Peer-to-peer recognition: the unique benefits

We all know that it’s important for managers to recognise and reward their direct reports but the responsibility for recognition shouldn’t solely reside with managers. Peer-to-peer recognition can often have an even greater impact on recipients and by encouraging your employees to show appreciation for each other’s efforts, you could revolutionise the way your teams work together. Here, we examine the key benefits of peer-to-peer recognition can have for a business.

The fact that recognition schemes encourage employee engagement with their employer is a fairly established idea nowadays. However, schemes that enable and promote peer-to-peer recognition can be so much more effective at achieving this as employees are more actively looking for opportunities to reward their peers based on company goals and values. As well as keeping these goals and values at the forefront of employees’ minds, this sort of active recognition encourages a positive culture of recognition to develop within the organisation, where people are constantly looking to appreciate and celebrate the achievements of their fellow co-workers, creating a productive and welcoming place to work.

Nowadays, many managers have their workload spread thin and are responsible for supporting many direct reports. As such, it can be difficult for them to recognise and reward every achievement of their employees. However, by working together daily, others may have a more unique insight into what their peers are working on, the challenges they face and the hurdles they overcome. By opening up recognition to everyone, it is no longer solely dependent on managers to notice these occasions as everyone can recognise such achievements and milestones. This makes recognition and reward instantly more scalable within an organisation.

What’s more, whilst people may expect feedback from our managers as part of their role, peer recognition is perceived to be much more powerful and meaningful as it isn’t necessarily required of colleagues to give each other feedback. When a person recognises a colleague, the recipient knows that they have gone out of their way to show appreciation which makes the feedback seem much more authentic and heartfelt. Recognition in this form provides the recipient with a feeling that they really are doing meaningful work and having an impact. In turn, this has an amazingly positive impact on an employees’ confidence and self-esteem levels.

Peer recognition can also have a positive effect on how teams work together in a company. By encouraging employees to recognise each other’s work, employee relationships are strengthened, and this improves employee satisfaction overall. Another benefit of this is that employees find it much easier to work together as a team and collaborate with others on tasks. They’re more likely to support each other when someone is struggling and this sort of “one for all” approach can then be linked to more positive output for the company as creative minds are pooled together to solve problems and challenges.

Implementing peer recognition in a company is not always the easiest task as it requires buy-in from all employees across the business, many of whom are not used to proactively giving recognition or feedback to others. To start off on the best foot, ensure that you clearly define your recognition criteria to give employees focus and motivate all your managers to promote the scheme. It may take a few months before recognition becomes ingrained into your employees’ everyday work routines so make sure to keep up the keep up the reminders, words of encouragement and motivation.

The importance of employee recognition and reward in healthcare (and how to practice it effectively)

The healthcare sector is facing a crisis as it struggles to keep hold of its employees in the UK. Earlier this year, it was reported that a total of 33,000 nurses (equivalent to 1 in 10) left the NHS in 2017. What makes this statistic particularly worrying is that just 30,000 nurses were recruited during this same period. With employee turnover rates that have been slowly worsening each year (the rate is now 20% higher than it was in 2012/13), this is the first time that the NHS has had to report that leavers are outnumbering the joiners.

It is not too difficult to imagine why healthcare workers may be looking to leave their jobs. Many work in high-stress situations and roles can often be inflexible, involving long hours and a degree of personal sacrifice (over 58% of NHS employees claimed they work additional unpaid hours in their position). Add to this the fact that employees are more than likely feeling the pressure of the public’s constant scrutiny and struggling to carry out their jobs with a reduction in resources, it’s not surprising that job satisfaction can quickly dissipate. However, it is essential that the sector acts now to boost employee retention so that it can continue to function optimally and provide a good service to the public.

 

Recognition and reward as a retention strategy

Whilst some factors causing people to leave their jobs may be outside of an employer’s control, there is one aspect that can be influenced: how employers recognise, reward and engage with their employees in the workplace. According to the NHS Staff Survey 2017, only 42% of employees feel they are valued by their employer. Considering how much is asked of these employees and the difficult conditions they often must face, taking the time and putting in the effort to make them feel appreciated is the least that employers can do to improve job satisfaction.

