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Hdi R & R External 1
- 2. Retention Rewards & Recognition Why it’s Important Presented by Doris Blanks
- 17. Reward Examples - Cards Modeling Your Values Above and beyond performance Accomplishment has amazing affect on Your business Gold winner who stands out from the rest Exhibiting exceptional employee service to fellow employees, business partners and community
- 21. You‘ve been recognized cards
- 22. Conduct a Recognition Survey
Notas do Editor
- Ice breaker Everything old is new again -
- It’s important for Retention, Productivity and also Innovation
- 83% is a really high and I’m sure at your location it might be lower. But what would you do if 20 – 30 % of your staff and your highest performers walked out the door and the reason was because they did not feel they mattered to your organization. When your high performers leave they take with them their training, skills and experience and knowledge.
- Costs vary by company, but it might take up to a years salary to get a new employee trained and productive.
- Sound familiar? If so you need to get a new attitude. Employees are becoming or are free agents, especially your Most talented employee and they can work for whom ever they please and are in demand.
- we need staff who don’t just tolerate work, but are passionate about the company, and that’s you the supervisor What can we do to drive that passion, Recognition!
- VSP’s 2009 engagement survey to measure loyalty dedication and commitment . An engaged employee is enthusiastic about their work and accountable for their role. VSP ranked 30 percentage points above the norm
- The need to be recognized is a basic need we all have.
- Treat everyone as if their contribution is valuable and they are important 30% of employees improve performance after being criticized But 90% improved after being praised!
- Ask your employees to focus on their strengths and things they do well. Believe me it does spill over into other areas that may need attention. It might also take working with the employee to find the right job fit Remember everyone wants to be successful and everyone wants to be Recognized
- Question what programs do you have at your company?
- Remember that 90% improve performance after being praised. Source : J.Pfeffer, Stanford School of Business
- Specific to recognize the behaviors you want to see repeated Timely catch employees doing something right and acknowledge it on the spot Formal recognize can be done later Personal – the way your employee wants to be recognized – find out something about your employees Frequent – Optimal once every 7 days – it shows your effort and commitment to your employee success
- Ask your self some questions
- In place of having an employee of the month have an employee of the moment
- I have these on my desk in front of me as a reminder
- I conducted a survey at TAC with some general question about how people would like to be recognized. Overall about ½ the team did same verbal recognition was important to them.
- By creating that culture of appreciation you contribute to the success of your employees and Your company
- We have talked about retention and the cost and time it takes to replace a high performing employee. We have discussed recognition and the basic need of everyone to be recognized. Also remember you don’t have to have a budget to be personal and say thank you.