Blog | Employee Incentive Information | Performance Management | Divvy

How and when to start a peer recognition program

The top three employee incentive programs are: length of service, outstanding service, and peer recognition. Why peer employee recognition? Peer programs offer an organization great benefits. They are relatively easy to develop, they are inexpensive, they involve large groups of employees, and they fulfill the demand of being recognized by coworkers. The mantra? Recognition feels good—especially from colleagues.

A well designed peer initiative brings a good experience to the receiver as well as the giver. More and more organizations may be catching on, but the truth is, peer recognition programs are not a new idea.

In 1895, Alfred Nobel established the Norwegian Nobel committee of peers awarding the Nobel Peace Prize for promoting fraternity between nations. Categories expanded to include contributions in chemistry, physics, literature, physiology, and medicine. Winners are awarded medals, diplomas, and money.

Since 1929, film stars have been acknowledged by their peers for outstanding performance. The Academy of Motion Picture Arts and Sciences, originally conceived by MGM’s Louis B. Mayer, helped improve the film industry’s image and mediate labor disputes. As the first winner, Emil Jannings held up his “Oscar” in triumph while acknowledging his peers with, “I’d like to thank the Academy.” The UN uses a type of peer recognition to recognize and give awards to delegates for their outstanding service.

The rise in peer recognition programs today is due to the rising pressures on managers and HR to oversee more employees and larger teams. Workplace conflicts and a heavier workload leave less time for those in charge to focus on employee development and engagement. Peer programs fill in the gap because this method of recognition supports camaraderie, develops employee leaders, and strengthens a sense of ownership in your mission. Simply put, peers banding together in mutual recognition for doing meaningful work engages, motivates, and raises performance levels.

In a very real sense, employees operating their own recognition and rewards system is a type of employee ownership—a type of stock ownership and shared capitalism. The latest research findings on the benefits of employee ownership coincide with the results using peer recognition. The trust, respect, fairness, and pride index goes up. Your company becomes recognized as a great place to work with lower turnover.

The peer-to-peer recognition program—and your mission

Topics: Communication Employee Engagement Loyalty Programs awards Employee Recognition Sales Performance Peer to peer recognition

Discovering and capitalizing on employee engagement's golden key.

We've all heard the saying, "its simple but not necessarily easy." The "golden key" that instantly  engages and motivates your employees is very simple and even easy to implement.  Unfortunately, at the same time, changing the negative attitudes some managers have toward their employees is neither a simple nor easy task. For them, there's no point or worth in putting forth the effort to engage or motivate anyone. Their behavior is habitual. Successful employee engagment resides in looking at how your employees experience their workplace. Are employees experiencing advancement toward their work goals? Are they encouraged toward steady work improvement in an atmosphere that supports safety, dignity and purpose?  This is the golden key.
Can you answer the following questions in the affirmative?
Are you recognizing your employees' small wins? Does your workplace provide a safe haven to present new ideas and take risks? Do your employees feel that their dignity is being protected and their voices heard? Do you recognize and reward real progress?
Understanding how to use this golden key will reduce employee turnover and boost your overall employee performance. Here are some pointers.

Topics: Communication Employee Engagement Loyalty Programs Employee Retention Taico Incentive Services performance improvement solutions Rewards and Recognition

Customer Loyalty. How to get some.

Losing a customer remains at the top of an organization's nemesis. Gaining a new customer on one hand but watching an existing customer leave you is like pouring fine wine in a glass with no bottom. Depending on the industry you are in, it takes big money and time to win a customer. Do you know what its costing you? Lets face it, keeping a customer is less expensive than finding one. Research by business consultants firm The Brookeside Group and the author of "Great or Poor" Guy Arnold, conclude that companies can boost profits by as much as 85 percent by focusing on why clients stay with you. Customer loyalty can also have the same impact as reducing operating costs by as much as 10 percent. American Express weighs in with their findings. "Consumers are willing to pay an average of 36 per cent more for a decent pub meal if the service, food and atmosphere are of a high standard." Unfortunately many larger organizations still put their bucks into huge sales and marketing initiatives but cut back, to their peril, on customer service analysis and training of employees.
When it comes to boosting customer loyalty, bigger companies don't always know better. 
The good news is that you can dramatically improve your own customer loyalty by understanding the impact your workplace culture has on customer retention.
Here we will map out some simple observations to put you on the right course toward employee engagement and customers remaining on board.

