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Tag: Employee Recognition

  • How to Show Your Staff Gratitude This Season and Beyond

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    Everybody, surely, loves a quick “Thanks, nice work!” comment from their boss, and few workers would balk at the promise of some kind of meaningful reward, like a bonus, for a job well done. But a new survey suggests that the vast majority of employers in the U.S. are failing to recognize their staff’s achievements properly, even though they know that it can be a big driver for success in the long term, as well as keeping employessvengaged and happy. 

    The data should, at the very least, prompt you to set aside that tedious financial report for five minutes, reach inside yourself to dredge up a bit of holiday season cheeriness, and go out and thank your staff.

    The data, from Utah-based staffing company Express Employment Professionals, along with Harris Poll, is profound. Fully 99 percent of U.S. hiring managers surveyed said that they know that recognizing workers is important, and 53 percent admit it’s “absolutely essential.” But 45 percent say that there are no resources available for them to actually effectively show this recognition to their staff. In other words, nearly half of the 1,000 hiring managers surveyed feel they can’t properly thank their workers.

    Employers think that a reputation for showing gratitude gives them a competitive advantage, as 93 percent say it boosts loyalty and 85 percent say it lowers staff turnover levels. And 82 percent of employers are willing to “invest in recognition for long-term success,” the report says. When they dole out gratitude and recognition, employers feel it makes workers feel valued, boosts morale, lifts productivity and engagement and strengthens loyalty. Many employers say that recognition is a frequent and ongoing situation (71 percent said this), with 70 percent saying they practice private praise, 65 percent praising workers in meetings, and 59 percent use company communications. 

    But among job seekers, only 54 percent say they’ve seen regular recognition by their employer, and 46 percent say praise and other rewards are often kept merely for “big wins.” Monthly recognition is very uncommon, the data show, with 27 percent experiencing private praise, 24 percent shoutouts, and 20 percent having been publicly praised. 

    From this you may conclude that many company leaders are paying lip service to the notion of expressing gratitude to their workers, but are coming up short on the actual delivery — either doling out infrequent or insubstantial rewards, only rewarding the highest achievers, or forgetting to thank their workforce altogether. 

    The report quotes a Forbes article that shows how meaningful rewards can boost worker morale, with recognition reportedly leading to a 366 percent increase in “fulfillment” among staff and a 208 percent increase in community. Though these big numbers imply that gratitude has positive benefits that extend beyond the holiday season, you might be wary of them: they quantify ephemeral feelings and emotions. 

    Nevertheless, it’s clear that U.S. employers could do better at expressing gratitude, from simple praise in private or public, to non-monetary perks and maybe even bonuses. 

    In several discussions on Reddit that touch on this topic, workers revealed many different ways companies either did or did not show praise properly. One commenter, with a particularly bad example of employer gratitude failure, noted that “The company I work for sent out a memo saying ‘it is a privilege to come to work’. Who the f*** do they think they are? Its my privilege to make them 1000’s of dollars every week? Okay, sure thing boss man.” Another user in the same thread pointed out that when it comes to showing gratitude “good employers do. Wish there were more of those, tho.” 

    A much more positive experience was related in a different thread by a user who noted “I’ve got birthday gifts from my current job, too. Boss and his sister give big hugs, kisses and even sing. This year I had mentioned needing new prescription glasses so they got me a ~ $200 voucher for the local optician.” This last quote has “family feeling,” and “small business employer” written all over it.

    The final word for your company and your staff? Say thanks, and say it more often — not just at this time of year.

    The final deadline for the 2026 Inc. Regionals Awards is Friday, December 12, at 11:59 p.m. PT. Apply now.

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    Kit Eaton

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  • How Daily Micro-Recognitions Boost Retention

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    When we think about employee recognition, most leaders picture promotions, bonuses, or annual performance reviews. But here’s the truth: retention isn’t built on once-a-year gestures. It’s built in the everyday moments.

    A growing body of research shows just how powerful recognition can be. According to Gallup, employees who feel recognised are five times more likely to be engaged and four times more likely to feel connected to company culture. And yet, many organizations are still overlooking the simple, everyday acknowledgments that truly move the needle.

    That’s where the micro-recognition movement comes in. By celebrating small wins consistently and authentically, leaders can boost engagement, strengthen culture, and keep top talent committed for the long haul.

    Here’s why it works and how to make it part of your culture.

    1. Recognition Builds Retention, Not Just Morale

    People don’t usually leave because of the absence of a promotion. More often, they leave because they don’t feel valued. When recognition is only tied to major milestones, employees can go months or even years without hearing a genuine ‘thank you’.

    Micro-recognition changes that. By acknowledging progress in real time, you reinforce that their work matters now, not just at year-end. This is especially powerful in today’s workplace, where replacing an employee can cost up to twice their salary when you factor in recruitment, onboarding, and lost productivity.

    A simple Slack shoutout, a manager’s acknowledgement in a meeting, or even a quick handwritten note can keep someone engaged enough to think twice before answering a recruiter’s call.

    2. Small Wins Spark Big Motivation

    It’s human nature: recognition fuels motivation. When someone feels seen, they are far more likely to bring that same energy to their next project.

