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Employee Recognition in the Digital Age

May 18, 2014 by  

Now more than ever, technology’s impact on employee recognition is a noteworthy one. That’s because not only can technology help make rewards more current and relevant, but it also enables managers to more effectively hand out rewards for boosting morale and motivating employees. Award Concepts is at the forefront of employee recognition in the digital age. This article will describe a few ways we help our customers recognize employees using simple, and in some cases, free web-based applications.

Everyone wants to be recognized and appreciated for doing a good job. One of the easiest and most effective ways to reward your employees for no cost is to recognize them publicly for their efforts. Recognition programs with Award Concepts include the setup and maintenance of customized Recognition Portal websites. These websites are built specifically for your organization, and include great features such as bulletin boards, peer-to-peer recognition links and e-cards. Award Concepts will work with you to develop websites that fit your company’s branding requirements, and fit your company’s goals for recognition.

It’s important for organizations to realize that using the internet for recognition will help unify and build community amongst employees. As a part of these Recognition Portal websites, designated supervisors will have access to creating posts or news articles that are relevant to other managers and employees. These articles can be as simple as listing each month’s employees with anniversaries, or as detailed as an in-depth analysis of how a certain department’s productivity has been increased by a new measure at the company.

We strongly recommend the use of company e-mails and newsletters to drive employees to the community bulletin boards on your Recognition Portal websites. Here, employees and managers will engage in conversation using a familiar comment system.

The Recognition Portal websites can also be tied into any other websites your organization may currently have in place. Have a password-protected benefits website? You can link to it from the Recognition Portal websites. Do you have a company facebook or twitter account? You can also link to it from your Portal website. The internet is a vast web of pages and sites; your Recognition Portal websites can act as a central hub for all of your company’s various pre-existing websites.

In addition to our Recognition Portal websites, we also offer great services such as online surveys and customized e-cards. And one of our best tools is our 1 Minute Manager e-mail system. Sign up here and you’ll receive useful, helpful employee recognition tips in your inbox every day of the week.

Contact Award Concepts today to request a web-based demo on our online services from one of our recognition specialists.

What Drives Employee Productivity?

March 24, 2011 by  

There are many answers to this question. We are all given the same amount of minutes in each hour of work each day. Some people seem to accomplish more with less effort. How do I become one of these people that gets more done in what appears to be less time? How do you help others become those people? First of all, your employees are hopefully doing work that they look forward to doing on a daily basis. If they are not, they will be tired and un-motivated if their core skill set is not being challenged. The answer to driving employee productivity has nothing to do with time; it has to do with harnessing more energy at the goal.

What drives a high energy level? Passion and a definitive purpose with a clear goal of what is to be achieved is what drives a person’s energy level. You, as a manager, must be certain that you have clearly set the guidelines of what is to be achieved so that your employees know what they are working toward. Take a look at the ways you engage the interest of your employees toward their goals on a daily basis. Small incentives and public recognition of the people who are doing the right activities will keep their energy level high while driving productivity.

I also suggest that you have personal consultations to engage your employees and help them understand their core skill sets. Employees who feel satisfied with their work is key to productivity and employee retention. If a skilled, outgoing nurse is limited to answering the phones for her department during the majority of her shift, it will not be long before she is looking to be transferred to a new department. Think of a purebred race horse that is given the task of working in a farmer’s field all day, pulling a plow, to till the ground. The horse will soon be unproductive as it is not doing what it is meant to do. Now, if this same race horse knew that the field that was being plowed is going to be turned into a race track the clear set goal will motivate the horse to finish the task.

If you are looking conversation topics you should enroll in the 1 Minute Manager. You will receive a thought-provoking email every day that will reinforce a positive mindset and give you some good ideas for managing your workforce.

A Thought for the Day…Can Help Keep the “Blues” Away

June 9, 2010 by  

“Workers quit their bosses, not their company.” Perhaps you have heard that statement before. It’s easy to assess the validity of that statement for yourself when one considers the experiences of their own career.

It only makes sense that an employee’s impression of the overall company is, oftentimes, the immediate supervisor. If employees love their managers, despite any problems the organization might be facing, they’re more likely to stay. The opposite is also true. Even if the company has everything going for it, if employees are unhappy with their relationship with their supervisor, it is highly probable that an employee will leave their company.

The pivot point for employee engagement is in the line management team. The most immediate engagement results are provided formally and informally by the immediate supervisors. Priority consideration for employee engagement first begins with the well-being of our front line supervisors.

How do we support and care for these very important individuals in our organization? Let me suggest some areas to consider and assess in your own organization. Is there a servant leader attitude among upper management? Does your organization have a culture that gives empowerment for decision-making to front line supervisors? Are there good lines of communication and established levels of trust so that your line supervisors are the first to know, not the last? Do you have a culture where “please” and “thank you” are commonly heard words? Does your organization provide ready support for the physical, spiritual, and emotional health of your line supervisor?

On our HealthCare Recognition website you will find on the right side a spot called “Enroll In Our 1 Minute Manager”. This is a free service we offer to you.  Much like the daily inspirational flip calendar, you can enroll to have a “Thought for the Day” e-mailed to your computer every Monday through Friday. These “thought for a day” sayings have been selected to prompt a mind to introspection…how I might improve myself by my attitude, cause me to have better empathy for co-workers, prompt me to be a better leader by my words and actions. Please enroll and give it a try…you can discontinue at any time. I think you will find these messages good reminders to help you in your own daily walk.

We developed the “Thought for the Day” in hopes that this service will help your employees. We hope that these messages can be delivered to all your line supervisors and management. If you feel these messages will be helpful for your organization, we would be happy to load e-mail addresses for you…just ask us. If you are hesitant about giving out e-mails, may we suggest you receive the daily e-mail and then distribute the message within your organization via your internal e-mail system.