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Recognition in The Real World
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Mistakes To Avoid In Your Incentive Program

Posted By Ava Ewald, Tuesday, March 3, 2020
 RPI is at the forefront of recognition program development. They have developed their 7 Best Practice Standards ® to help you develop a great recognition program for your organization. Standard 5 is recognition training and Standard 7 is recognition change and flexibility. Both are important when creating and refining your program. Below are mistakes to avoid when implementing an incentive program.

 

Incentive programs are a great way to motivate you employees and boost morale. However, there are some things that can prevent your program from succeeding. Forbes contributors Bill Fotsch and John Case described asking a group of conference attendees if they felt their company’s incentive program was effective and only a few hands were raised. Fotsch and Case detailed what to avoid to have the most successful program.

 

1.      Avoid isolating individuals as much as you can

Fotsch and Case explained that incentive programs have the potential to garner resentment among employees who may feel left out. They explained that giving a bonus to sales staff could make those in the customer service department feel unappreciated.

-          Harvard Business Review stated that incentives have the capacity to make others feel punished if they do not receive a reward.

-          Incentives within specific departments are great, but make the goals as specific to the department as you can.

 

2.      Make sure employees are involved in creating the program

The article warns against creating a program without input from those who will participate. Fotsch and Case said that many incentive programs come from companies’ human resources departments. While well-intentioned, programs created by another department can fail to reflect the needs and culture of that team.

-          When creating an incentive program, invite a few employees from the team you want to motivate to give their thoughts.

 

3.      Do not let it disappear

Fotsch and Case warned against letting your program disappear. Too many programs are announced with excitement only to not be mentioned again within a month. If employees are not assured that the program is still happening, motivation will disappear.

-          Add check-ins into your regular company newsletter or mention it at meetings to remind employees that the program is still going on and to keep them informed on its progress.

 

4.      Make sure you actually have the budget to implement the program.

At the end of the program, everyone meets the goal and you need to hand out the rewards. It may be easy to plan a 6-month-long incentive program and assume that you will have the budget by the time you reach the end, but Fotsch and Case argued that this is where many plans fall through. Factor recognition and incentives into your budget so that there are fiscal barriers at the end of your program.

-          When creating and budgeting for your program, assume that your whole team will hit their goal.

-          Showing that incentive programs do provide benefits will set a precedent for future programs.

 

5.      Make sure the program will not promote bad behavior.

We saw this with Wells Fargo in 2016 when employees received a benefit for each new account they opened. The incentive was so motivating that many employees engaged in unethical behavior to receive their rewards.

-          Be there to support those in the program. Ask how they are doing and keep track of their progress.

 

Become an RPI member! Learn how here.

 

To learn more about RPI’s 7 Best Practice Standards, click here.

 

 

Tags:  awards  incentives  rewards  RPI 7 Best Practices 

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A Simple Breakdown of Incentives

Posted By Ava Ewald, Friday, February 28, 2020
 RPI is a leader in recognition program development, creating 7 Best Practice Standards® to help your organization successfully build its own recognition program. Standard 1 is recognition strategy. Incentives are a great way to recognize your employees. We will break down what this looks like below.

 

According to Business News Daily, incentives are more important than ever in today’s competitive job market. Motivating your employees can help you retain them and create a lasting impression for your company.

 

What they are:

An important thing to remember is that incentives are not rewards. Incentives are bonuses, prizes or experiences that are given on the condition that an employee or team meets a goal, while rewards are given to someone who has achieved something without a prize motivating them. Incentives can be implemented based on a point system, customer feedback, sales or something else. There are many creative incentive programs out there to help you motivate your employees.

 

What they do:

Incentives are an extremely powerful motivator for employees. Introducing a fun competition invites employees to be more engaged and go the extra mile. A 2018 Cornell University study demonstrated that these programs also significantly improve job satisfaction.

 

Ideas to get started:

Identify goals for your employees. Once you know what changes you would like to see, you can start building your incentive program. Fast Company gives some excellent examples of incentive programs you can use for your employees. There is a lot of room for creativity in these programs. Make them fun!

 

Want to learn more about recognition programs? Become an RPI member today!

Learn more about RPI’s 7 Best Practice Standards here.

 

 

Tags:  incentives  recognition  RPI 7 Best Practices 

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Rewards Versus Incentives: How Are They Different?

