February 5, 2014
by Kelsey Rogers
1 Comment

The Handwritten Note: Quick and Easy Way to Say You Noticed

It’s WOW Wednesday! HR leaders, execs, and managers: How do you WOW the people who go above and beyond for you in your business? Or, how have you been WOWed?

Today’s WOW Wednesday comes from Jason.
He says: “I write handwritten thank you notes weekly to peers, managers and employees.”

Low Cost Recognition: Take the 100 Note Challenge and find out how the simple act of writing appreciation notes can change your workplace culture for the better.

Share your own “WOW Wednesday” tip or story. Leave a comment here or post on Terryberry’s Facebook Page or Twitter using hashtag #WOWWED. Make it a WOW day!

Join hundreds of organizations that use Give a WOW to ignite a dynamic culture of recognition in the workplace.  It’s employee recognition, social-media style! Get the Free Trial!

January 29, 2014
by Kelsey Rogers
0 comments

Impromptu Recognition

It’s WOW Wednesday! HR leaders, execs, and managers: How do you WOW the people who go above and beyond for you in your business? Or, how have you been WOWed?

Today’s WOW Wednesday comes from Karen.
She says: “My staff loves impromptu ice cream treats to show our appreciation! We set up a sundae bar in the conference room. We also have fruit as an alternative.”

Share your own “WOW Wednesday” tip or story. Leave a comment here or post on Terryberry’s Facebook Page or Twitter using hashtag #WOWWED. Make it a WOW day!

Join hundreds of organizations that use Give a WOW to ignite a dynamic culture of recognition in the workplace.  It’s employee recognition, social-media style! Get the Free Trial!

January 28, 2014
by Jenny Watkins
2 Comments

SMILE Your Way to Success – 5 Steps to Employee Engagement

smile

Great leaders invest in their people.  Keynote speaker and author Lisa Ryan of Grategy shares 5 steps to building authentic employee engagement in your team.  Make these strategies (…or grategies as Lisa might describe them…) your personal work-style and lifestyle! 

 

 

by Lisa Ryan of Grategy
If employees are the lifeblood of your business, how do you insure that your top talent doesn’t become someone else’s best employees?

Start with a S.M.I.L.E.

Let’s consider this five step process for employee engagement, recognition, and retention using the S.M.I.L.E. process.

1. S = START right now. Oftentimes we hear a good idea and then wait until a more convenient time to start.  There is no time like the present, and the more you delay, the less likely you are to take action. As Napoleon Hill, author of “Think and Grow Rich” said, “Do not wait: the time will never be ‘just right’. Start where you stand, and work whatever tools you may have at your command and better tools will be found as you go along.”  Today, commit to one way you can create stronger relationships with your team members.

2. M = Help them find MEANING in their work.   Do your employees feel that they have a job, a career or a calling?  A job is something people go to only to get the paycheck.  A career takes it a little deeper, these people are most likely satisfied with what they do for a living. People who label their work as a calling have significantly higher life- and job-satisfaction scores than those who viewed their work as either a career or as a job. They love what they do and they share their enthusiasm with others.  Those with a calling would choose to do exactly what they are doing, even if they didn’t receive a paycheck.  Help your staff find the significance of what they do and how their efforts impact the overall mission of the company.  Better yet, share with them how what they do impacts the world.

3. I = IDENTIFY creative ways to connect.  Email is quick, easy and efficient; however it doesn’t given the personal touch that is being lost in business today.  Use a variety of additional methods including: in-person visits, post-it notes, letters, notes, small gifts, phone calls, candy, and/or faxes to stay in touch with your team.  Mix it up. Make it a goal to make your employees smile often and you will be rewarded. Remember – the more unique and different your contact, the bigger the payoff in increased commitment and engagement on the job.

4. L = LOOK for additional ways you can be of service. If you notice that a team member is struggling under their workload, pitch in and help.  Create an environment where people support each other where needed. Pay attention to what’s going on in the lives of your employees (without being intrusive).  If they are going through a challenging time at home, look for ways to offer them flexibility in their schedule while still getting the work done.  Ask them for their ideas and find out about their dreams and goals for their career within your organization.  Create a safe environment for feedback and input. Offer opportunities for professional development through continuing education or training programs.

