Posts Tagged ‘employee incentives’

Inspire Teamwork & Engagement With These Video Clips

Thursday, January 8th, 2015

 

Kid President's 20 Things We Should Say More Often

Kid President’s 20 Things We Should Say More Often

Inspire Teamwork With Words Of Affirmation

Words of affirmation can be the most genuine incentive in the workplace. Play this short video clip in your next staff meeting or send it to a few coworkers.

In this video: Kid President highlights 20 things we should say more often. Some examples: “please,” “thank you,” “you can do it,” “I have barbeque sauce on my shirt too,” “my team is sometimes not the best team,” and “life is tough, but so are you.”

 

 

Pay It Forward Workplace Inspiration - Gift Card Partners

Are you ready to do the world a favor?

Pay It Forward In The Workplace 

A single genuine deed can infest your team with positivity. This clip will spark serious contemplation and desire to ‘pay it forward’ amongst your colleagues. It will open up thoughts like: What does my team expect from one another? What can I do for my company that is not something they can do by themselves? How can I pay it forward to my coworkers? or How can they pay it forward to one another?

To get started: Here is advice from Trevor McKinney played by Haley Joel Osment “Its hard, you can’t plan it. You have to watch people more – to sort of keep an eye on them – to protect them. They don’t always know what they need.”

 

 

Yeild Enormous Victory in the Workplace - Gift Card Partners

Remember the Titans – Inspiration

Harness Anger and Frustration to Yield Enormous Victory

Sometimes employee incentives come in a raw form. This clip from the movie Remember the Titans will slap you with a reminder to redirect negative energy when your team is down. It will motivate you to remind your coworkers of their power and show them that uncompromised dedication and can yield enormous victory.

In the beginning of this clip, Coach Herman Boone played by Denzel Washington compares his team to a 2 year old child when they ‘throw a fit’ on the field. “[Work] is about controlling that anger,” he says, “harnessing that aggression into a team effort – to achieve perfection. When you put that uniform on…you better come to work”

 

 

Teamwork Solves Tough Challenges - Gift Card Partners

Minions Change Light Bulb – Dispicable Me

Teamwork Solves Tough Challenges

These adorable little minions will add a bit of sunshine and happiness to your day. This short clip will remind everyone at your company that teamwork is COOL – and anyone who thinks otherwise (or makes fun) will be made a fool and turned into a big shiny light bulb. That’s some serious incentive right there; no one in his or her right mind would enjoy being put on display as a big shiny light bulb, right?

Employee Engagement Ideas to Implement Now

Monday, January 5th, 2015

Do you need employee engagement ideas to start the New Year off right? 

Is your current employee engagement strategy working, or could it use a little tweaking?

Low employee engagement is not just a U.S. problem. According to Gallup’s 2014 study, only 13 % of employees worldwide are engaged at work. While the U.S. does have the highest employee engagement rating, the numbers are still troubling when looking at those who are disengaged. At the regional level, Northern America (the U.S. and Canada), has an employee engagement level of 29% but 54% of employees are considered Not Engaged, and 18% considered Actively Disengaged. Higher employee engagement increases productivity, reduces absenteeism and can decrease health care costs.  According to a 2013 report released by Gallup on the state of the American workplace, businesses are losing $450-$550 billion annually due to active disengagement.  Implementing some or all of the employee engagement ideas can help increase profits for your organization, all while having a happy, engaged workforce.

Here are a few employee engagement ideas:

  1. Encourage Employees to Speak Up!  -  Keeping an “open-door” policy is essential.  When people don’t feel as if they can speak up, they could be holding back valuable ideas and solutions that can help your organization grow.  When you have an open, safe space for employees to speak up, it’s more likely that your employees will bring great ideas to the table.
  2. Help Employees Get to Know Each Other Better – The bigger a company gets, the more of a chance there will be a disconnect and employees will go through their days without knowing their coworkers.  It’s important for employees to get to know each other in order to build camaraderie and have a better, and more comfortable, work environment.  A great way to create this kind of work atmosphere is by playing office games, or plan a happy hour at the end of the workweek (which is also a good way for employees to unwind in general).  Always allow the staff to interact both inside and outside of work in a worry-free and non-judgmental way.
  3. Be a Mentor – As a manager you can improve employee engagement by being a mentor for employees facing issues.  Offer your help even if it means you have to drop what you are doing for a while.  Helping someone that is struggling with his or her job or personally can go a long way.
  4. Reward Employees for a Job Well Done -  Pay close attention to the progress your employees are making; let them know why you are choosing to reward them.  But don’t reward any and all employees for no reason as this can actually hurt employee performance and they will grow to just expect rewards.
  5. Collaborate and Work Together – Collaboration can help improve ideas, cut down on time wasted and can improve employee engagement.  There are different types of social business software on the market that employees can work off of – this can be used as a tool for employees to branch out and work closely with their colleagues.

Click here for 44 more great employee engagement ideas from Axero Solutions!