Posted By Ava Ewald, Thursday, February 27, 2020

 RPI created its 7 Best Practice Standards® based on a wealth of knowledge and research in order to help you build or better your recognition program. Standard 1 is recognition strategy and Standard 2 is management responsibility. Both are key to carrying out a successful recognition program. Below you will learn more about the differences between rewards and incentives.

 

The terms “incentive” and “reward” are often mistakenly used interchangeably, and it is crucial to understand the difference between them when crafting a successful recognition program. Here, we will break down both.

 

Incentives:

According to Merriam-Webster, the definition of incentive is “something that incites or has a tendency to incite to determination or action.”

 

Incentives are set in the hopes of motivating employees to achieve something rather than giving them a reward after they have already done something. These programs are great ways to boost morale, teamwork and job satisfaction because they set a goal. Fast Company gives a few great examples of ways you can incentivize your employees.

·         Offer a monetary bonus for anyone who can produce a well-thought-out plan to grow or better the company.

·         Adjust employees’ schedules so that their workday is based on how long it takes them to complete tasks, not a set 9 am-5 pm window. This has the potential to make employees much more efficient.

·         Rethink how you offer equity. The article suggests giving more equity based on the worth of the company rather than how long the employee has been there. This incentivizes everyone to work toward bettering the company.

 

Rewards:

According to Oxford Dictionary, the definition of reward is “a thing given in recognition of one's service, effort or achievement.”

 

Rewards are a great way to recognize an employee who has already done something great. They can make your employees feel appreciated and build a positive workplace community. Forbes suggests a few ways you can do this.

·         Giving a sincere “thank you” is so simple, yet so effective. Taking the time to tell an employee how much you appreciate them in person can go a long way.

·         Recognize an employee in front of their coworkers via email, in a meeting or at a company event. This not only instills a sense of pride but also demonstrates what behavior you want to see.

·         Pay attention to their interests and give them rewards you know they will like. For example, if they love baseball, leave a few tickets on their desk.

 

Want to learn more about recognition programs? Become an RPI member today!

Learn more about RPI’s 7 Best Practice Standards here.



Tags:  incentives  recognition  rewards  RPI 7 Best Practices 

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Why Recognizing Employees on Social Media is so Important

Posted By Ava Ewald, Thursday, February 20, 2020

RPI’s 7 Best Practice Standards® were developed based on a wealth of knowledge, experience and academic sources. These practices were designed to help you build a successful recognition program. The first standard is recognition strategy and the second standard is management responsibility. You have the power to create a culture of recognition. Here is why you should include social media in your strategy:

 

1.       It is a natural environment for millennial and gen-z employees

Incentive Magazine wrote in an article about the prevalence of social media among millennials. In fact, three-quarters of them spend 1.8 hours on social media every day. Millennials have made their way into the workforce and gen-z is arriving. These generations have grown up using the internet and are thus accustomed to interacting online. While sending out a tweet or Facebook post thanking an employee for their good work may seem impersonal, it is actually a highly effective way to meet employees where they are.

2.       It is convenient

A lot of us have either a smartphone or a laptop in front of us at any given time. All it takes is a minute or two to send out a tweet. This can go a long way coming from the official company social media accounts. Remember to make your recognition as specific as you can with the character limit. The clearer you are about what you are recognizing, the better. The employee feels like you have paid attention to their work and you further your standards and values for your company.

3.       It helps your brand

Mashable highlighted an example of how social media can help a brand. A Best Western hotel created a Facebook page “Wallace Should Win” for an employee who was nominated for an industry award. A great number of their guests visited the page. This not only helped Wallace’s campaign, but also brought positive publicity to the hotel. Obviously, this is an extreme example, but using social media to show how much you value your employees will help your brand be seen as positive and collaborative.

4.       It builds community

One of Nielsen’s Global Trust in Advertising Reports found that 92% of people trust earned media, meaning recommendations and information from their peers. Social media has proven to be a powerful tool for building community. By harnessing the power of social media to recognize and encourage employees, you are building your community.

 

Tips from Incentive Magazine:

-          Be consistent. Recognizing employees on a regular basis via social platforms can show that recognition is something employees should expect. It can be a great motivator.

-          Use pictures. If you have a recognition event or an awesome conference — share it!

-          Make posts searchable with a unique hashtag so you can keep a record of your recognition online.

