If so, we’ve got them. As one of our Software as a Service (SaaS) solutions we provide eCards to recognize and acknowledge various milestones and achievements…thank you cards are just one type. These eCards are an excellent way to provide a no-cost recognition solution to your care givers.
Our SaaS solutions are part of our admin recognition portals for service award administrators and on our awardee recognition portals. The eCards are available on both recognition portal websites. We provide generic eCards for the following: anniversaries, job well done, birthdays, welcome aboard, thank you, congratulations, and holidays. We can even create custom eCards that are branded to your organization. Custom cards can feature your logo, artwork, mission, vision and values…the possibilities are endless. Contact us today to start a conversation with one of our Recognition Experts to get this free SaaS solution implemented as part of your organization’s recognition strategy.
If you are looking for hospital recognition ecard solutions, we’ve got them!
When a new employee is hired they are given a job description and duties in which to perform. They receive training and upon completion of that training they are expected to complete their daily tasks. The desired productivity level is something that can not be forced onto an employee by an employer. To increase productivity levels in employees they must feel appreciated and motivated. When an employee is motivated, they take a personal investment into their work and often work harder and smarter, this not only benefits the company, but the employee as well through performance reviews, promotions, raises, etc. When employee morale is low, it can be lifted through employee appreciation and recognition.
There are many cost-conscious solutions for an employee to be appreciated and given recognition. Often, managers are so engrossed in their own work as well as managing staff members that they have little spare time or forget the value in showing appreciation to an employee. Studies show that simple and inexpensive employee recognition ideas can be as effective as high-priced employee recognition initiatives. Therefore, it is important as a manager to take into consideration this study and make it a priority to appreciate and recognize their employees…in doing so, they will reap the benefits from having staff members who are energized, passionate, and motivated about their work.
Think about it…you like to feel appreciated and receive recognition for your efforts whether it be in your personal or professional life. How does it make you feel when you receive such? Your employees are no different. Below are some employee appreciation and recognition ideas that require very little cost to your healthcare organization.
Handwritten note. This is a simple way to show appreciation and can be left on at the employee’s office or work station. Be sure to make the connection between the employee and his/her contributions to the organization…this will make the employee feel that their work is important.
A summons. Often when an employee is called to a manager’s office it is to be reprimanded for something. Change this up. Summon an employee to your office just to say, “thank you” for something that they’ve done. This will do wonders and not only boost employee morale, but strengthen your relationship with him/her.
Treat them special. This doesn’t mean to play favorites. Assign special assignments to those that take initiative. This is a great way to keep these employees motivated and energized. This is also a display of trust and it helps the employee to perform important tasks faithfully.
Edible treats. Distributing edible treats such as chocolates, donuts, bagels, etc. amongst team members when targets are achieved is a great way to express employee recognition.
Praise. Inform top management of an individual or team’s accomplishments. Individual recognition in the presence of management helps generate a sense of pride in the employee or team towards their work.
Have a party. Everyone loves pizza! Order some pizzas in for lunch to celebrate an achievement or accomplishment of an individual or team. Another option (weather dependent) is to have a picnic on campus. Extend the allotted time for lunch and transform it into a party of sorts.
Take a picture. This is an excellent way to engage employees in their work. Simply take advantage of the various photograph opportunities that exist in any given work day. Take pictures of your employees performing their roles as care givers and display these images on a board near reception or on the walls throughout the hallways for others to see.
How organizations approach appreciation and recognition will differ, but every organization should have some form of a recognition strategy in which their primary goal is to create a culture of recognition. The above are just a few examples of inexpensive recognition which may lead to impressive results from an individual or team. For more information on this topic, contact a Recognition Expert at Award Concepts today!
View also: Employee Happiness Kit
“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.
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.
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Daily reminders for managers that help towards building a culture of recognition in the workplace.
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