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This article relates to the Recognition competency, commonly evaluated in employee satisfaction surveys. It tells the story of how one company found the right recognition program by paying attention to employee feedback. This competency also explores what type of behavior is appreciated and rewarded within your organization. Studies show that employees who receive regular recognition and praise are more likely to increase their individual productivity levels, increase engagement with their colleagues, and stay longer at the organization. Evaluating this competency can be especially useful if your organization is experiencing low productivity levels or ineffective teamwork. This short story, Choosing an Effective Employee Recognition Program, is part of AlphaMeasure's compilation, Tales from the Corporate Frontlines. It tells the story of how one company found the right recognition program by paying attention to employee feedback. Anonymous Submission I am currently working as a human resources associate at a medium sized manufacturing firm. I was recently assigned a new project - to set up an employee recognition program and procure the prizes to be awarded. Top-level management recently conducted an employee satisfaction survey and decided that a new recognition program (there had been one years ago, but it faded due to lack of interest) would spur lagging productivity and boost morale. When given the task of program development, I asked questions - how do we determine which employees get recognition? What kinds of prizes do we want to award? You'll receive all the details in a memo, I was told. The next management meeting yielded a memo instructing me to implement a program that included the following prizes ---a reserved parking spot next to the building for one month, a framed certificate of excellence, and a "top performance" ribbon, to be awarded at each monthly employee meeting, on the basis of supervisor recommendation. After the first monthly meeting, I tried to gather employee feedback. The response to the first round of awards at the meeting was lukewarm to downright chilly, and I was curious as to why. I checked the company suggestion box later that day, and quickly discovered the reason for the cool reception. It was filled with slips of paper, their messages basically summed up by the following: " We feel underpaid and unappreciated. A parking space, plaque or ribbon just doesn't cut it. We need more money." I put aside a few of the more articulate messages and passed them on to management. Although the company was not in a position to alleviate the employees perceived wage inadequacy (which, by the way, was a valid complaint when comparing our wages to those of similar companies) it was clear that the recognition program needed to be changed. The new version offered---two paid days off, a $200 gift card for a local chain store, and some smaller cash bonuses. Response to the new program was great. Our employees understood that large scale increases in salary were just not possible at the time, and the effort to provide some monetary incentive for excellent performance made a huge difference in both productivity and morale. © 2005 AlphaMeasure, Inc. - All Rights Reserved This article may be reprinted, provided it is published in its entirety, includes the author bio information, and all links remain active. PaidSurveysOnline.com - #1 Survey Site. - Join the #1 Get Paid For Your Opinion Affiliate Program! Highest Converting Site Online! Get Paid To Take Surveys Online. Asthma & Allergy Cure -Drug Free! - Never suffer again with this safe, proven, highly effective asthma & allergy treatment $24.86 + per sale High Conversion rate. 
Shito is on a cake. Chain convenience store Lawson is to sell a chocolate cake for Christmas called Evangelion cake (SHITO chocolate cake). Lawson started to accept an order on Sep. 28 2010, at its 8,671 stores around the nation. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Is Pay Important? - Yes If You Get It Wrong Jane owns a chain of retail stores and good management staff are hard to find. When recruiting she has to negotiate a salary which is attractive to the candidate but fits within her budget. As these decisions are made on a case by case basis she swears each new recruit to secrecy. What's wrong with this? Nothing if it works. However, any strategy that relies on employees not discussing salaries with each other and threats of discipline if they do, is not really viable in the long term. It also … Bubble Trouble 2. An Original Perspective on Waging Conflict as a Way to Promote and Restore Self-dignity By Neil Warner Conflict is a fact of life for all of us, but too many painful consequences are generated by avoiding or managing it in the wrong way. When we deal with everybody else day after day in any capacity as leaders or team managers, is inevitable that we will be personally confronted with conflict. Our jobs, our reputation and our own satisfaction level are contingent upon knowing a basic principle to understand interpersonal conflict. If you are a leader, you need to learn and apply this principle… 3. Effective Ways to Give Performance Feedback By Garrett Coan Consequences of Not Giving Effective FeedbackLet’s take a look at some typical examples of what goes on in work environments when managers don’t give good feedback.Example #1: John has been working at his new job for one month. On his first day at work, Wilma, his boss, showed him what to do and got him started on a project. Since then, Wilma has communicated with him mostly through voice mail and e-mail. She walks past his cubicle and says hello a few times each day, but there hasn’t been muc… 4. Conducting Successful Training Activities PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required. Email him at eagibbs@ureach.com.Whether you are training preschoolers in the classroom or executives in the board room, here are 15 premises you might want to keep in mind the next time you're designing training ac… |
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