-          Start discussions on social platforms. Engagement is key to a successful social media strategy.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

Tags:  recognition  RPI 7 Best Practices  social media 

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20 Creative Ways to Recognize Your Employees ​

Posted By Ava Ewald, Tuesday, February 18, 2020
Updated: Tuesday, February 18, 2020

RPI has created its 7 Best Practice Standards® based on a plethora of academic research and expert knowledge. These standards were designed to help you create and thoughtfully execute your recognition program. Standard 1 is recognition strategy. Here are ways that you can take your strategy to the next level and recognize your employees in thoughtful, creative ways.

This information is based on a few sources: an article for Inc. written by Sam Caucci, the CEO of 1Huddle (a game-based employee training platform), Snack Nation’s blog, and an article by Forbes.

 

1)      Front parking spot for a week

Who likes a long walk from their car to the office? Almost no one. Mark a parking spot for a particularly engaged employee. Picking an employee every week to park in the special parking spot could be a great way to help you make a habit of recognition.

2)      Decoration Budget

Give an employee a budget to redecorate their desk or update some office décor. This one is particularly great for employees who love design and organization.

3)      Choice of team lunch

Team lunches are already a great way to recognize employees but giving an employee the choice of what to bring in adds another level to the recognition.

4)      Adventure experiences

Studies show that giving employees the opportunity to experience something cool like ziplining, riding a rollercoaster or playing laser tag is much more memorable than cash.

5)      Movie morning in the office

Reward a team with a movie in the morning. As a bonus, thank an employee by letting them choose the movie to watch with the team.

6)      Prize Wheel

Gather a collection of prizes ranging in value. For example, a $5 gift card, company merchandise or portable chargers up through iPads, nice headphones or a weekend getaway. Create a prize wheel to spin for these prizes at a company celebration.

7)      Call their family

During the week, the majority of an employee’s waking hours are spent away from their family. Do not hesitate to pick up the phone and call an employee’s significant other, sibling, parent, or grown child and tell them how much your employee means to you. Even better — invite them to a celebration where the employee is being recognized!

8)      Puppy parties

Everyone loves puppies. There are many services (like this one in the Twin Cities) that hire out their puppies for a few hours so your employees can relax and have fun.

9)      Bring your dog to work day

Another dog idea — allow an employee to bring their dog into the office. This not only benefits the employee, but also their peers as they get to enjoy having the dog around! It might be best not to grant this to multiple employees on the same day.

10)   Meal prep membership

Services like Hello Fresh and Blue Apron deliver kits with all the ingredients to prepare great meals at home. Save your employees time and money by gifting them a meal kit membership.

11)   Mail a birthday gift to their house

Keep a list of your employees’ birthdays and mail a small gift to their home. Receiving it in the mail at their home adds a personal touch that they will not forget.

12)   A shiny trophy

Give your employee or team an actual trophy to recognize their work. Everyone wants to feel like a champion. This is a cost-effective and fun way to show your employees how much you appreciate them. You can find trophies on Amazon for less than $20.

13)   A life-sized cutout

Show off a model employee by ordering a life-sized cardboard cutout of them and placing it in the lobby. This one would bring a lot of laughs.

14)   Fix their watch

Recognize your employees by offering to have them bring their watches to you to get them fixed. It seems that most people have a broken watch lying around and fixing them will also help your employees always be on time!

15)   Create a sticker of them

Print out stickers of a great employee and hand them out at a meeting.

16)   Guest speaker

Bring in an inspiring guest speaker to motivate your employees and give them a well-deserved break!

17)   Themed lunches

Take the classic team lunch up a notch by throwing a themed lunch! Plan an Italian lunch with pasta, music and flags. Maybe you want to get even more creative and base a lunch off a movie — Breakfast at Tiffany’s breakfast or Cloudy with a Chance of Meatballs meatball lunch.

18)   Concert tickets

Pay attention to your employees’ favorite bands and artists and do not hesitate to reward them with some tickets to their favorite show.

19)   Hair cuts

Hire a barber for the office for a day and give your employees complimentary haircuts.

20)   Food truck lunch

Organize to have a food truck in the parking lot for the afternoon.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here

 

 

Tags:  recognition  RPI 7 Best Practices  strategy 

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How to Make a Habit of Recognition

Posted By Ava Ewald, Tuesday, February 18, 2020
Updated: Tuesday, February 18, 2020

RPI is at the forefront of recognition practices. RPI’s 7 Best Practices were developed based on a wealth of knowledge, research and experiences to educate about how to create a successful recognition program. Standard 1 is recognition strategy and Standard 2 is management responsibility. Both standards are crucial in developing a program to help your employees become more engaged. Read below to find out how you can make a habit of recognition.