By showing appreciation for the perseverance and hard work of their employees, publicly rewarding their achievements and successes, employees begin to feel that their work has purpose and that they are a valued member of the organisation. When facing challenging or unpleasant situations, a kind word or act of recognition can have a big impact on an employee’s outlook. Rather than feeling overworked and unappreciated, they will feel more positive about work and motivated to continue performing well.

By practicing recognition and reward in the workplace, employers will undoubtedly see reduced staff turnover rates and absenteeism levels as employees form a deeper connection with them and recognise the positives of working for them. However, the impact of this activity will also bring about other positive effects. For example, it has been shown that when employees are engaged and motivated, both their productivity levels and quality of work improves. With the healthcare sector constantly looking to meet a multitude of ambitious targets, tackling the employee engagement issue first could start them off on the right foot for tackling all their other priorities.

 

Putting recognition and reward into practice

Due to their nature, healthcare organisations can have a vast number of employees, ranging from administrative staff to medical practitioners and these can be spread across multiple locations. With such a large and complex workforce, implementing a recognition and reward programme that suits everyone may seem impossible. But with the new technology available nowadays, there are much simpler ways to pull together a comprehensive but flexible programme that meets the unique needs of each organisation.

If you’re thinking of launching a recognition and reward programme in your organisation, here are some guidelines to ensure you do so successfully:

  • Clearly define recognition rules:

To ensure recognition is fair, it is important to set clear guidelines for what behaviours and attitudes should be rewarded. This could be based on your organisation’s core values and it is essential for ensuring that recognition and reward is practiced in a consistent manner across the company.

  • Monitor recognition activity regularly:

For a recognition culture to take off successfully, everyone in your organisation needs to buy in to the programme. Therefore, it’s important to keep track of where recognition is working well and where it is not being practiced or activity seems to be dropping off so that you can react to this before it is too late.

  • Give everyone the chance to recognise others:

Particularly in large organisations, enabling peer-to-peer recognition can be particularly effective. Not only does this help boost team morale but senior staff are unlikely to pick up on every reward opportunity that arises in an organisation. By allowing everyone the chance to recognise others, fewer of these situations are likely to go unnoticed.

  • Remain flexible:

Recognition should be practiced each day, but it should be adjusted depending on the situation and the person who is being rewarded. You may want to celebrate big achievements publicly but for smaller achievements, a simple “thank you” email may be more appropriate.

  • Work with an employee recognition and reward specialist:

Implementing a recognition and reward scheme requires a lot of time and effort, especially if you are starting from scratch and plan to run the entire scheme internally. Nowadays, many people turn to organisations that specialise in employee recognition. One example is Each Person which offers a zero-cost platform that provides everything a company needs to implement recognition and reward initiatives effectively across their business: online manager dashboards, peer-to-peer recognition functionality, marketing support and real-time reporting.

5 Common Employee Recognition Pitfalls and How to Avoid Them

Recognising and rewarding the performance of employees is vital for creating a positive company culture. Regular real-time feedback has been shown to have a great impact on employee motivation and productivity but there are still a number of common mistakes that businesses often make which can limit the effectiveness of workplace recognition schemes. Here are five of the most common errors that companies make and how to avoid these pitfalls yourself.

 

  1. Adopting a “one size fits all” approach

Each person in your workplace is unique: they want different things, they have different personalities and they are motivated by different factors. Because of this, the recognition that you give to your employees should change depending on who you’re addressing.

What works for one person may not work for another. For example, some people with feel a sense of pride & achievement when their hard work is recognised and applauded at a team meeting but for others, this would be mortifying. They would be much happier to simply receive a personal written message from their manager to let them know their efforts have been noticed. Likewise, for rewards, some employees would love to receive a £50 supermarket voucher as it helps them save on their weekly shop but for others, this would be wasted, as they would much rather receive something that suits their personal interests.

Each instance of recognition should be considered on a case-by-case basis to ensure that managers are rewarding employees in a way that they would want, providing them with motivation to repeat this behaviour. Although this constant re-evaluation of how recognition should be carried out takes more thought on the part of the manager, it certainly stops them from becoming “lazy” in their approach to recognition and falling into the trap of giving ineffective “copy and paste” recognition to each employee.

 

  1. Expecting a recognition scheme to sustain itself alone after launch

You’ve implemented a new reward and recognition program into your business. You’ve made sure that everyone knows how it works and trained your management team on how to reward employees. The hard work’s done now, right? Not quite.

