You’ve recognized the importance of employee recognition for staff retention, productivity and morale, and have subsequently implemented a recognition and reward scheme to boost employee engagement, but what’s next?
How are you going to reward the employees for their efforts?
The part of a reward and recognition scheme that is perhaps the most important but often the afterthought is reward fulfilment.
Having a tailored rewards catalogue for employees to choose from, complemented by a high quality customer service for reward fulfilment is essential for any employee engagement initiative.
If an employee demonstrates behavior that values your company’s core values, it’s only right that they get rewarded in a timely manner.
We’ve all been there, I know I have, ordering something online and expecting it to arrive in a couple of days and it takes a week.
The companies that I’m most loyal to are the ones that under promise and over deliver.
You don’t want to be the person that’s falling at the final hurdle.
It‘s simple psychology, a member of your team displays behavior that you want them to be recognized for, you give them verbal recognition (which goes a long way), but then you want to give them a physical reward to back it up.
If that reward arrives 2-3 weeks later for example then what they’re being rewarded for is a distant memory.
Sadly this happens all too often and affects the effectiveness of a reward and recognition scheme.
In the planning stages always think about how you are going to reward your team (think about making them personalized, take a look at Sean Wilkinson’s blog do personalized rewards make better rewards?) and how you are going to deliver that reward.
You may be thinking “well what actual effect is this really going to have on employee engagement in my team?”
Think about the feeling of disappointment you have when something isn’t delivered on time or when you expect it to be.
Those negative frustrating feelings will create disengagement within the scheme and all your hard work in creating a positive company culture will unravel.
Reward fulfilment is just one element that makes up a successful recognition and reward scheme but one that should be taken seriously.
In Jacob Shriar’s recent blog on how recognizing employees can save your company millions, Jacob explains how recognizing employees is a simple formula
When [employees] are more engaged, they’ll be more productive. When they’re more productive, they’ll work harder, make [your company] more money, and motivate those around them.
When implementing a recognition scheme with reward fulfillment it is important to remember the importance of incorporating an effective communications plan.
It’s all well and good introducing a program but if your employees don’t know it’s there or what they are working towards then it’s likely that you’re not going to achieve your desired levels of engagement.
This can be time consuming so it’s worth considering partnering with an agency who can implement this for you.
Implementing a targeted communication such as email newsletters can help, so that your employees are informed of how many points they’ve earned, as well as how far they have to go to reach their point’s goal and subsequently gain the reward they’ve been striving for.
These reminders keep employees focused and on track to achieve their own personal goal and in turn your business goals.
It is fundamental to your objectives and overall ROI that you invest time in sourcing relevant/personalized rewards that are delivered in a timely manner, globally, to have the greatest impact in your team.
Feelings of disappointment can have a larger impact than you first realize and for all the time and money you invest in engaging your employees, these are the feelings you want to avoid most.
If you can get the reward fulfilment right then a large proportion of negativity will disappear, being replaced with the feelings that your employees are supposed to feel; pride, satisfaction and motivation.
An employee engagement program involves people, and therefore should be as individual as the people who are using it.
It should be tailored to your needs and the strategy should involve all elements, from the online platform, to the comms plan to the reward fulfilment.
If you feel your current recognition and reward scheme isn’t working for you, it may be worth looking at all of the elements that make up your scheme (including reward fulfilment) and assess whether your supplier is delivering the best possible service to make your program a success.
Introducing measurable KPI’s and regular reviews will help ensure your program runs smoothly and has the greatest impact on your teams’ engagement.
What challenges have you faced whilst implementing an employee engagement program for your team?
Please use the comment box below to share your experiences.
This article was syndicated from Business 2 Community: The Importance Of Recognition For Employee Engagement
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