Motivation or Incentive?

Posted by Curt Denevan:

What is the difference between incentive and motivation? An incentive is often an external influence that persuades an individual to act in a certain manner. Sell more goods, get a bonus. This works often with cash bonuses, trips and valued items like an I-Pad.

So what is motivation? Try looking at this as a psychological feature that drives one to act toward certain desired goals. It can be viewed as an internal driver that affects behavior. This is what really pushes someone to achieve great things. Internal motivation can be the strongest factor. Call it internal drive, a burning desire, focused, or any one of those descriptors, it boils down to a driving internal force that compels someone to act in a certain way, to achieve certain accomplishments.

So where does recognition belong in this equation? The most successful awards are a combination of both. A symbolic plaque or freestanding award embraces the external aspect of incentive. As a constant reminder on your employees walls and desks, symbolic recognition is continually enticing them to perform or act in a certain way. Yet, physical awards move a step beyond incentive. When awards are symbolic, they last years after the gift cards, cash bonuses and trips are used. When this occurs, awards become motivation. A displayed award fuels an employee's pride and self worth, speaking to internal psychological senses that drive performance toward goals. It often serves to create office peer pressure, that gives motivation to others that didn't even receive the award.

For more information, contact RCB Awards at 800-929-9110 or visit RCB Awards.

Employee Engagement

Posted by Curt Denevan:

I have a dream. Come with me on this journey.

• Employees spring out of bed excited to go to work each day.
• 87% are more likely to stay in their jobs.
• Managers seek to bring out the strengths of employees, not to harp on the weaknesses.
• 70% more likely to be nice to customers.
• Authentic recognition results in behavior that is social, strategic and powerful.
• Profitability increases at the firm.
• Engagement strengthens relationships at work. Work is social. Its about people.
• Progress is visible at work, demonstrating the key to motivation.
• Energy drives us: Spiritual, physical, emotional and mental. Energy is caught up in a mission that is greater than ourselves.
• Engaged employees formulate the results the company should be seeking. Powerful results matter to managers, organizations, employees and customers.
• Managers figure out how to make top performance worthy of employees' attention and provide feedback that is heard and followed by those employees.
• Work is meaningful. Managers know this will sustain, engage and enrich people.
• Magic Moments are nurtured. Make the most of these Magic Moments when managers engage with employees. Every connection you make, every day, has the potential to become a low point or a high point in someone's day. Make it a high point.
• Toxic aspects of the workplace are eliminated. Employees are allowed to find a sense of well-being at work so they leave each day enlightened, not depleted.

I have a dream. That this will touch everyone.

Check out the short video from The Employee Engagement Network.



http://www.involve.co.uk/

http://employeeengagement.ning.com/

7 out of 10 Americans say work unrecognized!

Posted by Curt Denevan:


MAJORITY OF AMERICANS “NOT FEELING THE LOVE” WHEN IT COMES
TO RECOGNITION BY EMPLOYERS, COMMUNITY GROUPS AND OTHERS

GLENVIEW, Ill. (Aug. 20, 2011) – When it comes to getting recognized for
their personal efforts, whether at work, helping others in their community or
volunteering, almost 7 out of 10 Americans say their work goes widely
unrecognized.

According to a 2011 survey of 1,000 Americans, fielded by TNS
Worldwide and the Awards and Recognition Association
(www.recognitionisrewarding.com) this summer, 69 percent of Americans have
not been recognized for personal efforts in the past year—either through work,
civic or volunteer programs.  
“It’s no secret that given the current economy employees are being asked
to do more and more, and community organizations are stretched thin of
volunteers so it’s surprising that companies and groups aren’t taking time to say
“thank you” to those working hard,” said Louise Ristau, executive director of
ARA, the industry organization promoting recognition.

