The Power of Your Employees
Without your workforce your company would be gone. Whether your business is a party of two or a team of tens of thousands, you rely on the knowledge and expertise of your employees more than anything else. They are the compassion in customer service, the thrill in sales representation, the creative in marketing and design, the science in IT, the analyzers in accounting, and so on (and none of those groups are restricted to their adjective).
Each and every one of them crosses into each other’s lives, impacting their day to day, bringing friendship, mentorship and partnership to help grow your business. Rewarding one person can go a long way, but rewarding a broad spectrum of your workforce can take your team to the next level. Let’s take a look at how you can go about doing both.
Rewarding the Individual Employee
Lean on direct managers and peers to identify how best to show employee appreciation. These members of your team have the greatest insight into the hard work the team member invests day in and day out. And they also have insight into what motivates them, what their hobbies are, what will show that individual that you know and respect them, not just their work.
Be sure to include a well planned message to the team recognizing the hard work of the team member. This helps their peers understand further why they were recognized, it also gives the employee a chance to see the great things their co-workers, managers and leaders say about their work. Even better, if the employee is customer facing, see what felicitations you can gather from their contacts to make it even more meaningful.
Rewarding a Team of Employees
Successful teams bring so much to your organization. They are able to solve more problems, achieve greater goals, encourage others and help grow your business rapidly. There are many ways to show your appreciation to a group, including shareable tokens such as food or drink. But also consider, when appropriate, rewarding each of the members of the team in a more personal way. This will help take your appreciation to the next level and will create a sense of pride in their work that they may have otherwise dismissed.
Second Guessing Employee Appreciation
If you’re like many organizations, you or your management team may ask, “why should we reward employees?” How often do you hear (or maybe even think), this is their job, we are paying them to be here. Consider this: it costs more to employ a bad employee than a good one. And more workers leave a job not because of the tasks assigned but because of the managers or other components of the work environment. Improve what you can – the environment – so they can improve what they can – their deliverables.