 

According to Psychology Today, habit formation “is the process by which new behaviors become automatic.” This can be good or bad. Things like smoking, drinking or eating too much junk food in the middle of the night can be habits you want to break, but good habits are what you want to build.

 

Making a habit of recognizing your employees will build a positive culture and foster engagement. Forbes and Non-Desk Matters offer some tips on how you can achieve this with your team.

 

1)      Acknowledge good things when you see them

Make a habit of vocalizing your appreciation for nearly everything. If you like what you see, make sure that whoever is involved is aware. This not only motivates employees and makes them feel appreciated, but also reinforces good behaviors and company values.

·         Encourage others to do this as well. Peer-to-peer recognition helps bond your team and foster a positive work culture.

2)      Set daily goals

Setting goals is key to any outcome you want to achieve, but make sure you can handle them every day. This will look different for every workplace. For example, if you are a particularly busy manager, you could make it a goal to simply tell three employees a day why you appreciate them. If you have employees who often work at home, make it a goal to send out one card a week to an employee’s home.

·         Set aside time every day to focus on recognition. Even if it is 5 minutes of walking around the office and saying good morning to your employees.

3)      Take one employee out to coffee every week

This is a casual, relaxing way to recognize an employee. Run out for half an hour for a fun mid-day break. You will get to know that employee better and give them a chance to talk to you in a more casual setting.

4)      Make it clear that you are open to feedback

It can be intimidating for employees to tell a manager what they think. Make it clear you are open to your employees’ thoughts and feedback. Ask them what they think or how they would change the way things operate.

·         Find creative ways to listen to your employees. Have “office hours” where your door is open to anyone who wants to chat.

5)      Get organized

Keep a list of who you have recognized recently and/or a calendar of employees’ birthdays, anniversaries, etc., so that you stay on top of your recognition strategy.

 

Remember, like anything, the more you practice, the better you get!

 

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

 

Tags:  engagement  habit  recognition  RPI 7 Best Practices 

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How to Write a Recognition Questionnaire and Recognize Employees the Way They Want

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Thursday, February 13, 2020

RPI developed their 7 RPI Best Practice Standards® based on expert knowledge, academic literature and a wealth of experience in growing and developing successful recognition programs. Standard 1 is Recognition Strategy and Standard 2 is management responsibility. These two standards are especially important to consider when developing your strategy for recognition. Below is how you can craft a recognition questionnaire to ensure that you are recognizing employees the way they prefer.

 

Scott Russell, Director of Engagement Strategies at C.A. Short Company and Executive Vice President of RPI discussed the importance of tailoring your recognition strategy to each employee in the Essential Recognition Leaders for webinar. He suggested that one great way to do this is through a recognition questionnaire.

 

What is an employee recognition questionnaire?

Texas A&M University published their recognition questionnaire and stated that their purpose for the form is to “assist supervisors and managers with their employee recognition efforts.” Essentially, the goal of the form is to gather your employees’ preferences on how they like to be recognized.

 

Why are they helpful?

Having your employees fill out a form with foods/drinks/activities they like and how they like to be recognized means that you gather that information quickly, as figuring out these preferences through conversation would take a significant amount of time. You can then keep this information on file and refer back to it whenever you need. These forms may also be a form of recognition on their own- allowing your employees to feel cared for and heard.

 

What to include:

1)      Important dates/anniversaries. Make sure that there are sections of the questionnaire for their work anniversary, marriage anniversary, birthday or any other important dates they want you to know about. Celebrate these days with them.

2)      What they enjoy being recognized for. Maybe one employee has a hard time participating in team projects and would like to be recognized for working with others. Every employee is proud of different aspects of their work. Make sure you celebrate with them when they accomplish something that challenges them.

3)      How they like to be recognized. Some employees love being recognized in front of the whole team, while other more introverted employees may not enjoy this as much. For rewards, some may value opportunities such as face time with a manager or paid time off. Make sure that you take the time to recognize each employee how they like being recognized to show that you care that much more.

4)      Favorites. This is the fun part. Make sure to collect employees’ favorite snack, candy, restaurant, flower, store, dessert, sports team, etc. Having this information on file for each employee will make recognizing them much more fun and personal.