According to Ristau, it doesn’t take a lot of time or money to implement a
recognition program, just a little effort.
“Taking notice of those around us giving extra effort and making a
difference, can be one of the easiest things we can do—from writing a note,
giving a pat on the back, or creating an award,“ she said.
Ristau and the team of experts at Recognition is Rewarding.com, the
Association’s recognition group, recommend starting with simple gestures that
can infuse positive energy and help boost morale.
“Recognition is something we can do regardless of the status of the
economy, which is particularly important when employers aren’t able to provide
staff with raises and bonuses,” she said.

GOOD DEEDS GO UNNOTICED—ADD ONE
Recognize, Reward, Repeat
The ARA has five tips for employers to start their own program to
recognize their employees.  All are designed to develop recognition that is
equally powerful for both the organization and the employee.  Tips include:

1. Make sure all employees must be eligible for the recognition. 
2. Be sure that both employers and employees have specific information about what behaviors or actions are being rewarded or recognized. 
3. Ensure that anyone who performs at the level or standard stated in the criteria receives the award. 
4. Take steps to recognize all honorees as close to the performance of the actions as possible so the recognition reinforces behavior the employer or organization wants to encourage. 
5. Be impartial.  Don’t design a process in which managers “select” the people to recognition.  This type of process will forever be viewed as “favoritism” or talked about as “It’s your turn to get recognized this month.” 

According to Ristau, another key to successful recognition is selecting the
most appropriate kind of award. Tangible, public awards are proven to be the
most effective, better than money or other means, to honor performance and
achievement, she said.
  Questions to ask when considering what type of award to use include:

• Does it represent what was accomplished? 
• Is it attractive enough to wear or keep at home or in the office? 
• Is it consistent with the purpose and image of the organization and/or accomplishment? 
• Is it right for the level of representative of the importance of the  achievement? 
• Is it in line with the budget/effort? 
• Is the award well-crafted from high quality/affordable materials? 

For additional guidelines for award program, visit www.rcbawards.com.

About the Awards and Recognition Association:
The Awards and Recognition Association (www.ara.org), an organization of
nearly 3,000 member companies dedicated to increasing the awareness of the
value and significance of awards and recognition programs.

Formal vs Informal Recognition

Research shows companies find a balance of formal and informal recognition is an effective way of keeping employees motivated and happy.  According to Greg Boswell, OC Tanner Recognition Company, the move to make informal recognition part of a corporate recognition strategy has been due in part to companies that are working to improve employee retention. In a study conducted by Robert Half International, 47 percent of executives surveyed said that recognition and praise were the most important factors in keeping an employee satisfied.  However, it’s often through formal programs such as career achievement or employee service awards, management can implement communication tools and effective training with the power to impact the entire company. “Formal recognition has the unique potential to tie every employee’s achievements to a company’s values and business goals,” said Boswell. “With ongoing formal recognition as a foundation, informal programs can be added to encourage spontaneous appreciation."

Regardless of the size of the company and the scope of the work, all employees deserve the chance to be acknowledged for their contribution to the success of a company. It’s clearly a win-win situation for business, when people feel valued, they feel better and they perform better.  Not to mention how good it feels to be the giver.

For more information, contact RCB Awards at 800-929-9110.

Corporate Awards Instill Motivation

There are many reasons for giving corporate awards to employees:

• recognizing results
• exemplary behavior
• motivation
• dedication
• showing appreciation for their loyalty. 

Corporate awards allow recipients to display their accomplishments and take pride in their work. Even better, an award on an employee’s desk or in his or her office makes them feel appreciated, motivated, and dedicated to doing the best job possible. Here are some suggestions for corporate awards.

• Plaques—Choose either solid-wood, acrylics in striking and unusual colors, or sustainable materials like bamboo.
• Sculptures or Art Glass—Many are now made using recyclable glass materials.
• Gift Sets—Golf, poker, cigar, and wine accessories are packaged in cases that feature space for personalization.
• Crystal—These elegant items can include cups, desk ornaments, and art crystal.
• Clocks—Time pieces are a classic choice and come in many shapes, sizes, and styles.
• Creative Custom Awards—Consult with your local awards professional to create unique recognition items that portray or reflect the intended recipient’s accomplishments.

