Over Half the Workforce not Satisfied with Recognition

Posted by Curt Denevan:

• 39% of workers don't feel appreciated at work
• 52% are not satisfied with the level of recognition they receive
• 38% are actively looking for a new job

Pretty frightening statistics. These come from a September 2011 Globoforce Work Mood Tracker survey which got input from employed U.S. workers to determine how recognition affects their work. 

If you feel that perhaps you have waited too long to show your employees some appreciation, know this: Even when employees have one foot out the door, 77% of employees dissatisfied with their employer say they would work harder if their efforts were better recognized.

While the solution seems simple, it all starts with the commitment from the top. Is your senior leadership committed to effective employee recognition, or is everyone too busy? Clearly, with these statistics, if you ignore your employees, they'll go away.

For more information on employee recognition programs, see www.rcbawards.com.  

On-The-Spot Recognition Programs: Instant Awards Points Cards

Posted by Curt Denevan:

Are you looking for ways of implementing an on-the-spot recognition program, but need an easy way to implement the program and still control the budget? Here you go!

• Review your program goals and objectives.
• Key in on a handful of meaningful targets that can be implemented.
• Determine your budget.
• Establish the timeline.
• Prepare communications: announcement, tracking and follow up.
• Order recognition cards in denominations that fit your budget.
• When you catch someone doing something right, present them with a card!
• Watch what happens next. The recipient can go to the website and cash in right away, or they can save them up and cash them in all at once.
• Each card has a unique award code, unique to that card, so it can only be used once.
• They have no expiration date nor additional fees and are available in denominations of $1, $3, $5, 10, $15, $20, 25, $50, $100.
• Orders arrive in 10-14 business days.
• Unused points are kept in the employee points account for future purchases.
• Points cards are password protected for security.

How can you make sure the program is successful?

• Let them know what you are recognizing. Be specific. What they did to be recognized?
• Connect their behavior to the organization's values and mission.
• Recognize how the behavior represents the employee's best qualities, such as integrity, dedication, or accountability.

Here are just a few reasons to recognize an employee on-the-spot with an Instant Award Points Card.

• Always willing to help another employee
• Taking initiative when needed
• Making it happen
• Stepping up and leading
• Providing outstanding customer service
• Sharing new ideas
• Having a fantastic attitude
• Having a positive approach to a problem
• Being resourceful in accomplishing goals
• Meeting a deadline on time
• Going above and beyond expectations
• Contributing to a project's success
• Staying the course
• Being a team player
• Exhibiting dedication day in and day out
• Acting as a mentor
• Showing a can-do spirit
• Thinking out of the box
• Consideration of others

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

Reasons for Giving An Award

Awards are given for all kinds of reasons. Here are a few of those reasons:

• Demonstrating leadership by motivating a team towards the achievement of a goal
• A team award for team leadership, team building or team accomplishment
• Being honored for individual initiative or length of service
• Recognition for a winning effort
• Best in class
• Reward for suggestion or successful new idea
• Improvement over previous period or activity or long term success
• Achievement of a goal or new record
• A winners recognition award
• An award representing respect, love, and caring
• Retirement
• Promotion or Change of Position
• Speakers gift or Honorarium
• Wall of Fame or Wall of Recognition
• Lobby award for corporate morale
• Customer appreciation
• Most improved
• Sales awards
• Excellence in customer service
• Golf awards
• Fund raising awards
• Non-profit service awards
• Volunteer appreciation

We help recognize these and many more great achievements daily.  We can help your staff, crew, customers, vendors or prospects reach these goals.

Wells Fargo responds to criticism over recognition spending

Wells Fargo responds to criticism over recognition spending

The Value of Team Member Recognition

Okay, time out. Something doesn't feel right.

Everyone agrees that in this economic environment, all employers should re-examine how much they spend on recognition events for their employees. Especially publicly-traded companies owned by their shareholders. Especially institutions that received investments from U.S. taxpayers through the U.S. Treasury's Capital Purchase Program.

The problem is many media stories on this subject have been deliberately misleading. These one-sided stores lead you to believe every employee recognition event is a junket, a boondoggle, a waste, or that it's for highly-paid executives. Nonsense! Because of the misperceptions these stories have created, Wells Fargo has decided to cancel all its major annual recognition events for its team members for the rest of this year.

So who gets hurt when this happens? The Wells Fargo team members across America who are most deserving of recognition and our gratitude. Tellers, Personal bankers. Phone bankers. Financial advisors. Mortgage salespeople and processors. Operations clerks. Technology specialists. Credit analysts. All of those who make it possible for our customers to save, invest, own homes, and build businesses that create jobs - team members who enabled us to make more than a half trillion dollars in new loan commitments and mortgage originations in the last year and a half. These team members work long hours to support their families and to make sure we give our customers the very best service we can possibly give.

Annually, for the past 20 years, we've recognized our top team members from various businesses at several special four-day events, like the one we had planned for our terrific mortgage team who helped us originate $230 billion in mortgages in the last year. For many, it's the only time in their lives that they're publicly recognized and thanked for a job well done. This recognition energizes them. It inspires them and their team members to want to create an even better experience for our customers. Another annual event - which our top performers in community banking had all looked forward to - was to have been held in May. But not this year. Who loses besides our team members? The workers who depend on our business. The hospitality industry. Hotel housekeepers. Restaurant servers. The airlines.

The funds to pay for recognition events such as these do not come from the government. They come from our profits. We believe our profits actually increase by rewarding and recognizing our best performers in sales and in service. Competition to be recognized inspires everyone to work harder and smarter. We're as frugal as any company in spending our shareholders' money thoughtfully and responsibly. Events such as this are the heart of our culture because our product is service, delivered by caring, energized, talented, loyal team members who earn competitive, fair wages and benefits.

We just hope the hardworking people of America understand, appreciate and support employers who try to do the right thing for their team members, customers, communities, and shareholders.

Since we aren't thanking our award winners in person this year, we'll have to do it this way. Thank you, all our 281,000 team members.

You are the best!

John Stumpf
President and Chief Executive Officer

Reprinted from USA Today
Monday, February 9, 2009

 For more information, contact RCB Awards at 1-800-929-9110.