Many companies launch recognition schemes but fail to put in the upkeep effort required to keep them alive in the long-term. As recognition platform require buy-in from different stakeholders across your business, it’s important to make sure communication about the benefits of your reward scheme are maintained. These also serve as regular reminders to your staff to make sure they’re practicing recognition in the workplace as part of their everyday working lives.

We are often asking a lot of our employees and quite often they have so much on their plate that things can be easily missed or de-prioritised. This is where communication is required to keep company recognition at the forefront of their minds. Ensuring people are regularly reminded about the importance of recognition and encouraged to practice out such activities, it is less likely to be forgotten. Regular communication also emphasises the importance of the concept to your business – if you’re not treating recognition as if it’s a key part of your business’ way of working, your staff are unlikely to view it as important either.

 

  1. Only rewarding based on hard targets such as sales performance

How do you measure performance within your team? If you work in a company where employees are given regular targets such as sales numbers or revenue, it can be tempting to just recognise employees who perform best against these set targets. However, the downside to this is that you could end up just rewarding the same people over and over again, leaving out many of your other employees who find it hard to get a look-in but who work hard and are deserving in other ways.

To ensure you’re not just recognising your high-flyers and are giving your other employees a chance, it is good to reward people for other achievements such as overcoming a task that they’ve been working towards or demonstrating some of your key company value or qualities. By being more creative with your recognition criteria, you open up a range of different ways that employees can earn your praise.

 

  1. Recognising employees too late in the day

Recognition is all about timing – it will have most impact on your recipient when it is given as close as possible to the occurrence that you’re recognising them for. They may be feeling a sense of achievement and pride in themselves already but the recognition of others reinforces this feeling and makes them feel appreciated by their employer.

However, leave it too long and recognition will become less relevant and less motivating. It can even be confusing for your employees if the reason why they’re being rewarded is not clearly explained and they could even forget the details of what they did to gain your recognition if too much time has passed. As a result, it’s important that you keep recognition at the forefront of your mind. Keep an eye out for any “small wins” that your employees experience during their day and ensure that you respond to these promptly by showing your appreciation on the same day.

 

  1. Only practicing top-down recognition

It’s a common misconception that employee recognition and reward is a top-down activity where managers recognise the people that work for them. Although this is certainly a key focus, to ensure you create the most positive and engaging work environment, it’s important to encourage a general attitude of gratitude amongst your entire workforce.

By enabling and encouraging all your employees to practice employee-to-employee recognition, you give them the power to thank their fellow colleagues. For many recipients, this type of recognition can even be more powerful as it can be perceived as more considerate and heartfelt. The recipient know that the sender does not have a “duty” to monitor their performance but has gone out of their way to show their appreciation and gratitude.

Employee recognition for every budget

Recognising your employees and rewarding them for their hard work and achievements is essential to ensure you build and maintain a positive, engaged and motivated workforce. However, when it comes to recognition, this doesn’t have to come at a great expense to your company. In fact, some of the simplest ideas are completely cost-free! With a new financial year just started, this is the perfect time to think about how you can build a culture of recognition into your workplace and it is possible to do this, no matter the size of your business or your budget.

Here are some of our top recommendations for ways to implement recognition in the workplace which won’t break the bank:

 

  • A simple “Thank You”
    Starting off with the simplest and zero-cost way to implement recognition into your everyday working life, simply saying “thank you” or “well done” to an employee can make their day. If you think about how busy people often are in the workplace, the fact that you have taken the time out of your day to talk with them or send them a thank-you message will make them feel appreciated and as though their contribution really matters. Although it can be a nice gesture, you don’t always need to give a reward to your employees when practicing recognition. In fact, as employee appreciation should be part of your everyday practice at work, it would get expensive very quickly if we did this!

 

  • Give them a work-related treat
    If you do want to give your employee(s) a treat for their hard work, there are more unconventional rewards that you could give than the typical gift card or bottle of bubbly. Why not reward them with something that might make their working day that little bit better such as an extra day’s holiday, a longer lunch break or an early finish for that day or week.

