GiftCard Partners Blog

Today’s workplace is more age-diverse than ever. For the first time in history, five generations are working side by side — from seasoned Traditionalists to Gen Z digital natives. According to the U.S. Bureau of Labor Statistics, more than 165 million people make up the civilian labor force, and participation among those over 75 has more than doubled since 2000. Meanwhile, Gen Z and Millennials now represent nearly half of the U.S. workforce and are reshaping what engagement, flexibility, and purpose look like at work.

Loyal Employees are important for a number of reasons. It’s always better to have happy people working for the health of your business. Having loyal employees makes your business better and stronger over the long term. Here are three ways employee loyalty can actually improve your business.

Employee safety and wellness are fast becoming a top priority for organizations. In a given year, companies spend over $170 billion in costs associated with occupational injuries and illnesses. To reduce these costs, and to keep employees engaged and healthy, you need a successful safety incentives program, but that will not create itself. Employees do not just see a safety program and buy in 100% for an indefinite amount of time. Employees need to be incentivized to engage in the programs that you are putting out there for their, and your, benefit.

Employee advocacy can be a powerful tool in building employee trust, investing in the company, and also helping to recruit talent and spread positive word-of-mouth about your organization and its products. However, employee advocacy needs to fit your staff, your company, and your objectives for a program to have the desired affects. Here are three components to help when deciding if employee advocacy is right for your organization:

Organizational growth issues exist in some form at almost every company. There can often be a “chicken or the egg” mentality between two opposing factors that often lead to a scramble instead of a steady positive growth curve. Most companies blame this on external factors like funding, the market, or even a competitor move. However,
new research from Bain & Company shows that most organizational growth issues actually stem from within the organization. According to the survey of 400 executives: