October 4, 2018 | Posted in: Leading Hartfully, Living Hartfully

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Like the common cold, motivational ways can spread across the workplace. Unfortunately so can un-motivational actions. Sincere recognition and appreciation reap big rewards.  I understand some just don’t have a clue when it comes to implementing such practices; so I’ve culled lots of ideas from my resources to help add to your arsenal of positive actions. Please spread the word and infect others with these recognition resources.

• We never seem to get or give enough recognition where it is needed most. Non-cash awards are a sound business investment in the future of your company. A recent study by the Aberdeen Group cited in Incentive Magazine indicates that companies with superior employee recognition grew four times faster, earned $40 billion more and created 140,000 more job opportunities than the average company.

• The American Productivity Center suggests that non-cash programs cost three times less than cash programs and produce similar results.

• “Atta-persons” are not a panacea for improved performance and productivity. These sincere acknowledgements must be accompanied by mutually agreed-upon goals for the individual or team, communication, a respectful relationship and workplace, education, tracking, and measurement to maximize results and lead to long-term behavior changes.

• Balancing between cash, material stuff, and non-cash incentives and recognition is an individualized art and it changes with each team member. Ask them what they desire out of the relationship with their job and then find ways for them to make it happen. Intrinsic motivation and a passion for a cause is the most powerful incentive of all.

• In the midst of economic turmoil and organizational uncertainty, incentives and promotional programs can provide stability and a way to help pull people and entice them out of stressful times. They can be an emotional jump start to show appreciation for employee’s time, loyalty, service, and commitment, and make it easier for them to deal with emotional issues. These acknowledgement programs can bring fun and good spirits back to the workplace and show how much you care about the team pulling together and sticking together through tough times.

• Making a show that the top dogs are cutting back on expenses during financial squeeze times demonstrates to the team that everybody, including the top dogs are tightening their belt. Make a game of who can trim the fat off the financial statement and expenses line item could offer incentives and get suggestions for improving operations. Offering a percentage of the cost savings to the person who suggested it will go a long way to empower and energize staff.

• Start a walking club at work, or a brown bag “lunch and learn” session to make positive use of the lunch hour and encourage healthy habits, networking, and self-improvement. Include topics such as planning for retirement, scrap-booking, refinancing your home, training your dog, communicating with family members, or vegetarian cooking.

• If your organization offers flextime, how about offering a change of schedules with the change of seasons for a change of pace.

• Offer a company-sponsored luncheon or special recognition for the graduates of family members, or offer a small gift from the company to the graduate such as a gift card to a bookstore or computer store to help them in their next phase of life. Endearing your organization to the family members has been proven an effective retention strategy.

•  Involve family members in the recognition process or incentive chain. Perhaps offering a catalog of awards or prizes that the worker can receive in exchange for their earned points in a company-sponsored contest or sick-leave, or safety record program. Sending the catalog to their home address where family members may page through the options may be just the incentive a worker needs to spur them on to earn more points for the mountain bike their daughter spotted in the catalog. Sometimes we do more for family members than we do for ourselves.

Remember that motivation is contagious and so is de-motivation. Even self-motivated employees wither within a demoralizing environment. You can’t fake appreciation – it will backfire every time. Ultimately, companies that treat their employees with respect and show concern for their personal and professional well-being are most likely to emerge successful, even in the face of a downturn, or a bad economy. Organizations can foster loyalty by tuning in to their workers and offering them what they want such as flexibility, education, tele-commuting options, and ways to enhance work/life balance. Asking people what they want is the first step to tuning in and getting it right.