    Micro-recognition is not just about making people feel good. It reinforces the behaviours that drive your business forward. Did a team member handle a client issue with empathy and speed? Call it out. Did someone create a new process that saves the team hours each week? Recognise it publicly.

    By being specific, you not only validate the effort, but you also send a clear signal to the rest of the team: “This is what good looks like here.” Over time, that shapes culture more effectively than any handbook or mission statement.

    3. Recognition Strengthens Culture, Even Remotely

    Culture doesn’t only live in the office anymore. Hybrid and remote work have made recognition even more critical because employees can easily feel invisible when working from home.

    Micro-recognition bridges that gap. Leaders who intentionally build in rituals, like ‘Win Wednesdays’ where everyone shares one success, create a rhythm of appreciation that connects people across screens and time zones.

    Peer-to-peer recognition is just as important. When recognition only comes top-down, it can feel performative or inconsistent. But when you empower employees to uplift one another, recognition becomes embedded into the culture, not just a management exercise.

    4. It’s Cost-Effective and More Impactful Than You Think

    Budgets are tight. Many leaders assume that improving retention requires expensive raises, lavish perks, or costly benefits. Micro-recognition proves otherwise.

    The cost of a handwritten note? Pennies. A team-wide Slack shout-out? Free. The impact? Significant. Employees who feel consistently appreciated are less likely to burn out, less likely to disengage, and less likely to leave.

    Compared to the cost of turnover, which can drain budgets and morale, the ROI on recognition is undeniable. Recognition is one of the most cost-effective strategies available to leaders who want to protect their talent.

    5. How to Embed Micro-Recognition Into Your Culture

    The most effective recognition isn’t complicated, but it does require consistency. Here are a few ways to make it part of your leadership toolkit:

    • Train managers on the art of recognition. Teach them to be timely, authentic, and specific.
    • Create rituals. Whether it’s weekly team wins or monthly peer shoutouts, build recognition into the routine.
    • Encourage peer-to-peer. Recognition should not just flow downward. Empower your team to celebrate each other’s successes.
    • Tie recognition to values. Highlight not just what was achieved, but how it was achieved in line with company culture.

    The Retention Strategy You Can’t Ignore

    At the end of the day, micro-recognition is more than a feel-good practice. It is a strategic retention tool. In a labour market where top talent has options, the leaders who win won’t necessarily be the ones offering the biggest salaries or flashiest perks. They will be the ones who create cultures where employees feel consistently valued and seen.

    The small, daily acknowledgments are what add up to long-term loyalty. If you want to stop chasing new talent and start protecting the talent you already have, start small. Celebrate the daily wins. Recognise the effort, not just the outcome.

    Because in today’s workplace, retention is built in the little moments.

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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    Mandy Gilbert

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  • 3 Ways to Get Credit for Your Success—Without Sounding Like a Braggart

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    Some people are insufferable. You don’t want to be around them because they talk nonstop about how awesome they are.

    Other people are just as accomplished (if not more so!), and are great people you want to spend time with. Obviously, you know they are super accomplished, so at some point, they must have mentioned what they do.

    What’s the difference? How can you get credit for what you do without sounding like an annoying know-it-all?

    Build strong relationships first

    If you walk into a room of strangers and say, “Yes, it is I, the person who developed the system you use every day!” people may be impressed, but they will think you’re insufferable.

    Lorraine K. Lee, author of Unforgettable Presence, said on the Stacking Benjamins podcast, “If you have strong relationships with the people with whom you’re sharing the work, that is very important. Relationships are the foundation of business, and if people know you and they know your intentions and your personality, it’s very unlikely they are going to think…[they] are just bragging all the time about themselves, they’re just trying to be helpful.”

    You can certainly see the difference. When your friend or respected colleague accomplishes something, you are proud of them and rejoice in their success. 

    So, building strong relationships first is the most important thing. This isn’t to say you can’t accomplish anything at a new job until you’ve become besties with people. In fact, being best friends isn’t necessary to a strong relationship.

    How to build relationships at work

    Gorick Ng, the author of The Unspoken Rules: Secrets to Starting Your Career Off Right, gave a four-step process to building relationships at work. Writing at Harvard Business Review, Ng says to:

    1. Break the silence. This is easy enough–say hi, introduce yourself and don’t wait for others to introduce themselves first.
    2. Turn “Hi” into “Hi again.” This is reaching out a second time. It may be saying hi in the hallway again, or saying, “It was lovely to meet you today” in a text. Just do it a second time.
    3. Turn “Hi again” into “Let’s chat.” Ask them for their input or advice on what you’re working on. Or, ask them to share their story and ideas with you.
    4. Turn “Let’s chat” into “Let’s build a relationship.” At this point, you can share your goals and hopefully some of the people you chatted with can be helpful, but keep in mind that helpfulness goes both way — you should be looking to help others.

    Note that none of this requires you to share personal information. You can build great professional relationships without letting them know about your marital issues or workout routines.

    Once you have strong relationships, you don’t need to worry about bragging around the people with whom you have relationships. But one more thing is very, very important: Recognizing other people’s successes.

    Recognize and acknowledge others

    If you have strong relationships, you will also want to credit those people with successes. So, if your success was 100 percent your own effort, then yes, take that credit! Tell other people. But if your success involved others (which almost all successes do) make sure you acknowledge that.