5)      Allergies/restrictions. Bringing in a team lunch from a local barbecue place is not fun for the employee who does not eat meat. If you have the information available, you can make sure that a group reward is equally fun for everyone.

6)      Additional comments. Of course, leaving an empty space for additional comments allows employees to voice thoughts and ideas.

7)      Recognition log. Put in a log on the back of the document or keep it separately so you can keep track of who has been recognized and when.

 

Using your employees’ answers:

Once you have collected the questionnaires, take the time to look through them on your own or with your recognition team. Consider planning out when you will recognize certain employees and any supplies you will need for that event/employee. Come up with a short-list of restaurants that suit everyone that can be catered.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

To gain access to Essential Recognition for Leaders with Scott Russell and Theresa Harkins, click here.

 

 

Tags:  employee recognition  engagement  RPI 7 Best Practices  survey 

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A Simple Breakdown of Recognition

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Friday, February 14, 2020

RPI’s mission is to educate about recognition. Its 7 Best Practice Standards® lay out the framework to successfully implement recognition practices in your organization. Standard 1 of the 7 Best Practice Standards is Recognition Strategy. In order to form your strategy, read below for a simple breakdown of what recognition is.

 

According to Human Resources Director magazine, “Strategic employee recognition is when appreciation is shown for an action that has helped improve the employee or customer experience in a way that supports the organization’s values, purpose or objectives.” To better understand recognition, we will break it down into what it is and what it is not.

 

What it is:

1)      Consistent

Forbes explains that a well-build recognition program should make engaging in recognition simple, so it does not take much effort to keep it going when things get busy. Consistency is key to building a great recognition program as it becomes engrained into the company culture. It also tells your employees that they should expect recognition when they are on the right track.

2)      Individualized

Harvard Business Review suggests that recognition should be tailored to the person you are recognizing. Some people like being recognized in from if their peers, while some prefer a quiet “thank you” at their desk. It may also help to know your employees’ preferences on things like restaurants and activities. Consider sending out an appreciation form like this one from Texas A&M University to your employees to gather this information and have it on file.

3)      Reflective of Organizational Values

HBR says that recognition is the perfect opportunity to reinforce the values of your organization. Identify what behaviors represent those values and make a point of consistently recognizing them. Praising these behaviors often communicates company values to employees better than newsletters and speeches.

 

What it is not:

1)      Vague

According to Forbes, it is important to be specific when recognizing someone. While employee of the month awards are great, they fail to address what the employee specifically did right. When you begin to recognize specific behaviors, you will see them repeat.

2)      Passive

HBR gives the example of a manager who gives out a $25 restaurant gift card every quarter. While consistent, the manager is failing to be active in recognition. Take some time to recognize each person or team differently based on what they like and what they have done to warrant praise. It should always feel genuine.

3)      Difficult

If you do not have much time to spare, recognition can be as simple as “Hey Jenn, thanks so much for going the extra mile for our client this morning.” It is all about these genuine interactions between you and your employees.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

Tags:  engagement  recognition  RPI 7 Best Practices 

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How to Write a Great Employee Engagement Survey

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Tuesday, February 18, 2020

RPI is at the forefront of employee engagement practices, developing the 7 RPI Best Practice Standards® based a wealth of knowledge collected from academics, industry leaders and conferences. These standards are designed to help grow your organization’s recognition program.

Standard 1 is Recognition Strategy and the second is management responsibility. Both are essential in growing engagement in your organization. Harvard Business Review suggests that surveys are one of the greatest ways to make your employees feel heard.

Built In, an online technology news platform recently published a comprehensive guide to creating an effective employee engagement survey. Here are some of the best takeaways:

 

1.      Identify a goal for your survey

Consider what you would like to see change as a result of your survey. Do you want to see more enthusiastic interactions with clients? Would you like to see more teamwork between employees? Make sure there is a clear direction to your survey.

·         Tailor your questions to fit your goal. Where you see areas that need growth, make sure they are addressed on the survey to get your employees’ take on those areas.

·         Keep track of these goals. Growth can not be achieved without measurement to inform change.

2.      Avoid yes/no questions

Simple yes/no questions do not fully explore a person’s opinion or feelings on the question at hand. It does not give room for explanation. For example, “are you happy at work?” could warrant a vast range of responses and opening up the question will give you more thoughtful responses and better insight.

