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Recognition in The Real World
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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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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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Standard Success Stories: RBC’s Recognition Strategy

Posted By Jess Myers, RPI, Tuesday, January 9, 2018
Untitled Document

Note: RPI’s Seven Best Practice Standards are the cornerstone of successful employee recognition and rewards programs. In 2018, we are taking a closer look at each of the seven standards and RPI members who have been recognized for their practice of those standards. In the first installment, we take a look at Recognition Strategy, and the award-winning way that RBC practices this standard. The RPI Best Practice Awards nominations are now open for nominations through February 1, 2018.

RBC, based in Toronto, was a recipient of the Overall RPI Best Practice® Award in 2017, and is a shining example of how to do recognition strategy right. From their award-winning entry, they offer several samples of the ideas and actions behind their recognition strategy efforts.

All of RBC’s recognition and reward programs under the RBC Performance brand align with their Purpose, Vision and Values to become a leader in financial services wherever in the world they serve customers. That vision and those values help drive their recognition programs and are part of the criteria within the RBC Performance recognition and reward program.

RBC Performance, which is their flagship program, was launched in 1993 as a sales incentive points reward and recognition program and now serves over 75,000 employees. Among the core points of the program are:

  • Day-to-Day Recognition – RBC associates give and receive recognition to and from their peers and from retail branch managers and regional leaders on a regular basis.
  •  InstantThanks – RBC’s social recognition program permits employees so say thanks and send commendation comments and recognition for demonstrating our values and excellent customer service.
  • Branch Huddles – These happen before the bank door opens. Here customer service and product information is given. Managers and team members weave in recognition as often as they can.
  • Informal Recognition – RBC Performance is a comprehensive recognition system dedicated to improving RBC’s financial and service performance results.
  • RBC Performance Nominations and Awards – Employees can recognize individuals and teams who consistently go beyond expectations and make a difference in the business. RBC employees can nominate a colleague or team with RBC Performance’s online nomination feature. Nominations are based on RBC’s values and other key behaviors, and are expected to focus on outstanding performance in these categories. Managers select nominations based on merit and can award point values to send to the employee. The number of nominations and awards received contributes to selecting who attends the RBC Performance Conference.
  • Scratch ‘n Win Cards – Managers can give these cards for on-the-spot recognition. Employees virtually “scratch” a bar online to reveal a point value or the chance to be entered into a monthly draw.
  • Sales Campaigns – Managers in retail banking can recognize and reward employees and teams with points for achieving highest sales or service activities in any quarterly sales campaign.

The company also believes in more formal recognition, with a series of events and awards:

  • Leo Awards – This is RBC’s Academy-award-style celebration event. Employees who showcase the very best in sales, service or support are recognized at a special event during the RBC Performance Conference with “The Leo” Award. Regional leaders select Leo Award recipients from RBC Performance Conference recipients.
  • RBC Performance Conference – This is the best-of-the best annual conference for RBC’s top performers. Each region has a set number of eligible nominees to select. Quarterly Point Award winners are eligible candidates. Regional presidents and senior leaders choose conference attendees from across all roles. Conference winners are announced at each Regional Gala event. Each awardee receives a registration package to attend the Conference.
  • RBC Service Awards – Employees receive a choice of a gift award item on their milestone anniversary at two, five, 10, 15 years and in five-year increments up to 50-year level.

The results have not only been award from RPI, but recognition of RBC as one of the best places to work in Canada. For more information on RBC and their success with Recognition Strategy, please visit the company culture website at: https://www.rbc.com/careers/people-culture-awards.html

Tags:  employee engagement  formal recognition  RBC  recognition  recognition strategies  RPI 7 Best Practices  Strategy  success stories  Toronto 

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