    Leanne Calderwood, a personal branding expert, explains that recognition not only serves to make others happier and well respected, but it boosts your visibility as well. She writes:

    “In any group — be it your workplace, your circle of friends, or your online community — the person who consistently recognizes others takes on a leadership role. Leadership isn’t always about titles or formal authority. It’s about influence, support, and the ability to inspire others to perform their best.”

    So, yes, if you want others to hear about your successes, you can talk about them, but first make sure you’ve built relationships and that you recognize others for their successes and their contributions to your success.

    That way, you won’t come across as insufferable.

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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    Suzanne Lucas

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  • 5 Ways to Build Connection That Impacts Learning

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    When you think about how you educate your workforce, what comes to mind? Most employers send out passive content while overlooking other interaction modes for learning that feel too time-consuming or unfamiliar. But overlooking these comes at a price: a lack of real connection with learners. In 2025, we’ll spend more than five hours a day on our phones—nearly an hour more than last year—and most of that is passive consumption rather than active connection. Unfortunately, education and training tend to follow this same pattern.

    Transformation doesn’t come from consuming more content. As I shared in my TEDx talk, “How Microlearning and Connections Transform Us: The Power of Being Present,” transformation comes from small, intentional moments of connection—with others and with ourselves. These small moments are at the heart of microlearning. When paired with authentic connection, they become one of the most underestimated forces for change in our personal and professional lives.

    How microlearning works

    At its foundation, microlearning delivers bite-sized content designed to accommodate shrinking attention spans and cognitive limits. The content targets a well-defined outcome or understanding instead of overwhelming learners with multiple concepts over a short period. We frequently consume short content everywhere we look, from AI-generated social media and articles to video shorts that vie for our attention.

    Research often focuses on how to use microlearning designs to combat shrinking attention spans and limited cognitive processing. But what if microlearning is about connection rather than content? Connecting with multiple learners creates emotional resonance that strengthens memory, and taking the time to connect with oneself releases neurotransmitters that make us feel better. The shift to connection matters: 45 percent of young workers report loneliness and social isolation at work, and older generations report more severe mental health consequences.

    Microlearning should go beyond passive content to connection. By focusing on connection, microlearning educates while building meaningful relationships among employees. And that’s where real learning sticks.

    How to build those connections through microlearning

    Here are five ways to repurpose microlearning to build connections:

    1. Be present.

    The act of being present is simple but powerful. Often, our minds are miles away from the moment. Be aware of where your mind is in each moment with your employees—and encourage them to be aware of where their minds are as well—so that you can be present for each other.

    2. Ask for input.

    Ask employees what they want to learn. We tend to disseminate information without bringing learners’ input into the conversation. The first step of learning is holding someone’s attention, so it’s critical to know what interests them.

    3. Allow for reflection.

    If you’re trying to change a behavior or connect with another employee, you must first understand if they’re ready to change. Allow time for learners to consider their own needs and feelings and how those relate to their personal and professional goals.

    4. Embed meaningful discussions.

    Many organizations have employees who are spread across multiple locations. Build in time for virtual discussions on work-related and non-work-related topics. Embedding these conversations into microlearning cultivates a community of learning by providing opportunities for buy-in and feedback that can happen anytime, anywhere.

    5. Recognize wins and encourage your team.

    Make recognition a central part of your culture. Give shout-outs in meetings, write notes of gratitude, or surprise team members with gift cards or company swag. Recognition doesn’t have to be big to be meaningful—what matters is consistency. Everyone wants to feel seen, valued, and appreciated. Use everyday moments with each other as opportunities to acknowledge effort, celebrate wins, and strengthen connections across the team.

    As technology accelerates and distractions multiply, the organizations that thrive will be those designing learning that educates minds and connects hearts. The real future of workforce education is greater than smarter employees—it’s authentically connected humans.

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    Dr. Gina Anderson

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  • 5 Ways Startup Founders Can Become Team Players and Grow Their Businesses | Entrepreneur

    5 Ways Startup Founders Can Become Team Players and Grow Their Businesses | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As a seasoned performance coach with over two decades of experience working with business owners, I have witnessed how frustrated many business owners are that their startup isn’t growing as quickly as it should or seems to have stagnated in its growth. One common factor that often stands out for such entrepreneurs is their lack of the attributes of team players.

    Your business can only grow to the extent that your abilities as a team player grow, and my experience has shown that cultivating the following five attributes can make you a team player who is well-positioned to see your business grow.

    1. Welcome and build on your team’s ideas

    As a business founder, you may have the burning desire to bring your vision for the business to reality, but business success will not entirely depend on you alone. You need input from your team, and their ideas can be the difference between mediocre business performance and successful steering of the business to higher levels.

    Create opportunities for team members to share their ideas. Brainstorming sessions, weekly meetings and problem-solving sessions can be fertile grounds to get input from the team. Evaluate the ideas generated and find ways to implement those that show the potential to advance the goals of the business.

    2. Coach your team

    Google did a study and found that the best managers and leaders have coaching skills. However, most people confuse coaching with mentoring. Coaching and mentoring are not the same. Coaching is about unlocking the potential in your team. Mastering coaching skills enables you to do that.

    As the founder, you may also have the expertise and experience that your team members lack, which means you’re more likely to mentor or “tell them” how to do it rather than coach them.