No Cost Safety Award Program

In challenging economic times, companies are forced to look for ways to manage costs better, and insurance costs are a big part of that. If you are a manufacturing firm and don't have a documented safety recognition program in place, you should talk with your insurance company and see what impact a safety program can have on your rates.
Most of the companies with safety recognition programs do so at no additional cost to the company. That is to say, the cost of the program is more than covered by the insurance rate savings. Obviously this will vary from company to company, but it is worth looking into.
For more information on safety recognition, look at Safe Worker Program Overview.

Bosses, show a little appreciation

By KAREN MRACEK • GANNETT NEWS SERVICE • February 11, 2008

For the employers who think a glass of eggnog and the uncomfortable small talk of the office party are enough to keep employees motivated all year long: Think again.

Now that the holidays are over and employees are back to their four felt-covered cube walls, they need more encouragement than ever.

"The key to successfully showing appreciation to employees — no matter how you do it — is that it is sincere, and not just done once a year," said Karen Rieck, human resources manager for the Iowa Bankers Association.

Showing appreciation is a good way to beat the winter "it's-so-cold-I-can't-feel-the-keyboard" blues. It's also a good way to help squash the coup that will arise when employees realize how much their 401(k)s tanked last week.

"Appreciation should be shown throughout the year - every day in the interactions between management, supervisors, co-workers, etc.," Rieck said.

Appreciation also shouldn't be reserved for the biggest projects. Thank employees for doing their job every day, for showing up before noon, and even for not screwing up a project. After all, younger workers are said to need more affirmation for everything — isn't that right?

The reason to show appreciation: It could mean the difference in the competitive war for talent.

"With the availability of talent shrinking, and the differences in what people really want — based on culture, generation, status, etc., it is important for organizations to look at what their overall goal is when thinking of employee recognition," said Paula Hender, spokeswoman for Central Iowa chapter of the Society for Human Resources Management.

Managers seem to be doing a pretty good job, if you trust the latest Adecco survey. A majority of employees surveyed, 56 percent, said they feel appreciated or very appreciated.

That survey also shows that it is important to demonstrate appreciation for individual successes and not just for group accomplishments.

"Many today feel that it is becoming more important to recognize at the individual level versus a one-stop shop for all," Hender said. "This mind-set may lead more organizations to move away from the big holiday party gathering and move to more individualized items or events."

There are many ways to show appreciation, said Kristina Johnson, workplace consultant for Employee & Family Resources in Des Moines, Iowa. "The most effective way to show appreciation is with the recipient in mind," she said.

Need some help thinking of ways to show your undying appreciation for your employees?

Workbytes can help, along with the experts from the Central Iowa Society for Human Resource Management, or SHRM, chapter, who know way more than we do:

Say thank you. These two little words are more important than "annual bonus." Not really, but with this economy, who has the money for bonuses? The words are free, easy and can turn someone's day around. "Some people find a verbal 'good job' more meaningful than tokens such as a gift card," Johnson said. "The best way is to ask employees what type of appreciation do they most value?"

Send written notes, or (etiquette experts, look away) even an e-mail thank you. It's a nice surprise when someone actually takes the time to write down their thanks. An added bonus: People are so glad to get them, no one counts grammar and punctuation in thank you notes. Plus, it is something they can keep, or throw darts at when they have a bad day.

Take someone to lunch. If your office is anything like The Des Moines Register's newsroom, free food is always a big hit. Do lunch without an agenda or any performance issues to talk about. It will really throw employees off. They let down their guard, and when they are done looking for hidden meanings, innuendos and land mines, they will feel like you care about them and their employment with your company.

Trips around an exotic beach resort for the whole staff. Or at least treat them to a pina colada at the beach-themed bar down the street. Really, though, find something that employees can do together to celebrate a team effort.

Carrie Theisen, a member of the local SHRM chapter, encourages managers to "get a committee together to determine how their specific group would like to celebrate."