Topics: Communication Loyalty Employee Engagement Loyalty Programs Sales Performance wellness programs Performance employee training Social Engagment Tools

Why employees join you in the first place!

"I have yet to understand the dynamic here. We followed best interview practices and went forward to hire a wonderful team of talented, enthusiastic software developers. We provided them with a flexible work environment and top pay. After 3 months, half of them decided to jump ship and go with a competitor. Finding quality technicians is not so easy. These kinds of experiences dumbfound me and threaten my client base."
Not an uncommon storyline for employers today. Of course I could easily pontificate and play sideline pundit. I could tell this employer the reason much of his tech team left him was because he did not adequately engage and motivate them. Maybe so, maybe not. Fact is that incenti-vizing your workforce is not a cut and dry process. There are no magic bullets or cookie cutter solutions or that perfect gift award that will guarantee you loyalty. You can, however strengthen your level of employee loyalty, performance and community by understanding an often overlooked truth.
The reasons why talent joins you in the first place?  Here are some answers.

I have always emphasized to clients how vital it is to ask good questions during the interview process to determine the quality of your hire. For certain there is much you can learn from a candidate. Will they be right for your organization?

Topics: retaining your valued employees Service Awards Communication Incentives Loyalty Employee Engagement Loyalty Programs Safety Employee Retention Sales Incentives

Human Resources. Where to find the stones and walk on water!

Job Title: VP Human Resources.
Job Function: recruiting, labor relations, compensation, benefits, payroll, computer skills, organizational development, support sales and safety departments, tons of paperwork, create regular reports, Spanish a plus, oversee communications, boost loyalty while retaining employees, manage multiple tasks in spite of frequent interruptions, solve every problem, ability to walk on water.
OK, so I added the "walk on water" part. That's what we hear sometimes from HR executives we work with. It often feels like this. When you know where the stones are, you can easily follow them underfoot to safe harbor. As one ex-military friend Bill M. told me, "If you're infantry you're the unit's direct value component, everyone else is support." In the manufacturing environment, you are of direct value to the company being on the plant floor building a product or selling it to customers. Otherwise you're just part of the support team. In hospitals and medical organizations if you are the nurse or physician, you are directly caring and healing patients. Your work has direct value. The remaining personnel are considered a supportive role. The point is that in every organization there are individuals who's activities add direct value and those who provide a supportive function.  In the past, HR's role was more a supportive one. Today you are being asked to do more and be of direct value in ways that impact profits and performance. For example, one of HR's biggest challenges is retaining great employees and improving loyalty.  More than ever, of direct value to an organization's financial health. Here are some important ways to engage, retain and encourage loyality from employees.

Topics: incentive technology Communication Employee Engagement Loyalty Programs Employee Retention Sales Performance points-based recognition program

Why employees bail out. What you need to know about retention!

When a valued employee jumps your ship it can have disruptive consequences for your organization's direction and the moral of your workforce. Depending on the role of the employee, the difficulty of replacing them and the costs of retraining can be large.
Often the question from the top is: Why are my employees leaving?
Much has been written about this topic. Many employers still hold to the illusion that with unemployment figures so high, employees will stay on no matter what. If you have your finger on the pulse you know, employee turnover can be costly, time consuming and almost brutal. Almost a quarter of your employees will quit this year. You can greatly curtail employee turnover by understanding a few things now. If you want to improve retention and protect your most valuable asset, your workforce, here are some things you should take stock of immediately.

Topics: employee incentive program Communication Loyalty Loyalty Programs Employee Retention

"Implement employee incentives? Are you kidding? In this economy?"

Topics: incentive programs Rewards Safety Incentives Service Employee Rewards Programs Incentive Service Anniversary Online Incentive Program(s) On the Spot Recognition Years of Service Point Based Programs Suggestion Recognize Perfect Attendance Employee Incentives Service Awards Communication Incentives Loyalty Employee Engagement Loyalty Programs Safety Employee Retention Sales Incentives awards Employee Recognition Sales Performance Performance Sales Recognition Reward Retention Attendance Rewards and Recognition Suggestion Programs Employee Incentive Programs