Employee loyalty is harder and harder to come by these days. And it has been for a while. There's no such thing as working at the same place for 30-40 years and retiring with a pension anymore. So how can employers keep employees engaged and hungry for more within their current company? You reward them. However, the rewards are no longer for longevity. No 5, 10 or 20 years of service luncheons. Since employee loyalty is no longer a motivator, with the average junior employee holding a single position for only an average of 18 months, it's time to evolve past employee loyalty. Identifying desired behavior and rewarding execution and consistency is the new "loyalty." You can't help that careers are ever-shifting and people get restless (which is more encouraging in today's job market). So worry about what you can control. Make your employees the best they can be, and when they are, reward them for it. Use what is beyond loyalty, short term performance, to motivate your staff toward organizational goals. Employee loyalty doesn't need to be paramount to run a team full of people working well together towards a common goal. If longevity isn't in your organization's 2015 outlook, don't panic. Just find employee motivators you can control and look to performance, even short term, to reward employees for good work.
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.
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.
Employee rewards should be differentiated by the employers goal in giving the reward. If you're giving a reward for a job well done in an "everyday instance", the reward should be different than exhibiting exemplary community behavior, which should be different than a reward given for long term growth. Here are three situations and how to differentiate employee rewards for each.
Innovating employee rewards programs 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.
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