Programs

Your Recognition Programs need to be part of a cohesive strategy to provide quality, ongoing value.

In today’s economy the proper use of Employee Recognition Programs and developing Employee Training Programs makes the difference in these processes being viewed as expenses or profits.  Whenever you read something that includes employee retention tips it always includes something about emotional engagement and being genuine, but it’s amazing how many employee recognition programs do no more than temporarily buy people off with carrots and sticks.

Today, it’s so easy to pick up a hand full of gift cards or set up an online gift certificate program, you can see why so many organizations fall for this “easy out” and then wonder why their results are so poor.  There is a simple solution and all it takes in creating a structured, strategic, comprehensive approach that takes in to consideration not only the company’s mission, but how employees view their part in it.

We often review client’s recognition plans and do survey consulting and it doesn’t take a PHD in Psychology to see that survey results are part of the problem.   When employees are asked what they’d like to see in their employee recognition programs, the very question is suspect.  It subtly tells your people that you really have no idea how to recognition them, don’t much care and really just wish they’d shut up and go do the job you’re already paying them to do.  This is insulting on multiple levels.

Good recognition programs are implemented by managers who truly care about their people as human beings, then integrated with training programs and tools that allow employees to feel valued first, then participate in ways of improving the organization.  As important as engaging the management team is, the order of implementation is equally valuable.  Finally, the ability to track, monitor, modify and measure progress over time provides the tools to see just how effectively your recognition program is performing.  Only when you can consistently show a positive ROI, will your program be sustainable and gain traction as part of a formal recognition culture.

While this all seems very straight forward and logical, it’s amazing how many of my clients initially don’t see how their approach may be viewed as manipulative and self-serving by the very people it’s designed to recognition.  By developing a good manager and employee training program, we can not only help you keep costs down, but also improve the effectiveness of your communications, optimize results and have a series of reports that prove it.

All it takes is to analyse your current programs, consider the results you’re looking for, then develop an Umbrella Solution that incorporates all of the ways you communicate and incent your people.  Once created, we then train managers to understand the value of quality recognition, understand their part in the process and become more “real” in the eyes of their staff.  Once they believe your motives, everything works better and the latent creativity and talent in all of your people comes out.   All you do is harvest it and gain the benefits of improved productivity that you’re already paying for!

Call (888)646-6670 to find out how John Schaefer – America’s Employee Recognition Expert can help you get to the bottom of the root cause of low employee morale and show you some simple ways to spend less money, get better results and prove it to your CFO!