How To Boost Corporate Innovation

Wednesday, December 10th, 2014

 

G R O W  Y O U RB U S I N E S S  W I T (1)

Surprisingly, we’ve found that fixed pay (salary) and individual performance pay have little affect on innovation, while variable group pay and indirect pay (employee benefits) have a much stronger impact.

In the most recent Human Resource Management Journal, the effects of innovation in the workplace is tested from 7 years of compiled data. The study reveals the declining effects of traditional incentives, such as a raise in salary, and shows the increasing importance of a complex employee motivation strategy to boost corporate innovation. “You can pay employees to innovate if you do it properly. But be aware that individual incentives really are not going to help,” says Bruce Curran, a co-author of the research, and a doctoral student at the University of Toronto.

With the rise of globalization, diversity in the workplace, and the e-business boom, jobs today require a substantial innovation component. Managers are faced with a new set of problems that challenge them to be more flexible and creative when nurturing employee innovation and ideas. A dynamic innovative culture employs freedom, humor, playfulness, trust and time to share ideas in the workplace. (click to tweet) 

The Human Resource Management Journal shows that group or team bonuses, profit-sharing plans and indirect pay, such as robust employee benefits, relates directly to higher creativity and better problem-solving at work. Rewarding teams may allow workers to take more short-term risks because their own pay isn’t necessarily on the line. “If you go down a blind alley, you aren’t going to be punished for that,” says Curran.

In other words, the results of this study suggest that encouraging and motivating employee innovation is possible, provided that you select the right compensation incentives.

 

Employee Engagement is About Staying Human

Friday, November 14th, 2014

downloadEmployee engagement can be complicated, or it can be simple. A lot of organizations get caught up in metrics and ROI figures when ensuring their employees are engaged at work. However, it can be as simple as staying human.

Employees tend to disengage most when their companies get too corporate and lose their human side. Employees, above all else want to be treated like individuals, with respect and dignity, no matter what. Keeping companies human ensures that processes in place will deliver those basic principles to employees.

Engagement and specifically employee engagement is about not only being human but bringing humans together. Recognizing groups that work well as a team and recognizing individual strengths and weaknesses grow teams and bring people together, causing higher engagement levels.

Bringing people together is not only and engagement skill but a leadership skill. If you can bring your workforce together, you have the attention and respect of your staff and should reflect that back on them. Giving out spot rewards for exhibiting desired behavior or even exemplifying the team dynamic can be a great way to reinforce employee engagement and bringing a workforce together.

For more information on bringing teams together and employee engagement check out this article from Forbes.

5 Steps to a Successful Employee Wellness Program

Tuesday, November 11th, 2014

An employee wellness program is a great way to boost employee health and increase the organization’s bottom line. Here are five key steps to make sure your employee wellness program is as successful as it can be through the end of 2014 and the beginning of 2015.

  1. Develop a Plan: Write a strategic plan with specific tactics and goals. This will help your employees understand the program and it will keep your whole team on track to achieve specific goals.
  2. Get Executive Buy-In: Getting executives on board and participating in your program will create a culture of leadership by example. If executives and managers get involved, their teams will be more motivated to do the same.
  3.  Establish Wellness Champions: Think of wellness champions like team captains. They can be any level of seniority but they should be involved in planning activities that are incorporated in the wellness program. It can give junior employees leadership roles and a chance to lead their colleagues while building camaraderie across teams.
  4. Gather Data: Get feedback and take biometric renderings. This will show if the workforce is engaged in the wellness program, so you can then find out what adjustments need to be made to maximize success and to make sure your staff is actually getting healthier.
  5. Evaluate: Ongoing measurement and evaluation will be critical to making adjustments and improvements in your program. Remember that evaluation should be ongoing, not a one time event.

For more information on how to maximize the impact and success of your employee wellness program, check out this article from HR.BLR.com.

Employee Motivation with a Chainsaw

Friday, October 31st, 2014

Since it’s halloween let’s talk about motivating employees with a chainsaw. Sounds terrifying and unprofessional. Sounds like it might be the plot of a horror movie, or that we are playing tricks on our readers. It’s actually neither. At digital marketing agency Sq1 the Red Chainsaw Award is given to the employee who not only goes “above and beyond” but who does it by cutting through the BS to do it.

So there you have it: employee motivation with a chainsaw. Blood and guts free. So here’s why you should think about coming up with your own version of a chainsaw award.

Recognition Is Important: Everyone wants it, and employees do weird things to get attention when they don’t get it. Actively giving recognition drives everyone to strive for it and motivates the people who get it to keep working harder to be recognized further.

Recognizing the Individual Members of the Team: Everyone at any company is working toward organization goals. However, it’s important to recognize the individuals who make the team whole. Sometimes teams achieve things, but don’t be afraid to recognize individual rock stars who deserve it.

Rewards are important too: Recognition is great. Whether public or private being told you’re doing a good job is great. But don’t forget to provide some kind of material reward, which gives a tangible component to positive reinforcement. Whether is a gift card to a popular retailer like Boston Market, The Limited or Crutchfield, or an afternoon off to start a weekend early, make sure you show your employees tangible appreciation.

