“With three generations of employees in the workforce companies are managing their most diverse workforce ever. Uniform policies, benefits, and compensation won’t work for everyone anymore. We live in a society full of choices and that’s what employees, especially Gen X and Gen Y, respond well to. Make sure you empower your employees to choose their own rewards for a job well done-rewards that that are meaningful to them.“- HRMA http://www.bchrma.org/pdf/news/2011/release-yearinreview-111219.pdf
Good news – your top tier candidate signed an offer to work at your company! You have recruited a strong new hire and deserve a pat on the back – however, efforts to impress should continue long after the offer is accepted.
If you’re looking to onboard new hires with ease, then one thing to perfect is your company’s first impression. For your new hires, arriving on their first day is like a food critic evaluating the hottest new restaurant in town. You’ve earned the coveted spot, but now you’ve got to show this person why. From the minute they sit at their table the first impression clock starts ticking, and determines the success of the meal. Even if the person leaves the restaurant with happy taste buds, they will never forget a poor first impression.
“To recruit and retain top talent, an organization needs to be exceptional at recognizing employees in ways they value. Modern leadership must accept that recognition has a different meaning for Gen X and Gen Y employees than for previous generations. They grew up with it and they expect it. Create a culture of recognition where employees are empowered to choose their own rewards and they’ll never leave.”
CONGRATULATIONS TO OUR “TELL US YOUR BEST RECOGNITION STORY” CONTEST WINNER ANDREW GOTTLIEB WHO’S WON $100.00 WORTH OF POINTS THAT HE CAN REDEEM FOR ANYTHING IN OUR CATALOGUE!
“Although the workforce has evolved and is now consumed by over 50% of Millennial employees, companies’ recognition practices have remained the same. Retaining talent and driving results have become two obstacles that employers constantly struggle to overcome. To boost engagement, drive performance, and get results, employers must move beyond Traditional Years of Service awards and implement a culture of everyday feedback.”
Fact: job dissatisfaction is directly related to life dissatisfaction. “We”, by Rudy Karsan and Kevin Kruse, observes that employees who are stressed, micromanaged, and disengaged at work suffer negative repercussions in their external relationships, health, and general life happiness. Not to mention, employees are increasingly being diagnosed with work-induced anxiety and stress disorders. Employers need to abandon the work-life separation mentality and recognize that work is a part of life. You can’t retain disengaged employees because people won’t settle for a disengaged life. Stop saying, “Goodbye”.
Managers are fundamental to strategy, but more significantly, critical to building a team that can execute on company vision. It is the job of the manager to inspire their teams to flawlessly execute and to be held accountable for the work that is produced under their watch. Great managers understand that inspiration trumps meddling and maximize their recognition tactics as a means of motivating and driving performance.