Keeping Employee Motivation Momentum

Say you have a luncheon where you recognize your employees for their loyalty and hard work throughout the year and their career.  You know the employees enjoy the event and appreciate knowing that their hard work has contributed to the success of the company.  But, what happens after the experience is no longer fresh in their minds and they go back to their daily routine?

Keeping employees motivated throughout the year is an important goal. Did the company implement a new strategic plan for success?  Has the economic environment caused the company to implement more aggressive targets? Or is everything just clicking along perfectly? Take the opportunity to share your appreciation in a motivational letter any time of the year!

A company-wide memo expressing your gratitude can help you achieve many things.  You have an opportunity to convey new strategies or targets and explain reasons for implementation.  By being up front and honest with employees regarding changes in business strategy, they feel integral to the success of the company.  Because they were included, you’ve proven how important every employee is to making a strategic plan work, and will further their drive to be an active participant in the future success of the company.

Combining traditional employee recognition programs with a strong communicative approach can tie everything together and create an environment where your employees feel appreciated and satisfied with their work.

Measuring Morale and Motivating Employees

No doubt, motivated employees perform stronger and produce more which leads to a healthier bottom line for everyone at a business. But, how do you measure whether or not you have motivated employees?  And how do you know what “exactly” motivates a particular individual? According to an article posted at EHow Money, the simplest way to learn where your employees are at with their morale and what will help get them super motivated, is to just ask! Survey employees at least yearly to find out what will make them work harder. It is important to ask because there are clearly different motivators for different generations.  Besides being motivated by different things, individuals will prefer to receive feedback in varying ways. Again, asking questions is always the best policy to learn what your employees prefer. No matter what method employees prefer to receive feedback, they universally need to know where they are at towards their work goals and be recognized for their contributions. Employee recognition programs offer an opportunity for employers to reward a job well done and let employees know they are on target. Taking into consideration that different generations and people are motivated in many diverse ways, having an employee choice recognition program can be the answer you seek to motivate your employees. Royal Recognition, Inc. can work with you to create a rewards program that will be the perfect fit for your company and your employees. Recognizing individuals for a job well done will reward you with loyal employees who feel valued and contribute their best to the organization.

Corporate Gift Giving & The Holiday Bottom Line

Every year around this time at Royal Recognition, sales of promotional items and corporate gifts pick up into full swing. We couldn’t have said it better than Sarah Rohlfing in this Incentives magazine article:

Companies interested in gifting high-value items from top name brands, while keeping an eye on the bottom line, should look to incentive companies. Their factory-direct relationships with leading brands allow corporations to purchase in-demand items at the most competitive prices.

The holiday rush is on–make a point to stay organized, keep up on the latest trends, and make a statement with whatever corporate gifts you’re thinking of giving this winter.

Motivation, not Money

A recent article published by WorldatWork proves once again that nonfinancial benefits are the best type of motivators for employees. Even in this turbulent economic climate, when workers were asked “Are you considering leaving your job in the next few months?” several markets saw an increase of more than 10 percent!

Which begs the question, what are these magical motivators if money does not drive the workforce? As a manager you may not be able to offer them the ideal work-life balance, type of work or perfect co-workers, but there are little things that pay big. Consider these unique options:

  • If your office listens to the same radio station all day, call in and give them a shout out. It’ll put a smile on their faces and let them know they’re appreciated.
  • Take a little time out of your day to listen to your employees concerns outside of the office in a non-threatening atmosphere.
  • Be the receptionist or mail sorter for the day. Every employee contributes to your company being a well oiled machine. Or better yet, have the CEO do it.
  • Make sure your company’s goals are in line with the employee’s by making a fun chart that features rewards when you reach each mini-goal. It’s great team building and you’ll obtain your goal faster.
  • Start up a peer-to-peer recognition program, allowing a few of the most deserving employees to pick a gift for doing something truly great.
  • Run a “5-minute stretch” session on particularly stressful days and run around the building. Time to re-energize!

Respect is the #1 key in retaining happy employees. Have any other unconventional ways of showing respect? Let us know in the comments below.