 

  • Presenting regular awards
    Whether this is an employee of the month award or recognising key employees each quarter or year, many businesses have found a regular awards programme to work well for them. Publicly recognising employees can be a good option for recognising particularly impressive performance or achievements which warrants more than the usual “thank you”. And these can be easily tailored to meet your budget – you could give each employee receiving an award a small token of your appreciation such as a bottle of wine or it could simply be a place on the employee honours board, where the most recent award winners are showcased. Furthermore, if you wanted to invest more into rewards for these winners, then you could simply change the number of employee awards or frequency that they are given out to manage company costs.

 

  • Adopt a more formal employee recognition programme
    Another idea is to introduce a more formal recognition and rewards scheme – this will allow you to set guidelines on how employees should be rewarded and for what reasons, ensuring a more uniform and fair approach across the business. Employees may earn points for meeting their objectives, displaying company values or exceeding targets and these could then be redeemed for small rewards which they get to choose themselves. By rolling out a more formal recognition scheme, it will be a lot easier to monitor and maintain in the long-term. Whilst this might sound like it is a costly option, it doesn’t have to be as recognition schemes can be tailored to meet your needs and budget. The advantage of this option over the others is that you will be able to monitor the recognition going on in your organisation and the buy-in of different departments and staff members into the scheme.

The impact of recognition on employee wellbeing

Promoting employee wellbeing is one of the key focuses of many HR departments, and for good reason. It is reported that workplaces in the UK lose up to 27 days of productive time per employee per year due to high stress and other wellbeing issues. With productivity loss predicted to cost the economy £57bn per year¹, the implications of poor employee wellbeing cannot be easily dismissed.

As well as this, there is a clear positive correlation between promoting employee wellbeing and overall company performance. A study by the O.C. Tanner Institute into the impact of employee wellbeing found that employees who rated their wellbeing as “excellent” had a 19% better personal work output when compared with those who said rated wellbeing as “poor” ².

Businesses have resorted to a range of different solutions to try to tackle the issue of employee wellbeing. These range from providing confidential employee assistance programmes, gym memberships or discounted healthcare. However, another practice that has also been shown to have a positive impact (which could involve a lesser financial commitment for the employer) is an effective employee recognition and reward platform.

Not only is recognition a powerful means of boosting employee performance and encouraging employee retention, it can also affect your employees on a more personal level as it influences their mental health and wellbeing. By taking the time to acknowledge and appreciate employees at work, you instil feelings of pride and gratitude in them. These emotions have been shown to make people both happier and healthier in general. The overall positive effects that these emotions can have on a person’s wellbeing, include reducing stress levels and boosting self-esteem. Company recognition schemes also assist in creating a culture of community which leads to improved interpersonal relationships between teams and colleagues. These social factors also have a positive impact on people’s stress and productivity levels.

And what business doesn’t want to have employees that feel this way? These effects have a direct impact on how employees perform within your business so by caring for their wellbeing, you encourage them to work to their best ability and perform well. Whilst you may prefer to incorporate a range of wellbeing initiatives within your company, simply encouraging a culture of recognition is always a good option to include as it can be implemented when you want and does not necessarily have to have a financial cost to it – just a few words to say “thank you” will often make a person’s day.

 

References

¹ Reilly, S. (2016), “Stressed Employees Lose Productive Time”, Mercer (https://bit.ly/2IZjvUj)

² O.C. Tanner (2016), “The Impact of Excellent Employee Wellbeing”, O.C. Tanner Institute (https://bit.ly/2H6Pp4P)

Is an “Employee of the Month” scheme beneficial?

It is well known that recognition in the workplace is important for a number of key reasons: increasing employee morale, encouraging employee engagement and motivating performance to name just a few. However, it’s also important that we take a good look at HOW we recognise and reward our employees as one type of recognition scheme may not suit all business environments.

Often seen as a “safe bet” and easy-to-implement solution, the traditional “Employee of the Month” scheme has been around for years, with each month’s star employee often being presented with a certificate or award and perhaps a bottle of fizz to celebrate with later. This concept has become so widespread that 80% of companies are reported to have some sort of work-related reward such as “Employee of the Month” or “Top Salesperson”¹. However, although this type of employee appreciation program may work for some businesses, particularly those with a very small headcount, it tends to fall short with most organisations and can even have a negative impact on the workplace.

 

Motivate the few, demotivate the many

With only twelve months per calendar year, this type of scheme is already limiting as it only allows you to recognise a set number of people each year – depending on the size of your organisation, this could constitute a very small proportion of your employees. As a result, instead of motivating your entire workforce, this way of working is likely to just motivate a small number of people. At the same time, recognising just one person per month is likely to demotivate other employees as other good performers feel that they have been overlooked when they are deserving of some recognition and as a result, they may feel that continued effort is not worth it.

