It’s well known in corporate circles that employee retention and job-hopping have created challenges for organizations in the post-Recession economy. So reports CommPro.
One survey found that fully 30% of employees are looking to leave their current employers. So it follows that the concept of “rewarding employees” is being reevaluated as something more meaningful than just a one-time token of appreciation during the December holiday season.
One executive who focuses on employee engagement has some suggestions for year-round staff recognition:
Give perks that pertain directly to your people. Maybe it’s creating a more positive work environment or talking an interest in their kids: think outside the typical perk box.
Engage your employees. Make them feel they have a voice in how decisions are made and what creative input they could provide to achieving the bottom line.
Recognition, recognition, recognition. Whether it’s top-down, bottom-up or peer-to-peer, employees want to be recognized by their colleagues, superiors and departments for a job well done. This carries almost as much weight as salary these days.
Provide immediate feedback. Annual reviews are so last-century. Both managers and employees work better when feedback (positive or negative) is given continuously.