    Coaching builds confidence, empowers your team to take on more responsibility, improves problem-solving skills and builds loyalty. The more you coach your team, the more your business will operate as a team effort rather than a one-person show. You’ll not only have a high-performing team, but you’ll also have a high-value team. Double win!

    Related: Be a Mentor: 4 Simple Ways to Change a Life

    3. Adjust your pace to accommodate your team

    This is where the rubber hits the tarmac! Many founders have a burning desire to bring their dream to life “yesterday” and are extremely impatient when their team isn’t moving at the pace they’d like. At this point, you ask yourself two critical questions: Did I hire the right people? Do I consistently share my vision and mission so everyone is clear about the direction of the firm?

    I often tell clients that it may not be possible for their entire team to move at the same blistering pace that the founder is wired for, and it might be necessary for the founder to pump the brakes a little so the team can move at the same pace. This is a hard pill for many founders to swallow, but reminding them that they are not a one-person army allows them to be more accommodating and better able to foster teamwork in the business.

    I am not advocating for letting your employees set the pace of the company. If you hire the right people and coach them regularly, chances are that while they may not move at supersonic speed, they will follow your lead and move at an above-average pace.

    I always give this incident, which I witnessed while visiting a client’s restaurant for a follow-up session. The assistant manager was always pushing her direct reports to work at a blistering pace. The manager had cautioned the assistant to always give a particular employee their tasks in advance so they can accomplish them within a spread-out timeframe. This particular employee was known to be very thorough in anything they do, but if pushed to work at a pace greater than they could manage, they were more likely than not to do extremely shoddy work.

    The assistant manager neglected this important piece of information and one time asked that employee to chop some ingredients and kept hovering over the shoulder of the employee nudging them to work faster. Pushed beyond their limits, the employee nearly lost four fingers when, in a bid to work fast, they ended up accidentally cutting through those fingers. I rushed in with the manager when we heard horrified screams coming from the kitchen, and after the ambulance left with the injured employee, the manager called the assistant to a private corner and gently reminded them about the caution of not pushing that particular employee to work at a faster pace than they were capable of.

    The message? Sometimes, it is helpful to slow down a little so that you can move with the entire team.

    Related: Are You Hiring a ‘Team’ Player – or Someone Just Looking out for No.1?

    4. Share recognition for any successes attained

    Another important tip I give startup founders is that they can become team players who enjoy more than decent business growth on an ongoing basis by sharing recognition for the successes they attain. When you put your team at the center of all success, their motivation and loyalty grow, and they become invested in achieving the firm’s goals.

    Related: Which Do You Need: A Coach or a Consultant or a Trainer? Here’s How to Know.

    5. Consult the team frequently

    Make it a habit to consult your team members frequently. This can be when there are challenges that need to be fixed, when opportunities arise or when planning the next steps or direction of the business. Don’t be the founder who keeps their cards close to the chest and only issues instructions without involving their team.

    As you implement the tips above, you will notice that your team will galvanize around the organization’s goals and mission, and your company will be better positioned to weather any storm. Teams always find a way to win.

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    Jairek Robbins

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  • How to Brag About Your Business Accomplishments | Entrepreneur

    How to Brag About Your Business Accomplishments | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Companies all across the country are doing great work that goes unnoticed. Why? There are many reasons. Some businesses don’t like to brag about their accomplishments. They don’t apply for awards that might put them in the spotlight because they don’t want to be seen as boastful or conceited.

    It’s great to be humble, but recognition is important to be known as an expert in your field. And who doesn’t want that? Let’s face it: no one wants to work with an average company. We all want to do business with innovators, those who continuously improve and push the limits.

    So, how do you get appropriate bragging rights? Get noticed for your work? Generate positive word of mouth and establish your “brand promise?”

    Related: 20 Ways to Master Your Personal Brand on LinkedIn in 2024 and Beyond

    Awards that build credibility

    Awards are one way to differentiate your business. However, I learned early on that to get noticed, you must do something truly award-worthy. I like awards that demonstrate business results. For example, I sit on the Michigan Celebrates Small Business (MSCB) board, a 501c3 that awards the 50 Companies to Watch. These are high-potential, second-stage companies that demonstrate excellence and support the economy.

    Industry or supplier awards are also impressive. An industry group or professional organization usually sponsors these awards. They show that the work is excellent and noteworthy compared to your peers. Before you apply for any award, do your homework. What do you know about the sponsoring organization? Are the criteria specific and understandable? Is there a rigorous process? Are the judges independent experts or individuals who will simply select their buddies? Does the list of past winners include well-known and respected companies? If so, you might want to apply.

    Finally, there are community awards. Many non-profits recognize individuals and companies that “do good” and help advance their programs or mission. Using your skills and your company’s resources for these non-profits can provide visibility. However, I believe this should not be your goal. Give without expecting anything back, and don’t do it unless you really care about the organization. If you are honored for your efforts, accept the accolades humbly.

    Related: The Secret to Winning Awards for Publicity and Credibility

    Content that gets you noticed

    Here are a few tips for making your award application stand out. Avoid boring, typical information. No one cares about detailed historical information. Instead, focus on what others will consider remarkable. Did you develop something avant-garde? Have you managed to find a simple solution to a complex problem? Are you starting or defining a whole new industry? Be creative and tell a story. It takes time and attention to apply for awards. I spend as much time writing an award application as on a client project. Sure, it’s lots of work, but it is also a great way to showcase what you can do and be recognized as a leader. If you aren’t going to do the hard work it takes to win, don’t bother.