 

Creating a negative working environment

Due to the nature of “Employee of the Month” schemes, a sense of competition is inevitable amongst employees. Whilst this can be healthy and encourage people to perform better, it can also have an unhealthy side which could negatively impact your company culture. If you believe you’re being overlooked at work despite your best efforts, you’re more likely to develop a sense of resentment towards your colleagues who are being rewarded. Furthermore, key company achievements may have a whole team of people behind them, making it unfair to just reward one person, rather than a whole team. This can have an impact on how people work together as personal achievement is perceived to be valued more than team achievements.

 

Unclear expectations of performance

Finally, awards such as “Employee of the Month” often do not have any set criteria as to what is required to achieve this coveted title. Instead, the winner will be determined based on the subjective opinions of company managers regarding who they feel has performed well that month. By not setting clear expectations for employees as to what they need to do to win this award, employees can become demotivated as attempts to perform well go unrewarded. This lack of clarity is often further complicated by the managers’ wish to make sure they’re being inclusive of all employees. Deserving winners may be overlooked one month because they had already won not long ago or an individual may win one month over someone more deserving simply in an effort to ensure that rewards are fairly distributed. With so many subjective opinions and different considerations being taken into account, it is very difficult for employees to know what to aim for on a month-by-month basis.

 

A better solution

It is clear that there are a number of factors that need to be considered when setting up a recognition scheme within your company to ensure that it has the desired effect and doesn’t inadvertently end up causing more harm than good. It should be noted that “Employee of the Month” schemes may not always be necessarily a bad move but it is important to combine these with other forms of recognition to prevent any negative effects. So what does a good recognition and rewards scheme look like?

 

Instead of a routine and impersonal scheme such as “Employee of the Month”, why not put your efforts into creating a company culture of day-to-day employee appreciation and positive reinforcement? Instead of placing limits on who can be recognised, when this can occur and how many people are rewarded within a certain time frame, managers should be encouraged to recognise all good performance by employees as it happens. If it is a team effort, recognise the whole team who put in the effort to achieve something, not just one person. This gives everyone a fair chance of earning recognition and employees are less likely to feel resentful of their fellow colleagues.

 

When it’s no longer considered to simply be a routine action, recognition is viewed as more heartfelt and personal to the recipient. Whilst there isn’t going to be as much pomp and ceremony around this type of company recognition as it occurs on an ad-hoc basis and in a more casual form, a kind word to commend someone for the work they’ve done recently can go a long way to making them feel appreciated by their employer.

 

References

¹ HBS Working Knowledge (2013), “How to Demotivate Your Best Employees”, Forbes (https://bit.ly/2pQR6bh)

Applying the Psychology Behind Motivation to the Workplace

What motivates your employees?

What keeps them engaged with your company and stops them looking elsewhere for new opportunities?

Whilst many might think that providing a regular salary and a comfortable work environment is all that is needed by an employer, we’re going to look at the psychology of motivation and break down the key factors that influence human behaviour so that you, as employers, can ensure you’re getting the most from your employees.

Back in the 1940s, psychologist Abraham Maslow published his Theory of Human Motivation. Fundamentally, Maslow believed that all human beings have the innate desire to be all that they can be (referred to as self-actualisation). This is great news for employers as inspired and hard-working individuals constantly striving to achieve their best are a dream for any company.

However, in order to unlock this desire within people, Maslow believed that more basic needs have to be met first of all. According to Maslow, humans work their way up through a hierarchy (see image below) in terms of needs that they are looking to fulfilled, starting with the most basic physiological needs. Our needs are constantly changing so as soon as a certain tier’s needs have been fulfilled, we begin to desire the next tier’s needs to be met. However, all the time that the needs from a lower tier on this hierarchy remain unfulfilled, a person will not be influenced by the levels further up.

 

Maslow’s Hierarchy of Needs Applied to the Workplace

 

How can you apply this to your place of work?

According to Maslow¹, only 2% of people achieve self-actualisation in this hierarchy. In order to help more of your employees reach this level of motivation, where they’re actively looking for opportunities to develop and improve, it is important to ensure you are doing all you can to meet their other needs: physiological, safety, social and esteem.