5. E = EXPRESS gratitude. Let your employees know that you appreciate them and their contributions at work.  What gets recognized gets repeated, so make sure that you are specific in your praise.  Instead of just saying, “Great job,” let me know exactly they did that was great.  Verbal recognition costs nothing in terms of time or money. Written appreciation gives your team members tangible proof of how much you appreciate what they do.  When you let your staff know that they matter, you will matter to them.

In business as in life, a SMILE goes a long way.

 

As Founder of Grategy, Lisa Ryan works with organizations to create stronger employee and customer engagement, retention and satisfaction.  Her proven gratitude strategies (Grategies) lead to increased productivity, passion and profits. She is the author of six books, and co-stars in two documentaries: the award-winning: “The Keeper of the Keys,” and “The Gratitude Experiment.”   To learn more, visit www.grategy.com.

January 23, 2014
by Jenny Watkins
0 comments

Employee Recognition is Like Exercise…The More Often You Do It, the More Results You’ll See

situpsImagine your friend is kicking off a new year’s resolution to be healthier by starting an exercise plan.  “I am committing to go to the gym every five years,” she says.

It might be better than never going to the gym at all, but you may find yourself wondering how to gently tell your friend that she’s probably not going to achieve her full potential for healthy results.

Yet, in the same way, many organizations have traditionally limited the impact of their employee recognition program in their culture.  They believe they have addressed their employees need for recognition because — after all — they have a program in place for employees to be recognized regularly….at their five- or ten-year career milestones.

“I’m committing to go the gym every five years!”

Today, of course, businesses acknowledge that employees require positive feedback more than once every five years, and the most successful employee recognition programs are built to intentionally incorporate day-to-day and informal recognition in addition to their formal recognition events.

If your recognition program feels more like an isolated program than a part of your organization’s culture, frequency may be a point to consider.

Create a specific strategy for how to support recognition at three levels: day-to-day recognition, informal recognition, and formal recognition.

Day-to-day recognition is regular, appreciation and thanks for a job well done.  This is most often communicated directly and verbally from manager or peer to employee.

The second form of recognition is referred to as informal recognition. Informal recognition is loosely structured often within a team or department. A traveling trophy might be an example. Both the Day to Day and Informal recognition are about attitudes and behaviors. When the best time to use these simple tools?   …Right when the thought crosses your mind, do something about it.

Finally, there is the formal recognition program.  This is the one that is most familiar for most people. Formal recognition programs highlight accomplishments and significant contributions.  It’s typically the annual event for career milestones or sales awards.  Formal recognition is significant awards for significant contributions.

Think of it like this:  Day-to-Day Recognition is like working out. It’s the daily maintenance that keeps your team on pace.    Stay in shape by carving out the time to maintain relationships with daily positive reinforcement and appreciation.

Informal Recognition is like a monthly ultimate frisbee game.  Find creative ways to keep your team connected in a fun, positive way that supports your goals.

Formal Recognition is like the prize for finishing a marathon.  It’s the celebration for the major achievements that individuals and teams have worked so hard to achieve.

What can your organization do to enable and support each of the three forms?

January 22, 2014
by Kelsey Rogers
0 comments

Extra, Extra! Read all about it!

It’s WOW Wednesday! HR leaders, execs, and managers: How do you WOW the people who go above and beyond for you in your business? Or, how have you been WOWed?

Today’s WOW Wednesday comes from Cathy.
She says: “At my job, I developed a company newsletter and we give updates on important training coming up, company events, etc. We also started featuring a ‘Contractor of the Month’ segment where we place a picture of the employee in the paper and list why they are being recognized.”

Share your own “WOW Wednesday” tip or story. Leave a comment here or post on Terryberry’s Facebook Page or Twitter using hashtag #WOWWED. Make it a WOW day!

Join hundreds of organizations that use Give a WOW! to ignite a dynamic culture of recognition in the workplace.  It’s employee recognition, social-media style! Get the Free Trial!