For more information about employee motivation, with or without a chainsaw check out this article from The Next Web.

 

Innovating Employee Rewards Programs

Tuesday, October 7th, 2014

loyalty-pano_20169Employee rewards are an important part of any HR strategy. However, monetary bonuses can get a bit stale and employees will look for new ways to be rewarded for a job well done. The more innovative your employee rewards program is, the more effective it can be.

Here are three ways to reward employees in new and innovative ways.

  • Peer-to-Peer Rewards- Allowing co-workers to give rewards for behavior that progresses the team to a common goal builds camaraderie and boosts productivity.
  • Experiential Rewards- Giving employees memorable experiences often lasts longer than a monetary bonus. If sending employees on vacation isn’t in the cards for your organizations budget, give employees extra vacation time to create their own experiences.
  • Failure Rewards- Great ideas don’t always mean success. But they do provide valuable learning and are a great way to promote innovative thinking. Giving small spot rewards like small denomination gift cards to popular retails like AutoZone, Crutchfield or The Limited for those great ideas will keep morale up even with failure. Making sure your team knows it’s okay to fail is an important part of leading an organization towards success.

See how changing your attitudes towards employee rewards can change your employees’ satisfaction and productivity. For more innovative ways to provide rewards to your employees check out this article from Ragan.com.

Establishing (and Maintaining) Work Life Balance

Friday, September 12th, 2014

Work life balance is something that all employers and employees struggle with. However, working to maintain that work life balance can be some of the most important time you spend keeping your employees happy and fulfilled at work. Here are three ways you can work with your employees to ensure that both you as the employer promote a work life balance and an environment where employees believe in the importance of a work life balance.

  1. Prioritize Everyone’s Time. Make sure employees know what to spend time on and what to deprioritize. Ensuring that employees support team goals and focus on the same things will ensure that work loads remain manageable.
  2. Leverage Distractions. Instead of discouraging employees from taking breaks and being distracted, encourage employees to take breaks and be curious. Try encouraging employees to take team “adventures” that can be fit into a lunch hour. Building in distractions makes them scheduled breaks and gives employees something to look forward to, rather than disrupting work flow.
  3. Consider an Open Vacation Policy. Work life balance is exactly that. Employees shouldn’t fear taking vacation and it shouldn’t be something they have to plan in January to ensure they don’t go over some arbitrary limit. Offering an employee unlimited vacation time allows employees to take vacation as they need it, providing a culture of work life balance. Some rules or regulations may need to be put in place to ensure the policy isn’t taken advantage of, but giving a more relaxed feel to time off for vacations can go a long way for employees.

For more information on creating and maintaining work life balance in your organization head over to Fast Company.

How to Keep Employees Motivated (and how not to)

Wednesday, September 10th, 2014

Keeping employees motivated keeps them happy at work, maintains productivity and prevents negative peer-to-peer interactions. Money can be a short term motivator but it doesn’t have lasting effects to keep employees motivated long term. Here are three ways to keep employees motivated for the long haul.

  1. Coaching: Helping your employees perform better makes your organization better. Providing an environment for employees to grow will keep employees around and allow the organization to grow with your employees and vice versa.
  2. Relationships: Build relationships between managers and employees and between peers. Relationships build a stronger team and that kind of ROI is priceless.
  3. Dialogue: Give employees an opportunity to provide feedback, not just during a semi-annual review cycle but, whenever they want. Keeping the lines of communication open ensures that employees will feel their voices are being heard and valued.

Check out the infographic below from Salesforce and Rypple for more ideas on how to motivate your employees and also some key points to steer clear of.

ryp

Motivate Employees through Connection

Tuesday, September 2nd, 2014

Motivate your employees by showing them that they are a connected, critical part of your organization. Connecting employees to the core of the organization builds loyalty among employees and builds rapport between your workforce and your end customers. Here are a few ways to motivate employees to ensure your customers stick around for years to come:

  • Performance Management: Support employees by providing clear goals for their performance and holding them to those goals. Provide honest, candid feedback to employees and when employees do exceed expectations and give their best to your end customers it is important to reward the desired behavior. Providing spot rewards at the time of exemplary behavior like small denomination gift cards to popular retailers like Crutchfield, CVS/pharmacy and The Cheesecake Factory are a simple way to say “thank you” to employees.
  • Open Communication: 360 degrees of communication is key. Managers should obviously evaluate employees but it is critical to motivate employees through participation in the organizational process. Allowing employees to evaluate their managers and the organizational values is critical to establishing open communication that will create long term employee retention and loyalty.
  • Job Role: Establishing a connection between an individuals role within the organization and the organizations role within the industry is a great way to give employees a sense of purpose. Employees who have purpose will be motivated at work, establishing loyalty and longevity.

For more ways to motivate your employees by connecting them to the heart of your organization check out this article from Ahwatukee Foothills News.