The bottom two levels of physiological and safety needs are fairly straight-forward for most organisations to meet – these needs can be met by providing employment contracts, a safe and comfortable work environment, a regular salary and any other benefits that may help employees feel secure such as a workplace pension and sick pay. On their own, these don’t engage employees with you as a company and they’re unlikely to feel any emotional loyalty to you as an employer but they are important as the fundamental building blocks of a satisfying professional life and career.

It is the social and esteem needs which can be a bit trickier for employers to crack as they go above and beyond the basic requirements and require certain values to be instilled into the company culture from the top-down. In terms of social needs, people want a sense of belonging and desire good interpersonal relations with their peers. Many organisations arrange team-building activities throughout the year to build relationships within their teams but another way of building on this is by encouraging employee-to-employee recognition within your company. Whether it is a “thanks” given in person or a digital ecard saying “well done” sent to the employee, these team recognition activities have been shown² to have positive effects on both those who give recognition and those who receive it.

Once a person has this sense of belonging, they will move on to see how their esteem needs are being met. At this stage, employees are looking to see that their work is valued by their employer. Again, employee appreciation plays a big role at this stage as recognising and rewarding an employee’s achievements helps them form a positive self-image of themselves. If an employee is given a tangible reward, particularly one that they can choose themselves, they will emotionally connect this reward with their job and feel important and accomplished as a result.

 

The positive impact of meeting your employees’ needs

By meeting your employees’ needs at these levels, you encourage positive engagement with your organisation and increase the confidence that employees have in their work. As a result, it can have a remarkable impact on employee retention as they feel little need to look elsewhere for their needs to be fulfilled. However, it is important to note that meeting these needs is not just a one-time occurrence that will satisfy them for life. It is something that needs to be repeated and instilled as part of the company culture – awarding someone a corporate employee award for an achievement two years ago is not going to keep them feeling valued today.

Although it can be difficult to meet all your employees’ needs all the time, once you do have an employee who feel that their basic needs have been met, that they’re a key member of the team and that their work is appreciated by their employer, they will feel inspired to take on more ownership and responsibility within their role and this can even have a positive knock-on effect to the rest of your employees who are likely to feel inspired by this employee’s attitude to work.

 

 

About Each Person

To find out more about the Each Person employee recognition and reward scheme, visit www.eachperson.com

 

References:

¹ Maslow, A. (1970), Motivation and Personality, (2nd ed.). New York: Harper & Row

² Higginbottom, K. (2016), “It’s Better To Give Than To Receive At Work”, Forbes (http://bit.ly/2pdKUdQ)

How to celebrate Employee Appreciation Day every day

On the first Friday of every March, Employee Appreciation Day is celebrated throughout the United States and Canada. Over twenty years ago, this holiday was created as an opportunity for companies to practice recognition in the workplace, thanking employees for their hard work and efforts over the past year by organising fun events and activities or giving out corporate employee awards and gifts.

 

With more and more businesses beginning to see the importance of employee recognition and rewards for increasing job satisfaction and motivation levels at work, this unofficial holiday has slowly begun making its way to the UK. Whether hiring a caricaturist to do portraits of all the employees (Secret Escapes) or simply treating their employees to a pizza takeaway lunch (Skillsoft), businesses around the country have embraced this tradition in many varied and creative ways in recent years.

 

Whilst awareness days such as these can be a great way to boost employee participation in your recognition activities, it is important to make sure that you’re not just limiting employee recognition to just one day per year. Instead, it should form part of your business culture and you should ensure that you’re appreciating employees at work regularly throughout the year. Without this, all the positive effects that Employee Appreciation Day can have will quickly dissipate – by continuing to recognise and reward your employees regularly, these will be maintained and the trust between employer and employee will grow ever stronger.

 

Why not treat this day as an opportunity to begin afresh, making a promise to your team to recognise their efforts, reward their results and celebrate their career milestones, not just on Employee Appreciation Day but throughout the year?