    My company was asked to apply for — and won — the Woman Owned Small Business Supplier of the Year from Siemens in 2018. It was a great honor. Over the years, we have won five Telly Awards, which “honor excellence in television and video across all screens.” In 2023, we won our sixth Gold Telly for a documentary titled “A Story to Remember” about a woman’s dementia journey. These awards, and many others, have helped our team be recognized for work that we love to do. (See, that is how you brag.)

    One thing to note: an award is not an award is not an award. Some are just vanity awards. This year, I was told I could be “An Inspiring Woman Leader” for $1800, an “Admired Leader” for $1500 or a “Top 10 Influential Leader” for a mere $900. I know individuals who take advantage of these promotional opportunities, and I do not judge. However, I like to stick to awards that have substance. Not those that are pay-to-play.

    Related: Winning Small Business Awards Can Boost Your Company’s Credibility. Here’s How to Get Started.

    Spread the word

    It shows staying power when you are consistently recognized, and you should capitalize on the news.

    Today, social media and online communities can help spread the word. But it is not just going to happen. You need to have an established social network and understand what you want to be known for in advance. You can blog or share content you have aggregated on relevant communication channels. Then, when you do win a big award or get noticed, people will promote and share that news on your behalf. Be sure you make these announcements on time.

    There are also some simple ways to pass along the news and brag. Add an announcement to your company phone greeting. Put a tagline on the bottom of your e-mail signature or other digital communications saying “The Winner of…” Add it to your website or Facebook page if you get press coverage. You want the information to live on beyond the initial announcement.

    Knowing how to go after important recognition awards and then leverage them can impact your business in the long term. It adds credibility as you expand your reach into new markets. It boosts employee morale and pride. And, if you are looking to position your business for an acquisition, merger or sale, the goodwill you get from recognition makes your firm more desirable and saleable.

    So, start applying for awards, and when you win, go ahead and brag. It’s not a bad thing.

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    Cynthia Kay

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  • 10 Powerful Ways To Recognize Your Employees | Entrepreneur

    10 Powerful Ways To Recognize Your Employees | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    If you’re a manager or HR professional, you know that keeping employees engaged and motivated is extremely important to the success of your organization. One powerful way to do this is through employee recognition programs. Strategic employee recognition programs can help create a positive work environment and promote a culture of appreciation and excellence.

    Simply put, employee recognition programs reward and acknowledge employees for their contributions and achievements. This can take many forms, from traditional bonuses and raises to non-monetary rewards like extra time off or public recognition. The key is tailoring the recognition to the individual and their accomplishments.

    So, how can you create an employee recognition program that is both strategic and effective? Here are some tips to consider:

    1. Set clear and measurable goals

    One of the keys to a successful employee recognition program is setting clear and measurable goals. What do you hope to achieve with your program? Are you looking to increase employee engagement? Improve performance? Reduce turnover? Whatever your goals, it’s essential to define them upfront and track your progress along the way.

    2. Align recognition with company culture and values

    Effective employee recognition programs are aligned with company culture and values. In other words, the recognition should reflect the behaviors and achievements that are most important to your organization. This will help reinforce your company’s values and build a strong culture of appreciation and recognition.

    3. Ensure fairness and transparency in the program

    Fairness and transparency are essential components of any successful employee recognition program. Employees need to know that the program is objective and everyone has an equal opportunity to be recognized. Transparency also helps build trust and credibility with employees, which is critical for long-term success.

    Related: How to Recognize Burnout in Your Employees

    4. Provide timely and specific feedback

    Timely and specific feedback is another important best practice for employee recognition programs. Employees must know what they’re being recognized for and why it matters. Providing feedback promptly also helps reinforce positive behaviors and encourages employees to continue performing at a high level.

    5. Offer a variety of recognition options

    Offering various recognition options can help ensure that everyone feels valued and appreciated. Some employees prefer public recognition, while others prefer a more private approach. By offering different options, you can accommodate different preferences and help ensure everyone feels included.

    Related: The 4 Pillars of Employee Appreciation

    6. Encourage peer-to-peer recognition

    Peer-to-peer recognition is a meaningful way to build a culture of appreciation and recognition. Encourage employees to recognize and appreciate each other’s contributions through a peer-to-peer recognition program. This can take various forms, such as a shout-out board, a virtual recognition platform or even a weekly newsletter. This can help foster a sense of teamwork and collaboration while also boosting morale and engagement.

    Related: 10 Simple Ways to Build a Collaborative, Successful Work Environment

    7. Use technology to streamline and enhance the program

    Technology can be a powerful tool for streamlining and enhancing employee recognition programs. Online platforms and mobile apps can make recognizing and rewarding employees easier, tracking progress, and analyzing data. They can also make the program more accessible and engaging for employees.

    8. Tailor rewards to individual needs and interests

    Instead of offering generic rewards or gift cards, consider tailoring rewards to each employee’s preferences and goals. For example, you could offer a book on a topic they’re interested in, a fitness class pass, or a donation to their favorite charity. This shows that you value their individuality and care about their well-being beyond work.