Give merchandise, gift cards, a certificate of attendance — something tangible that can be an outward sign of appreciation. So what if they dump the "Go Team Go" T-shirt as soon as they get home. Even some of the most cynical employees like to be recognized publicly. It gives them bragging rights with their co-workers, something to tell their spouse at the end of the day, and a goal to shoot for — the hooded "I love my boss" sweatshirt.

It's important to find out which method would mean the most to your employees and just do it. "There are other ways to show appreciation to your team, but that will be different with each team," Theisen said. "Individuals have different ways they want to be recognized, and a holiday party may not be on their top 10 list."

Developing A Recognition Program

Developing A Recognition Program

Careful planning is the most important part of an effective awards program. In developing yours, you will need to do the following:

Identify the program's purpose and objectives:

Do you want to show gratitude, recognize membership, encourage achievement, or reward accomplishment?
Do you want to create a sense of common belonging, or mark someone for distinction?
Do you want to establish a stronger identity for your organization or match the personality of the recipient?

Answers to questions like these will help you design the right program for your organization.

Decide the kinds of awards you want:

The key to successful recognition is selecting the appropriate kind of award. Tangible awards have proven to be the most effective way - better than money or other means - to say "thank you" or "good job." In deciding whether to give an elegant piece of crystal, a beautifully engraved plaque, a customized lapel pin, a personalized desk accessory, or any other item, keep in mind that an appropriate award is:

• representative of what is accomplished
• attractive enough to wear or keep in the home or office
• consistent with the purpose and image of the organization
• right for the level or importance of the achievement
• in line with the organization's budget
• well crafted with the highest quality materials affordable

Because of their training and experience, the recognition experts at RCB Awards can guide you in choosing the right awards for your organization.

Establish a budget and schedule:
There are many ways to recognize people, and the most expensive are not necessarily the best. We can help you determine how much you should budget to meet your objectives, or how to get the most with the funds you have. We will also help you schedule your orders to get what you want without having to pay rush charges.

Plan for the awards presentation:
Part of what makes an award memorable and appreciated is the way it is presented. Think ahead about how you will give various awards. Membership recognition items are often sent through the mail, so you may not want to give something heavy. Fine crystal becomes even more precious when presented in an attractive gift box. Our awards specialists can show you how to plan for presentations that enhance the perceived value of the item received.

Innovative awards programs for Organizations:
RCB Awards serves hundreds of customers throughout the country. We have a wealth of experience in developing innovative awards programs that more than pay for themselves in the form of increased effort and achievement. Here are some examples of how they can help an organization like yours:
• Service awards - Whether these are for out-going board members, sales leaders, or motivational rewards, awards for service to the organization are important both for recognizing those who contributed and for encouraging other team members to do the same. Our recognition experts can provide you with distinctive plaques, fine crystal, attractive desk accessories, and a variety of other items that will enable you to give treasured symbols of gratitude to those who contribute to the success of your organization.
• Certification - Pins and certificates are standard means of recognizing educational accomplishment in an association or profession. You may also want to consider some of the new plaques designed to add plates or disks as the courses required for certification are completed. Given at the time of enrollment in the certification program, products like these give enrollees something to be proud of and show others even before they complete the program.
• Membership Recognition - Certificates, plaques, decals, nametags and lapel pins are typical means of recognizing membership, rewarding renewals, and encouraging prospective members to join. We can suggest other ideas, too, such as personal calendar books, desk planners and other items members will want to use and keep for a long time. We can also recommend ways to mark member anniversaries that will assist your member retention efforts
• Contests and competitions - One of the best ways to draw attention to your organization is to develop a specific award, like the famous Pulitzer Prize, for outstanding achievement in the field you represent. You'll find that our staff has plenty of ideas for ways to recognize those who excel, or who win various competitions or contests. We are expert in designing custom awards that will become the hallmark of your industry.
• Staff recognition - Recognizing your staff effort is a great way to keep morale and productivity high. Employee of the Month, Top Performer, and Star Achiever are just some awards to consider. Our helpful and friendly staff can recommend a variety of programs and awards to encourage and reward achievement among your staff.