 

Here are our top tips on how to fit employee appreciation into your everyday work routine:

    1. Put it in your diary: According to Gallup, employees need some form of recognition every seven days to prevent their productivity levels waning¹. To help keep you on track, make a note in your diary or to-do list to recognise someone each day, even if it is only for something small. Once you begin making a conscious effort to look for good performance, you’ll begin to notice it everywhere.
    2. Timing is key: Don’t wait to recognise someone for their work – appreciation will begin to lose value if it is not given in a timely manner. When you see good work being done, be sure to speak up at the time.
    3. Be specific: Generic praise rarely motivates anyone. Be sure to tell your employees precisely what they have done to earn your appreciation.
    4. Make it personal: Make sure to personally thank employees who do a good job individually – it only takes a few minutes of your time and the impact of the recognition will be much more powerful.

 

About Each Person

To find out more about the Each Person employee recognition and reward scheme, visit www.eachperson.com

 

References:

¹ In Praise of Praising Your Employees, Gallup (http://bit.ly/2oCR1ao)

Top 5 Ways to Show Appreciation to Your Staff – Ways to Say Thank You

Small, unexpected gestures of thanks and team recognition given throughout the year go a long way to show employee appreciation and boost engagement. It goes without saying that a pay rise or staff bonus is always welcome – after all, most employees do work for money. However, a surprise word of thanks or a carefully thought through personalised gift or reward throughout the year will make a huge difference to employee positivity and make them feel valued all year long.

An employee who feels appreciated through small, genuine expressions of praise, recognition and rewards will be happier in the workplace, more productive and hit those company targets.

 

Here are the top 5 ways to show your employee appreciation.

 

  • Praise something your colleague has done well

Saying ‘well done’ to a colleague goes a long way to making someone feel recognised and appreciated. Employee recognition is an important way of demonstrating your appreciation throughout the year whether this is from a manager or employee to employee recognition. Rather than simply a ‘job well done’ message however, words of praise should ideally specify what your colleague has done so well. Ensure you tie in your employee appreciation with company strategy by identifying special actions that you would like staff and managers to encourage and praise. Helping to identify specific actions will also give your staff clear direction in the workplace and will enable them to work more efficiently and productively towards company goals.

 

  • Say thank you

Ensure you are appreciating your employees at work by saying ‘thank you’ now and again. Social niceties such as ‘please’ and ‘thank you’ are sometimes overlooked in an organisation but make a workplace a pleasanter and more productive place to be. Consider an e-card for its environmentally friendly nature which will also often offer the option to give a reward or e-points for your staff to choose their own treat (the Each Person recognition and rewards scheme offers this function from any mobile device or PC). Saying thank you also has a self-perpetuating nature, the more you say thank you, the more other colleagues will say thank you to each other –  improving the workplace atmosphere. The obvious psychological benefits of saying thank you are also proven to increase a feeling of wellbeing and reduce depression at work.

 

  • Give a personalised gift or card

Get to know your staff and colleagues well enough so that you are able to present them with a personalised gift occasionally. A well-chosen present that you have carefully thought about will boost an employee’s wellbeing and sense of belonging to your company. Personalised gifts and cards can celebrate a worker’s special day such as a birthday, work anniversary or offer sympathy when a colleague has been ill.

 

  • Treat staff members

The occasional treat recognises and rewards staff and boosts employee engagement and productivity. Companies such as Each Person offer managers and colleagues the option of rewarding staff with epoints redeemable for treats that they can choose themselves in one of 1000s of  online stores and 85,000+ high street retailers.

 

  • Provide opportunities

Encourage a positive workplace environment of employee engagement, contribution and productivity. Provide opportunities for training, cross-training and participating in committees and workshops. Employees will genuinely appreciate the opportunities. Add to this a staff appreciation program with recognition and rewards for employees and this will develop and nurture a positive and productive workplace.  

 

To find out more about the Each Person employee recognition and reward scheme, visit www.eachperson.com, email sales@epoints.com or call 0118 979 6341.

 

Research Highlights – Employee Engagement and Productivity Trends in the UK

Four research studies carried out recently provide insight into the productivity levels in the UK and disclose insights of employee participation, employee engagement across the UK.  Each Person, an employee recognition and rewards scheme, summarises the findings of these surveys which give insights about the UK workplace.

 

  1. OBR (Office for Budget Responsibility) Report on UK productivity.

The report (1) highlights that:

  • Britain is 15% less productive per employee than the average of its EU competitors.
  • Productivity over the last decade has grown a paltry 1.4% over the whole period.
  • The OBR is of the opinion that the prospects of any significant productivity growth over the next five years is minimal in spite of the wide availability of new technology.