    Related: 4 Ways Employee Incentives Can Drive Engagement and Retention

    9. Recognize unique talents and skills to motivate and develop employees

    Instead of focusing solely on performance metrics, recognize employees’ skills and talents that contribute to the team’s success. For example, you could offer a “problem-solving champion” award, a “creative thinker” award, or a “team player” award. This highlights the unique value each employee brings to the team and encourages continuous learning and growth.

    10. Autonomy and flexibility as a form of recognition

    Sometimes the most valuable form of recognition is flexibility and autonomy. Allowing employees to work on projects they’re passionate about, pursue their interests, or work from home can show that you trust and respect their abilities. This can improve their work-life balance and lead to increased productivity and loyalty.

    A successful program is built on the foundation of honesty and transparency. One of the key takeaways is the importance of seeking concrete information and avoiding guessing. It’s crucial to clearly understand what motivates employees and design recognition programs that align with those motivations.

    At the heart of any successful employee recognition program is the ability to accurately track and measure performance metrics. That’s where Hana Retail comes in. Hana Retail is a powerful retail POS system that offers a wide range of features designed to help you manage your business more efficiently.

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    Murali Nethi

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  • Why Acknowledging Your Team Members Is Critical to Your Success | Entrepreneur

    Why Acknowledging Your Team Members Is Critical to Your Success | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Great leaders of high-producing teams recognize a crucial component of team building: the acknowledgment of others. Giving people the acknowledgment they deserve will not only lift up the culture of a team, but it will increase the team’s production and performance. It’s as simple as it sounds, but it’s not always easy to incorporate this practice into your everyday habits and actions as you work with your team.

    You’ve probably experienced this in your own career — people are quick to notice when you’re not meeting expectations but fail to recognize all the times you are performing well and dedicating effort and time to your duties. It feels discouraging and it also decreases your own motivation to work harder and prove yourself. If you can master verbally uplifting your team, it will level up your business.

    Related: 5 Fantastic Ways to Show Your Team Members You Are Grateful for Them

    How to make acknowledgment part of your daily routine

    Sometimes it’s hard to focus on uplifting others when we are such individually-driven beings. We want to get the credit we deserve, and sometimes we put that above giving credit to others.

    Masterful leaders have learned to set aside their undying thirst for credit and recognition because they’re in it for the long game. They see the big picture, and that big-picture success depends on other team players who are motivated, dedicated and invested in the team as much as you are. But how do we get into this mindset of constantly uplifting others if we’re not already there?

    • Be an active listener. Focus on your conversations and the conversations that others are having. What are they proud of? What are their concerns? What issues did they spend the afternoon figuring out how to solve? What tough clients or projects are they working on? By being an active listener, you will have countless opportunities throughout the day to listen to the successes of your team members throughout the day and to shine the spotlight on their wins, no matter how big or small.
    • Be specific with your words. While we all like to hear “good job,” the compliment can feel meaningless and generic. If someone caught an error on a client project or put together a thorough presentation for your team, be specific in your praise to them. Not only does this take honesty in being genuine with your words, but it takes practice. Identify particular tactics or creative thoughts they had throughout their process and highlight the clearly defined reasons that contributed to their performance. They will feel seen and know that your words are authentic.
    • Focus on what they’re good at before focusing on what they lack. If someone is underperforming on your team, it’s easy to turn your attention to the tasks they’re failing to accomplish. Before criticizing them or giving immediate feedback on how they can improve, first focus on what they’re accomplishing or performing well at, even if the tasks are small or part of their expected duties. Build up their self-esteem with what they’re doing well, and that increase in self-confidence can spill over into the areas where they’re underperforming. When people feel like their strengths are highlighted before their weaknesses, they will feel greater reassurance when moving on to more challenging tasks.

    Related: 9 Simple Techniques Any Leader Can Use to Show Employees Appreciation

    How acknowledgment helps you and your team

    We’ve been told to uplift others our whole lives, from classrooms as children or even on sports teams and other activities growing up, but it might be hard to recognize quantifiable ways that words of recognition help the productivity and the bottom line of your business. Spreading acknowledgment could help you and your team in various ways:

    • It increases employee retention. All other factors aside, if someone has the choice between staying in a workplace where they’re constantly encouraged and acknowledged versus staying where their successes are rarely acknowledged, they will stay at the workplace of acknowledgment every single time. Employees want to stay on a team where they feel supported, heard and seen. Calling team members out on their wins could also give them the courage to speak up if they need extra help or even own up to a mistake and take corrective measures to fix it, avoiding more significant issues or financial losses in the future.
    • It enhances your teamwork and collaboration. Establishing a business culture of uplifting each other and highlighting each other’s strengths, will increase the interpersonal relationships on a team. Each team member feels like they are being supported by the other, which increases the teamwork and collaboration between everyone. Employees are more engaged and willing to go above and beyond if they feel the organization recognizes their value and celebrates their growth.
    • By acknowledging others, they acknowledge you. Fill up others’ cups, and they will fill up yours. Acknowledgment isn’t an exception to the law of reciprocity — when you acknowledge when others are doing well, they’ll do the same for you. Odds are, they’ll probably start doing it to others on the team as well. Uplifting words are easier to give when you receive them regularly, but sometimes you have to be the one to start that cycle. When others lift you and call out your wins, they can testify to your capabilities later down the road, whether you’re locking down a new client or moving into a higher-paying role.

