Hospital Employee Recognition Programs | Hospital Service Awards | Healthcare Recognition | Healthcare Employee Recognition Programs | Award Concepts, Inc.

What is the Purpose of a Formal Service Award Program?

March 28, 2011 by  

The main point is that a formal service award program holds a company accountable to doing daily recognition. Think about that previous statement. Compare your company’s standards of how you handle daily recognition to others in your industry. Would yours be better or worse than most? Imagine a company that holds a beautiful annual event that includes a dinner at a banquet hall, where all people celebrating a years of service anniversary are accompanied by their spouse to be honored in front of their peers and recognized for their dedication to the company.

A company who makes the investment of money and time to go through the work of recognizing its most important assets, the people, is going to also be inclined to take care of daily recognition throughout the year aside from the formal event. A manager who has to prepare a two minute synopsis of the awarded employee is going to be paying closer attention to the tasks the employee works on. This manager will be inclined to give positive affirmations to the employee for a job well done leading up to the event.

In other words if your company does not have a formal event the managers will most likely not be motivated to give small forms of incentives and recognition to their employees. A company that doesn’t take the time to recognize an employees long term commitment is not going to retain their best employees.

Now if your company doesn’t have the budget for a big banquet there are other things you can do. A low cost alternative is to pull everyone together in a unit for a few minutes to take the time to formalize the service award recognition. You are accomplishing the praise portion in front of their peers.

Employees that decide to quit their jobs usually leave because of a bad relationship with their manager. They don’t quit on the company they quit on the manager, which usually means they find the need the leave the company. This problem stems from feeling un-appreciated. Managers need to find ways to show genuine interest in their employees and look for ways to give positive affirmations.

If your company is lacking a formal service award program and is also looking for guidance on what to do for daily recognition contact us today, we can help!

We Provide the Tools to Fuel Your Hospital Recognition Program

February 7, 2011 by  

Do you feel that recognition once a month or once a year just isn’t enough?  If you’re like many organizations, you probably celebrate employees’ years of service anniversaries once a month or once a year for logistical purposes, but you wish you could do more on a day-to-day basis.  Most will agree that recognition is an essential part to a healthy relationship between employer and employee, yet it seems to be a difficult task.  Award Concepts has invested into the development of Software as a Service (SaaS) solutions to help fuel your hospital’s recognition program.

We’ve developed what we refer to as Recognition Portals.  We have an Admin Recognition Portal which is geared towards program administrators and we have an Awardee Recognition Portal which focuses on the recipient.  Each portal provides tools for day-to-day recognition that will help create a culture of recognition and fit in with your total recognition strategy.

Tools like our customized eCards, Certificate Builder, Recognition Bulletin Board, daily email reminders to managers about employee’s birthdays and anniversaries, department spotlights, peer-to-peer recognition, and so much more!

In this article, I’d like to introduce two of these tools; eCards and Certificate Builder.

eCards

Our eCards are virtual greeting cards that provide a “green” way to send fellow employees, friends, and family inspiration and caring messages at any time.

We provide a feature that allows for a CSV file to be imported into the administration panel of the portals which populates an address book.  The address book allows the sender of an eCard to search by name, location, department or any other specified fields you desire!

Our art department will work with you in creating branded eCards that can reflect your company’s image as well as mission, vision, and values.  It becomes quite a fun process working with our art department in creating your own unique eCards…they are sure to get many compliments from your staff!

Certificate Builder

Perfect for on the spot recognition, our Certificate Builder allows you to design and create personalized certificates to recognize various accomplishments.  The way our builder is designed allows you to create an infinite number of unique certificates.

Using a three step process:

1.  the user selects a layout design

2.  the user enters in criteria;  name of employee recognized, presenter’s name, type of recognition, accomplishment and even have the ability to import a campaign logo…not just the hospital logo

3.  the user opens the certificate as a PDF file and is able to print it

Once printed, the manager has a certificate that he/she can present to the employee in person to recognize an accomplishment so that it does not go unnoticed.  This simple gesture is a great way to increase employee morale and have high job satisfaction within the workplace!

Get Started Today!

Are you interested in learning more about our programs and services?  Want to implement some of our SaaS solutions as part of your total recognition strategy?  Contact us today! We want to give you a glimpse of what partnering with Award Concepts can do for your recognition program and how we can help change the culture of recognition within your organization, one solution at a time.  So, what are you waiting for?  Start a conversation with us today!

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.

Three Steps to Start a Day-to-Day Recognition Program

May 21, 2010 by  

Starting a recognition program sounds more intimidating than it is in reality. If you’ve ever written a thank you note to an employee or given birthday cards to your team, you already have experience starting a recognition program.

Practicing day-to-day recognition can have many benefits for your team. Regular recognition is affordable for organizations of all sizes and easily fits into any manager’s schedule. Day-to-day recognition programs are centered on recognition that is immediate, sincere, personal and meaningful and is often expressed through verbal praise or handwritten notes.

Follow these three easy steps to start your day-to-day recognition program and begin creating a culture of recognition while improving employee engagement, morale and motivation in your team!

Step 1: What to recognize

For your recognition to make an impact, it needs to reinforce behaviors that support your organization’s goals or values. Review your goals and identify what employee behaviors can contribute to achieving those goals. For example, if one of your goals is customer service, behaviors like correcting a customer problem or receiving positive customer feedback should be rewarded. Take the time to explain to your employees what you will be recognizing so they can strive to receive recognition.

Step 2: How to recognize

Ask your employees how they prefer to be recognized. They may ask for gift cards, time off, or special events as a team. Whatever the method of recognition you choose, be sure employees know how they earned the recognition. We recommend giving a handwritten note. In the note, you can write details about the great service they gave a customer or praise the way they helped out a teammate. Keep your recognition tools easily visible and within reach. Having your tools handy will serve as a reminder to recognize your employees!

Step 3: Start recognizing!

Now you’re ready to start recognizing! While your day-to-day recognition program is still new, you may need to make a conscious effort to look for recognition opportunities. Take some time every day to look at the activity happening in your team around you. Then start handing out the praise! Personally deliver your notes of recognition and rewards to employees for a bigger motivational impact.

Sample Recognition Sticky Notes used for Day-to-Day Recognition

If you are interested in receiving more information about Recognition Sticky Notes by Baudville or if you’d like to discuss other options, contact a Recognition Specialist today and take a step towards creating a culture of recognition at your healthcare organization.