 

  1.  CBI (Confederation of British Industry) ‘Ostriches & Magpies’ Report

In the report (2), ‘magpies’ pick up tested technology innovations from outside their business that are proven to lift productivity and pay, whilst ‘ostriches’ stick to what they know. These ‘ostriches’ have productivity levels typically below the abysmal average of UK productivity.

Key highlights include:

  • A key factor in the UK’s sluggish productivity growth is the inertia of 70% of employers to adopt available new technology.
  • Employers adopting technology solutions (‘magpies’) have shown major improvement in productivity and profitability.
  • While the UK’s best performing firms are highly innovative, best practice must reach a greater range of businesses to enable national UK productivity to materially improve.

 

  1. ‘Each Person’ Survey – 48% of employees say a simple ‘thank you’ will suffice

Six months after rolling out the Each Person programme with a major UK employer, a survey of 700 employees revealed (3):

 

Key highlights:

  • Of those employers using the Each Person recognition and rewards scheme, 91% of their employees felt valued – this is in stark contrast to a UK average of 62% of employees feeling unappreciated by their boss. Of the 9% of employees who do not feel valued in a company using the Each Person scheme, 60% had not received, or did not know if they had received, recognition through the Each Person scheme.
  • When asked what would make them feel more valued in the workplace, almost half of respondents (48%) said a simple thank you.
  • 71% of employees said that they valued recognition and rewards from all colleagues. That said, employee to employee recognition varied greatly geographically, with employees from London and the South receiving 15 times more recognition from their colleagues than their peers in Scotland and the North.

 

  1. National Employee Research Survey – Over 90% of employees feel employee recognition is important at work

A recent National Employee Research Survey of thousands of employees across various private and public sectors and multiple job roles showed:

Key highlights include:

  • Over 90% of respondents said employee recognition is important to them. Despite this, 62% stated that they hardly ever or were never appreciated by their boss. 68% of employees were also not happy with their benefits package.
  • 72% of employees stated that they would work harder if they were appreciated with a comprehensive staff appreciation program.
  • 52% of employees said they would be looking for a new job in 2018.

 

In Conclusion: ‘The UK is lagging behind its UK competitors in terms of productivity’.

The CBI suggests organisations are not adopting new technologies with failure of the unknown being a paralysis. Some organisations seem to think that a bad “known” is better than a complete “unknown”. Tackling this could help reduce inequality between firms’ productivity and between people’s pay, adding £billions to UK GVA.

With 72% of UK-wide employees stating that they would work harder if they were appreciated, employers need to embrace available recognition and reward technologies which are proven to ensure employees feel valued.

Employees at companies that have adopted the Each Person recognition and rewards scheme feel significantly more valued than the average UK employee.

The National Employee Survey reveals that the majority of employees do not feel recognised, valued or appreciated, despite 90% citing it as important to them. Further to that, over 50% were likely to search for a job in the new year.

By contrast, 91% of employees from a major UK employer that has adopted the Each Person recognition and reward scheme feel valued.

Remuneration is not the ‘be all and end all’.

While remuneration is of course important to employees, the results of the employee survey of a major UK employer reveals that it is just as important that they feel valued in the workplace. When you consider Maslow’s Hierarchy of Needs, salary is a basic need. To help employees fulfil their esteem needs, employers must do more to show their staff that they are appreciated. Esteem needs include: self esteem, confidence, achievement, respect of others and respect by others. The Each Person scheme can help organisations ensure their employees meet these needs in the workplace, stimulating empowerment and increased productivity.

Company-wide recognition is critical.

With employee to employee recognition being just as important as top-down recognition, businesses need to create a culture of recognition and rewards across all levels of the business. They can do this providing employees with simple tools to show appreciation to their colleagues. The Each Person recognition and rewards scheme facilitates peer to peer recognition with ecards.

In a widespread recognition culture, personal thank yous can only be achieved by large employers with the benefit of modern technology, of which Each Person is at the forefront. For more information about the Each Person employee recognition and rewards scheme, visit www.eachperson.com

 

References:

  1. http://bit.ly/1LiibpM, Office for Budget Responsibility
  2. http://bit.ly/2CIf4i5, CBI, Nov 2017
  3. http://bit.ly/2m1HDMW, Each Person