Today’s Service Awards: Not your traditional recognition program.

“You never get a second chance to make a first impression.” When you think of this quote, people typically consider how it relates to their own behavior and presence. However, in today’s competitive hiring and retention landscape, it’s critical for companies to think about the first impression THEY make on a new employee in that first year. No longer can organizations wait for the traditional 5-year milestone to show gratitude and appreciation. What can you do to make employees feel like they belong straightaway? What can you do to recognize and reward their work? And what can be done to keep it going?

Learn how you can establish a foundational service award strategy from day one!






#HireToRetire #OnBoarding #EmployeeEngagement

Holiday Recognition: Sparking Enthusiasm and a Sense of Purpose

Holidays mean different things to different people, but gratitude, no matter how you translate it, is a universal connector. Gratitude and recognition will ALWAYS make the holidays bright for everyone.

The end-of-the-year holiday season is an ideal time to spark your teammates’ enthusiasm and recognize their accomplishments, while ensuring they understand how valuable their contributions are to your organization. Investing time and energy into employee recognition and gratitude during the holiday season can be paramount in positively impacting employee engagement and inspiring motivation for the new year.

Learn how you can take advantage of the energy and excitement during the holidays and get employees in the mode of gratitude.






#HolidayRecognition #RecognitionStrategy #EmployeeEngagement

Why Measures Matter: Examining the value of ROI.

In the last of our three-part series on strategic measurement for recognition strategies, we’re examining return on investment (ROI) – a measure that indicates the financial return of a recognition strategy. Arguably one of the most prevalent, universally understandable and accepted measures of success, ROI can be calculated differently based on business models, programs, or circumstantial situations.

So why measure ROI? As it relates to your recognition program, understanding whether it is worth the investment is probably the biggest reason. As we shared in Part 2, when evaluating the impact of your recognition strategy, ROO and ROI go hand in hand. It’s great that you may have a program or strategy in place, and you may have some ROO measures that look positive, now the next piece is determining if your strategy is bringing in a return on that investment.

Learn how calculating the ROO and ROI of your recognition strategy will provide the foundation that shapes your company culture for the long-term engagement of your employees.






#StrategicRecognition #EngagementMetrics #EmployeeEngagement

Why Measures Matter: Examining the value of ROO.

Return on objective (ROO) focuses on defining and achieving specific measurable objectives. Traditionally, ROO has been considered an alternative success metric – another way of analyzing the effectiveness of a program/campaign/strategy. In fact, ROO goes hand in hand with ROI, and enables your organization to make informed decisions for continuous improvement and also gain an understanding of how your investment is going.

Having a solid measurement plan around your recognition strategy (of which ROO is one part) means you can clearly make your case with relevant data showing that it’s not just for HR, but for the greater good of the company. Determining the right objectives to put in place for your overall ROO is key – measuring without context or without a plan to do something with your data won’t tell you the bigger picture.

Learn how to define your ROO to make a long-term impact on the culture of your organization!






#StrategicRecognition #EngagementMetrics #EmployeeEngagement

Why Measures Matter:
Making the case for strategic recognition.

It’s not uncommon for organizations to find their recognition programs disconnected from one another. Different departments, leadership, and management styles want to implement their own initiatives, creating more of a pop-up programmatic culture. These programs often end up being short lived and ineffective in developing long-term employee engagement.

The solution is to take a strategic approach to recognition with a supportive framework that is more than just a series of touchpoints here and there. One of the most critical components of transforming a recognition program into a recognition strategy is around measurement – and being able to make decisions based on data rather than gut. The good news is that it’s easy to put measures in place that allow you to test, learn and modify your plans accordingly to develop the perfect strategy.

A measurements-based, outcome-focused recognition program will create align and integrate efforts across your entire system, ensuring engaged employees and affecting organizational change.

Check out some measurements that matter to your organization and learn how to implement them into your recognition program!






#StrategicRecognition #EngagementMetrics #EmployeeEngagement

The Great Resignation: Part 3
Newbie or not newbie – it’s all about the connection.

We have an opportunity to make 2022 the year of the renewed employee experience, and a chance to flip “the great resignation” into the “greatest year of retention”. Employers have a chance to start the employee experience off on the right foot – with exceptional onboarding, fostering a sense of belonging from day one.

This month, we’ll teach you the basics of onboarding new hires. Investing in connections on the front-end with a new hire will pay the proverbial “dividends” on the back end, creating and maintaining a thriving culture of continuous employee engagement.

Here are three considerations for effectively onboarding new employees!





#GreatResignation #EmployeeRetention #RecognitionStrategy

The Great Resignation: Part 2
Considerations for creating your total rewards strategy to recognize & reward employees.

Last month we talked about a few ways companies can avoid being victims of “the big quit,” and we highlighted the importance of creating regular recognition experiences as part of a total rewards strategy. In this issue, we want to talk about a few considerations for creating a total rewards strategy (and how cash is a short-term solution).

We’ll share how “the big quit” may actually be an employee reshuffling, and how it gives us an opportunity to alter our most valuable employees’ experiences to retain them. We’re being given a chance to learn how to invest in our culture with engagement strategies, offering the recognition and connections that your employees seek!

Here are a few considerations for what you can do to find balance for your total rewards strategy!




#GreatResignation #EmployeeRetention #RecognitionStrategy

The Great Resignation: Part 1
Looking at work/life through the lens of the employee experience.

Anthony Klotz, a Texas A&M professor who came up with the phrase “the great resignation” back in May of 2021, believes that during the pandemic, people “re-imagined what normal could look like,” without commutes, with more family time, better pace, and less pressure. Comments like “Life is too short to be unhappy for five days a week in exchange for two days of freedom” have been posted; and hashtags, memes, and TikToks have emerged around “quit my job.”

So what can you do to avoid a great resignation of your own? What kind of experiences can you create for your teammates to ensure the benefits of your workplace outweigh the option to resign?

Check out some ways to keep your teams happy and dedicated to your organization!






#GreatResignation #EmployeeRetention #RecognitionStrategy

Now is the most wonderful time of the year… to show appreciation!

Ahhh, the end of the year – Q4, the home sprint, time to take a breath. There’s a natural cheer in the air and uplifted spirits with feelings of progress. For many employees, the end of the year is synonymous with holidays and a time for reflection, giving, and sharing thanks across all areas of their lives – at home and at work. For others, the holidays may be difficult; employees may feel added pressure to close sales, wrap up inventories, use budgets, and some may be faced with the general anxiety that the holiday season may bring.

In either case, now is the perfect time to pause and share appreciation with your teammates. The closing of the year gives us the opportunity to celebrate accomplishments, recognize individual and team successes, offer special thanks, and inspire motivation for the new year.

Check out some tips for ensuring your employees know they are valued, showing them you care and inspiring them for an amazing 2022!






#RecognitionStrategy #EmployeeRetention #EmployeeRecognition

The Role of Recognition for 2022: Rethinking Your Strategy.

Who’s looking forward to 2022? We are! As Martin Luther King, Jr. said, “keep moving forward.” While many organizations are focused on messages of optimism and “moving forward,” employee retention is still a major concern. The last two years have impacted virtually every company when it comes to retaining employees.

So how can you keep your invaluable team? Recognition is a powerful tool for strengthening engagement and helping people to feel motivated and appreciated so that they stay with your organization.

Check out some ways to create an effective recognition strategy for 2022 to drive the engagement your teams want and the commitment that your organization needs!






#EmployeeRecognition #CompanyCulture #RecognitionStrategy