·         Remember who, what, when, where, why and how. These question starters will help you get the responses you want.

·         Putting open-ended questions on your surveys gives your employees the space to articulate their opinions and feelings in a detailed and thoughtful way.

3.      Utilize Scaled Questions

Contrasting open-ended questions, scaled questions can be a great way to get quick results or mix up questions types within a larger survey.

·         These questions are often a 5- or 10-point scale, giving a range of 1- “very unsatisfied” to 10- “very satisfied,” for example.

·         Built In suggests that in general, answers on a 10-point scale ranging 8-10 are positive and 1-4 means improvement is needed.

4.      Analyze your results

A survey does not mean anything if you do not utilize the information you gathered to inform change. Once your survey is completed, take the time to sit down and carefully review the results.

·         Compare your results to industry standards. Decision Wise compiled the results of many engagement surveys so you can see how your results stack up against others. This article also has ideas for survey questions.

·         Create a plan to implement the ideas you received in the survey. When your employees see real change from their feedback, they will be encouraged when completing additional surveys in the future.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

Tags:  employee engagement  recognition  RPI 7 Best Practices  survey 

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Practical Ways to Implement Engagement Practices Today

Posted By Ava Ewald, Thursday, February 13, 2020
Updated: Thursday, February 13, 2020

RPI is at the forefront of employee engagement practices, developing the 7 RPI Best Practice Standards® based a wealth of knowledge collected from academics, industry leaders and conferences. These standards will help in growing your organization’s recognition program.

Standard 1 is Recognition Strategy and the second is management responsibility. Both are key in growing your recognition program and driving engagement. Below are some simple ways you can grow engagement today.

1.      Emphasize your company’s purpose

Why does your company exist? This is a great question to revisit to reinforce your company’s mission. It also defines purpose, which according to Forbes helps employees perform better because they are confident in what the mission is and how they contribute to it.

·         Harvard Business Review suggests envisioning an inspired workplace. Think about how to connect your employees to the overall mission and identify concrete actions you can take to get them there. Finding a positive example of an inspired employee can demonstrate what you are looking for.

·         Make sure your employees know and understand why your company exists and continue to reinforce the message. This can be done in a weekly newsletter, repeated frequently in meetings or posted in highly trafficked areas of the office.

·         Lean into your inspired staff. Have them help you spread your message and give you feedback on what more you could do.

2.      Set Goals for your teams

A study done by Harvard Business Review Analytic Services found that both individual and organizational goals are strongly tied to an organization’s success. Setting goals with your teams reinforces your mission and drives engagement.

·         A Gallup study found that only 13% of employees believe that their employers set clear goals, which often leads to low engagement. However, Gallup also found that 72% of employees that had goals communicated to them are engaged.

·         On the Clear Review Blog, Stuart Hearn wrote that collaborative goals are crucial when fostering engagement. Setting individual goals shows that one employee contributes to the goals and purpose of the company.

·         Hearn also suggests revisiting goals. Check in with your employees and make sure they feel comfortable with their work as they move toward the goal. Communication is key.

3.      Create an engagement survey

One of the best ways to foster engagement is simply to ask! Create an engagement survey in order to analyze and measure engagement in your office.

·         Survey Monkey posted on their websitebusinesses not only should measure employee engagement—they can’t afford not to.” Engagement translates to more effort, happiness, and profit. Measuring engagement via a survey allows you to track your progress.

·         Bamboo HR recommends against using yes/no questions in your surveys. Give your employees the space to express how they feel about the company and how it works.

·         There are plenty of templates online, so you do not even need to take the time to write your own survey. For example, check out the survey by Bamboo HR here.

4.      Come up with a routine for consistent recognition

We know recognition is a key factor in employee engagement and building it into a regular routine will help you create an even more positive, engaged company culture.

·         Andre Janus, CEO of Cristaux International suggests that employers are missing key opportunities to recognize their employees if they do not do it on a daily basis. Find little things to recognize your employees for each day.

·         Janus recommends adding recognition to your daily to-do list as it should be just as important as any other business task. This could be as simple as a tweet or Facebook post about a top performer or a drop-in chat at an employee’s desk.

·         Set recognition goals for yourself. For example, one could decide to recognize three employees a day. As we know, setting goals are key to producing results. Make recognition one of your goals and watch the engagement that follows!

 

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

 

Tags:  employee engagement  engagement  practices  recognition  RPI 7 Best Practices  strategy 

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