Rewards and recognition are effective ways to improve performance, increase employee engagement, and create a strong culture. Both rewards and recognition lead to desired performance; what gets rewarded gets repeated. Learn how to design and implement a total rewards program with effective recognition strategies and measure its impact on your business outcomes.
Recommended Rewards and Recognition Resources
Learn More about Rewards and Recognition with our Top Resources
We’d like to think that billions of dollars spent on something can’t be wrong. But as we look at the changing landscape of employee recognition, it’s becoming more apparent that our money is misplaced. Let’s talk about ...Read more
Recognition is best exercised when it comes from all parts of the organization. Recognition from multiple levels, rather than just management, establishes a shared trust within the team. And the best part -- that trust reaches those your business serves.
Ohio Living created an impressive workplace culture through employee recognition that has been directly linked to lower hospital readmission rates, lower infection rates, and overall better patient health.Read more
As company leadership increasingly shifts their attention towards achieving an outstanding employee experience across the lifecycle of an employee, appreciation and recognition will be two of the largest factors that both increase overall employee happiness and drive engagement levels and ROI. That’s because appreciation moves the needle on employee engagement and helps bring out the best work in employees.
Explore tools to implement a continuous recognition program that makes an impact everyday, insights into recent research showing the gap between whether employees feel recognized and connected to their companies versus how companies believe they are connecting, strategies to close this gap, and 5 keys to what ‘great’ employee recognition looks like.
Complaints about performance evaluations are nothing new. Employees think the process is demeaning. Managers and supervisors find them burdensome and ineffective. Lawyers tell us the forms work against us in court. So, we throw up our hands and declare we’re done with them. But before long, we return to the same ritual.
Companies need to recognize that the tools we used in the past to connect with our employees will not continue to work as our workforce changes. These tools were designed for a different workforce - one that did not need real-time interactive communications or regular transparent recognition. We need to accept that these tools are no longer a fit and respond by embracing new tools such as social media.
The concept of replacing United Airlines’ quarterly performance bonuses with a lottery program didn’t last three days, much less come to fruition, due to some severe backlash from the company’s thousands of employees.