s why introverts tend to despise the trend toward open-plan offices and extroverts rejoice in it.

These definitions may seem straightforward, but they’re expressed in a wide variety of different ways throughout life. Here are a few examples:

  • Introverts prefer one-on-one conversations to group discussions
  • The phrase “the more the merrier” was without question coined by an extrovert
  • Introverts tend to be more private and will share personal news with a select few rather than making an announcement
  • Extroverts post more on social media platforms
  • Introverts are less active on social media and follow fewer people
  • Extroverts think out loud, while introverts prefer to process their thoughts completely before speaking
  • Introverts are less likely to raise their hand in class, even when they know the right answer
  • An extrovert might raise their hand even if they’re not sure they have the right answer
  • An introvert would prefer to go out to dinner with a close friend rather than attend a party
  • An extrovert would enjoy having dinner with a friend, but would plan to attend a party afterward
  • Networking events are an introvert’s worst nightmare
  • Extroverts are more engaged when they’re working collaboratively
  • Introverts are more productive when they have uninterrupted stretches of independent work time

Considering how introverts and extroverts respond differently to the same situation will help you think through which employee recognition techniques are appropriate for your introverted employees versus your more extroverted team members.

For example, while an extroverted employee might greatly appreciate a party thrown in honor of their 5-year work anniversary, an introvert would probably prefer a one-on-one lunch with their supervisor and perhaps one or two close colleagues.

Now that we’ve established the fundamental difference between introversion and extroversion and looked at various ways those differences get expressed, let’s explore some ideas for how to reward different personality types in the office.

Employee Recognition Ideas for Introverts

Employee Recognition Ideas for Introverts and Extroverts | Recognize

In general, you should avoid public recognition when rewarding introverts for good work. But don’t make the mistake of thinking that introverts don’t want to be recognized at all just because they don’t enjoy more public forms of employee recognition. Everyone wants to be recognized for their hard work and accomplishments. Introverts just appreciate recognition in different forms.

  1. Second a personal email. When an employee does something deserving of recognition, it might seem like an email sent to the entire company would be a great way to let everyone know about their achievement. However, that mass email is likely to prompt a stream of congratulations from well-meaning coworkers. What could be wrong with that? Well, too much attention is an introvert’s worst nightmare! You’re better off sending a personal email to the employee letting them know you appreciate their good work.
  2. Recognize them in front of their immediate team. If you do want to make sure that others are aware of your employee’s achievement, you can recognize them in front of a small group of people that they know well and are familiar with, such as their immediate team. Keep it simple, such as a quick “Good job” at the weekly standup. Congratulations from those they work closely with will mean more to an introvert than well wishes from colleagues they only know by sight.
  3. Send recognition via your company’s employee recognition platform. Employee recognition apps are perfect for introverts. Because recognition is sent through the platform, it feels more private even if other employees can see it. The employee is able to respond in their own time, without being put on the spot. With apps like Recognize, employees can also redeem recognition points for rewards that are most valuable to them, such as a gift card or paid time off
  4. Give thoughtful feedback. Many introverts are strong critical thinkers, and appreciate when others demonstrate that they were also paying attention to the details. Instead of just telling them “Good job,” describe what challenge you saw them overcome and why you admired how they handled it. They’ll really appreciate that you noticed their hard work and took the time to recognize them for it.
  5. Take them out for coffee. An introvert might not enjoy a group lunch or a party celebrating their latest achievement, but taking them out for coffee is a nice way to make a gesture of appreciation that’s more in line with an introvert’s preference for low-key, one-on-one social interactions. A coffee date also comes with a more predictable duration; many introverts dislike the ambiguity of a social event with no definitive end time. Just make sure to schedule the date in advance – most introverts appreciate warning prior to a social engagement.

Employee Recognition Ideas for Extroverts

Employee Recognition Ideas for Introverts and Extroverts | Recognize

The biggest difference between providing employee recognition for introverts and for extroverts is the execution. While introverts are uncomfortable being called out in front of a group or taken by surprise, extroverts are quite the opposite!

  1. Public recognition. Being called out in a large meeting – even for a positive reason – might make an introvert want to hide under their chair, but it will make an extrovert glow with pride. If appropriate, save your words of praise for a setting when others are around to applaud and congratulate them. The brains of extroverts are actually wired differently to be more responsive to praise, so words of praise will go a long way.
  2. Work party. Because extroverts thrive on socializing, a work party thrown in their honor on the occasion of a work anniversary or promotion is a great way to make them feel appreciated and recognized for their hard work. Being the center of attention and receiving compliments from well-wishing coworkers are just the kind of validation that motivates an extrovert to keep doing their best.
  3. Surprise lunch outing. Along with being more responsive to praise, the increased dopamine levels linked with extroversion also cause extroverted brains to crave and respond more strongly to novelty. A surprise reward is like a rush to the system for an extrovert! Because they tend to seek out both novelty and reward, they will work harder know their company understands and appreciates them.
  4. Experience-based reward. Extroverts tend to get more enjoyment out of experiences than tangible gifts. So if, for example, you’re partnering with a social recognition platform, make sure to include options to redeem points for experiences, not just gift cards or a better parking space. Extroverted employees would be more excited to redeem their points for tickets to a concert or sporting event, a flight upgrade on their next business trip, or a spa package.
  5. Ask them to share their achievement. While it’s better to let your introverted employees savor recognition in private, extroverted employees enjoy showing off a little. If you start a meeting by recognizing them for a recent achievement, ask if they’d like to say a few words about it to the group. Sharing their accomplishment allows them to relive the success, bask in their pride, and receive positive reinforcement from their team – all of which will motivate them to repeat the experience in the future.

Every employee on your team is unique, and it can be hard to learn how to manage everyone’s different work styles and preferences. But learning how to give employee recognition in a way that’s meaningful to each employee will increase job satisfaction, productivity, motivation, and overall employee retention. In other words: recognizing your employees pays off in both the short- and long-term, and is well worth the investment.

17 Great Ideas for Halloween and Autumn at Your Company

Thor, a ballerina, and a skeleton are having a meeting to discuss an upcoming project. Einstein is making a coffee. The CEO is robin and the CFO is batman. This is normal behavior, at least on Halloween. I argue that this makes your office so much cooler and more productive. Everyone lets their guard down and comes together in silly costume fun. Here are a few ideas to make your office awesome throughout the fall season.

Office halloween costumes

Company Halloween ideas

1. Encourage everyone to wear a costume and if someone doesn’t want to, that’s okay.

2. Promise rewards at the end of the day for best costume.

3. Throw a halloween party at the end of the day.

4. Set up trick or treat through out the office.

5. Play pranks on people, especially people in leadership.

6. Get all the classic props, such as peeled grapes for eye balls.

7. Post photos on your social collaboration tool, like Slack, Yammer or Workplace by Facebook.

8. Invite the employees’ families for the halloween party and trick or treat.

9. Set up a photo booth for staff to take photos together.

10. Provide extra costumes for people who don’t have one, but still want to participate.

Other company fall event ideas

1. Chili cook off with poem or song accompanying the chili.

2. Plan a bad sweater party on or offsite.

3. Use Recognize to vote on the worst sweaters or best Halloween costumes. Give a recognition badge for the top winners.

4. Host a Thanksgiving dinner.

5. Sponsor a white elephant giving party.

6. Volunteer time at a food bank or shelter.

7. Compete with other offices on participation and best outfits.

Having these events isn’t just about having fun, it is about building long lasting relationships and connections. It is about relaxing and being creative, which leads to inspiration and innovations. Try to take advantage of any situation to bring your employees together this fall season.