    Related: Where’s the Love? Why You Should Work to Ingrain Gratitude Into Your Company Culture

    All great things are built with cohesive teams; nothing tears down a team faster than those who want the credit for everything. Lift people up for what they are doing instead of being quick to point out what they aren’t doing, and they’ll do the same for you. You have to do it first and do it consistently to create a winning environment for your business. If you become a highlighter of the capabilities of others, you’ll start an acknowledgment culture in that everyone will participate, leading to greater productivity and success.

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    Kale Goodman

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  • 3 Simple Ways to Show Your Employees You Care

    3 Simple Ways to Show Your Employees You Care

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    Opinions expressed by Entrepreneur contributors are their own.

    Leadership is about more than just giving orders and making decisions. It’s about guiding and motivating your team to achieve common goals, and one of the most effective ways to motivate your employees is by showing them you care about them as individuals.

    I’ve seen this time and time again as the CEO of StoneAge. I recall several years ago when a key team member called to tell me he was considering leaving the company. “I received another job offer, Kerry, and I am considering taking it,” he told me tentatively. “I’ve got too much going on in my life, and this new role will keep me closer to home, which I need right now.” Instead of getting upset, I asked him about the offer and what drove him to consider looking outside the company for a new job.

    Soon, it was clear that he didn’t really want to leave; he just needed some time to get his life in order. So, we agreed that he would take a month-long sabbatical to focus on his family and personal life. He came back refreshed, focused and committed. Last week, he and I talked about his sabbatical and its impact on his life. He said, “Kerry, I will go to the ends of the Earth with you and StoneAge. Thank you for caring about my well-being. I wouldn’t want to work for anyone else.”

    Related: 4 Ways Employers Should Show Their Employees They Care

    Ways to show your employees you care

    Who doesn’t want to hear these kinds of statements from their employees? A leader can do nothing more impactful than inspire their team members to live their very best lives. Here are some things you can do today to show your team you care about them:

    1. Offer opportunities for personal and professional development: This can include training programs, mentorship programs or opportunities to take on new responsibilities. Or it can come in the form of taking time off, such as in the example I shared above.

    2. Provide a supportive and inclusive work environment: At StoneAge, we promote a culture of open communication, provide resources and support for work-life balance and build a sense of belonging by creating opportunities to share personal stories and experiences that help us connect with one another.

    3. Recognize and reward employees for their contributions: “I get all the recognition I need!” said no one ever. Don’t underestimate the powers of recognition and acknowledgment. You can create formal programs like employee of the month or peer recognition systems that allow teammates to recognize each other. You can also create less formal methods like regularly thanking employees for their hard work and achievements. I make sure to acknowledge a job well done by each of my direct reports weekly.

    Related: Show Employees You Care About Their Well-Being. Here are 5 Ways.

    Why it matters

    Showing you care about your employees matters. According to a Gallup survey, those who feel their manager cares about them are twice as likely to engage at work. That’s a powerful statistic. Here are a few more reasons why leaders should make an effort to demonstrate their concern for their employees:

    • Improved morale: When employees feel valued and supported by their leaders, they are more likely to be motivated and engaged in their work, leading to higher job satisfaction and overall happiness.

    • Increased productivity: When employees feel cared for and supported by their leaders, they are more likely to feel comfortable asking for help and advice, leading to more effective problem-solving and higher productivity levels.

    • Greater retention: Employees who feel valued by their leaders are more likely to stay with their company long-term, saving the company the time and resources required to continuously hire and train new employees.

    • Enhanced reputation: Companies known for treating their employees well tend to have a positive reputation in the community and the industry, leading to better recruitment and retention of top talent.

    Demonstrating that you care about your employees builds trust and fosters a positive work culture. By showing your employees that you value them, you can create a more productive and enjoyable work environment for everyone. You can inspire your employees to say, “Why would I work anywhere else?”

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    Kerry Siggins

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  • Employers Should Fear The Truth Behind Quiet Quitting. Here’s Why.

    Employers Should Fear The Truth Behind Quiet Quitting. Here’s Why.

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    Opinions expressed by Entrepreneur contributors are their own.

    Quiet quitting seems like odd terminology since it has nothing to do with actually ditching your job for greener pastures. Many argue that there’s no such thing as quiet quitting because it simply refers to workers doing their assigned job during their typical workday. What they’re not doing is taking on any extra duties, or participating in extracurriculars at work. It’s about rejecting the idea that work has to take over your life.

    And, while the buzzy phrase has been seemingly replaced by fast quitting (for now), what we must not ignore is the real reason why these terms were coined in the first place.

    As a leadership consultant and executive coach, I’ve had many clients struggling with how to establish boundaries between work and home before feeling like it’s all too much. They’re not sure when or how to say “no” to phone calls, emails and messages after they are officially off the clock. They are overworked, overwhelmed, stressed out, burnt out and fed up with the work-to-exhaustion-to-survive culture. While many of them may appear to be moving towards the quiet quitting trend, what they are really doing is saying no to burnout. As their consultant and coach, I completely get behind their decisions to do exactly that.

    Related: Quiet Quitting Is Dividing the Workforce. Here’s How to Bring Everyone Back Together.

    Addressing the root cause of so-called “quiet quitting”

    Rather than trying to keep up to speed with the latest workplace trends sweeping across social media, perhaps leaders should stop to ask why these trends began in the first place. Why is it considered unacceptable for employees to reject extra, often undesirable tasks outside of their job description? Have we placed too high a value on employees working long, high-stress days with little time off or time with family, only stopping when they are burnt out?

    Or are we ignoring a growing pool of people becoming increasingly disengaged at work and getting little joy out of it because they are burnt out? According to Gallup, the number of engaged employees dropped from 36% in 2020 to 32% by early 2022.

    Related: 5 Burnout Warning Signs (and How to Respond)

    Why are workers done with working themselves to exhaustion?

    The research is clear: Burnout and stress levels have increased significantly since the Covid-19 pandemic began. In fact, by January 2022, the American Psychological Association (APA) said “Burnout and stress are at an all-time high across professions.”

    “From longer work hours to increased demands at home, the Covid-19 pandemic introduced new stressors to nearly every domain of life,” the APA said. “As the world heads into the 3rd year of the pandemic, these stressors have become persistent and indefinite, heightening everyone’s risk of burnout.”

    If the pandemic has pushed many workers into a state of burnout, it makes sense that they are trying to resist the daily grind by doing only what they’re required to do. They no longer see their workplace as a place to thrive and instead feel unmotivated and disengaged.

    This may partly be linked to the switch to a work-from-home culture, which has contributed to many employees working significantly longer hours, having difficulty switching off and experiencing a lack of boundaries between work and home life. So many employees sit in front of their computers for more than 8 hours daily with little more than a 15-minute break to make lunch (then eat in front of the computer), if they even take lunch at all. They are exhausted.

    Interestingly, this increase in burnout is noticeably higher among the younger generations. Indeed’s research into burnout in 2021 found that while 53% of millennials already felt burnt out pre-pandemic, it jumped to 59% in 2021. Gen Z had a similar increase.

    Together, these generations consistently like to throw out the old rulebook of how things were done in the past in favor of building a better future. They’ve been campaigning to protect our environment, improve equality and justice and better living and work conditions. They generally don’t agree that all work and no play is a recipe for a life of thriving. This generation wants to do meaningful work, but enjoying life outside work is also essential to them.

    The World Health Organization states burnout is a syndrome resulting from workplace stress that has “not been successfully managed.” Three factors define it, they say: feelings of depleted energy, increased mental distance from a job and reduced professional efficacy.

    Related: 8 Fireproof Tips for Avoiding Business Burnout

    Those in leadership positions must transform work culture so their employees feel engaged, included and connected to their work. Having disengaged or burnt-out employees on your team will disrupt team cohesion and negatively impact everyone. When someone is barely working, and others are working flat out, it quickly becomes apparent and affects the team’s dynamics. That’s why investing in improving the culture for everyone is so important.

    How to begin

    There are three main components that you can work on to improve that will ultimately benefit your company and team: value, wellbeing and communication.

    1. Ensure your staff feels valued

    Ensure your employees know their presence, skills and work are needed and valued. Recognizing them goes a long way to achieving this. Companies that make employee recognition a priority have workers who are 56% less likely to look for a new job, a recent Gallup-Workhuman survey found. It could be as simple as acknowledging milestones in their lives, such as work anniversaries and birthdays, and celebrating achieved goals or completed projects.

    Perhaps it’s looking at progression and promotion opportunities for team members or doing an end-of-week round-up recognizing the achievements of the week and the team members who made it happen.

    Or, if budget allows, perhaps an organized event: A monthly staff get-together where everyone finishes work a few hours early and have a late lunch or dinner together.

    Related: The Simple Trick This CEO Uses to Prevent Burnout

    2. Invest in the wellbeing of your employees

    It’s no secret that employee wellbeing and engagement work well together. Gallup found engagement and wellbeing are reciprocal, “where each influences the future state of the other.”

    What can you do to show that the company is prioritizing its employees’ wellbeing and is committed to improving it?

    There are practical things you can do. Your company may offer an employee assistance program that members can refer to if they require support or are struggling. You could also include wellbeing benefits:

    • A weekly massage.
    • A meditation class in the office on a lunch break.
    • The option to work flexible hours

    On a more long-term note, having designated wellbeing leaders is an excellent way to keep track of what’s being done in the office to improve people’s mental health — they could even send a monthly update on the changes. Very simply, encourage workers to leave on time and take regular breaks.

    3. Focus on connecting people to their work

    Recognizing and valuing your employees’ input is an important and powerful way to increase their ownership of their work. Create an open forum where staff can share ideas about the status of their work and projects, discuss innovative ideas that would excite them going forward or perhaps even creatively find solutions for processes that aren’t working.

    Hear what your employees are saying and listen to their ideas. Not only will it make them feel valued, but it’ll make them feel more connected to their work. Encourage involvement and participation as much as possible.

    Engaged employees and healthy workplaces are a by-product of exceptional leaders who create an environment for growth without the expectation that their team will work to exhaustion.

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    Dr. Samantha Madhosingh

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