Celebrating Work | The Blog of gThankYou!

Entries categorized as ‘Management & Leadership’

How to use your gThankYou! Certificate

January 18, 2010 · Leave a Comment

To the fortunate many who received gThankYou! Ham, Turkey or Grocery Gift Certificates recently, congratulations! Yours is a thoughtful and useful reward for a job well done!

To help you through the process of using your gThankYou certificate, I’ve created this handy primer designed to answer any questions. Since I, too, was the recent recipient of my first gThankYou Turkey Gift Certificate, I thought there no better way to help than to share my own experience

Told that my gThankYou Turkey Gift Certificate would cover $20 toward the purchase of any Turkey of my choice from any grocer, I went shopping. Here’s how it worked.

After settling on the exact Turkey I wanted – Kosher this year – I planned where to shop for the perfect size Turkey at a good price. I found the perfect bird at Trader Joe’s, a national specialty food retail chain that caters to the foodie crowd. The bird fit my criteria, and those spelled out on the certificate (it needed to cost at least $20).

Certificate in hand, I advanced toward the check-out. After I presented the certificate, my checker examined it and began reading the instructions. He was a first-timer too, having never seen a Certificate from gThankYou. A manager responded, and after he read the certificate instructions, completed my transaction.

After hardly the bat of an eye, I was done. It worked just like a coupon presented during the check out process. But this was better, because I was fulfilling a reward.

A few tips:

  1. Pay attention to the specifics. Details on your certificate will tell you what the gift covers: Turkey, Ham or Groceries and for how much.
  2. Certificates will have a good-through date. Use the certificate by this day to ensure you receive the full benefit of your gift.
  3. Expect to wait a minute or two for verification from a store manager. Shopping during a slower time of day on a slower store traffic day will minimize your wait.
  4. If you run into stores with questions, there’s a toll-free number on the certificate that managers or clerks can call on the spot.
  5. Rest assured that the certificates are usable for any specified item at any store, even if they’ve never (as was my experience) processed a gThankYou certificate. It’s the real deal.

It was truly an unexpected thrill to receive a gThankYou Gift Certificate. I felt proud using it, and enjoyed serving the Turkey I purchased with it, which this year had more of a story. Share your experience getting and using gThankYou certificates, and serving the resulting meals.

Categories: Employee Gifts · Showing Gratitude to Employees · Thank You
Tagged:

Grit Beats Brains (G > B)

October 12, 2009 · Leave a Comment

Woody Allen is famous for saying 80 percent of life is showing up. But it’s neither that nor sheer intelligence that will help you succeed, according to compelling new evidence about what it takes to achieve goals.

What does it take? Grit.

The term was coined by psychologists at the University of Pennsylvania in measuring characteristics that lead to perseverance. Jonah Lehrer wrote last month in the Boston Globe on the new scientific measurement that predicts long-term success.

Grit, says Lehrer, “is about setting a specific long-term goal and doing whatever it takes until the goal has been reached”.  “Grit is an essential (and often overlooked) component of success”, he says.

Pioneering grit researcher Angela Lee Duckworth, a U. Penn psychologist, has written extensively in this area.  She characterizes grit as a “noncognitive trait” that predicts success over and beyond IQ and conscientiousness.  Her research looks at success in places as diverse as the US Military Academy at West Point, the National Spelling Bee, plus college and grade-school grades.

If you’re interest is whetted and want a readable academic reference from Prof. Duckworth, see this one from the Journal of Personality and Social Psychology.

Grit examines traits that enable some people to reach long-term goals while others just give up. You can test your grit by participating in the University of Pennsylvania study if you want to see if you have the power to persist.

The upshot: Some people are more successful because they have the skills to help them stick with a task long enough to reach a goal. Those who want to help foster these traits – parents, HR professional and workplace leaders, for sure – can do so by learning an important praise or feedback technique: recognize the effort behind work, rather than an intangible quality.

Instead of saying, for example, “good job — you’re so smart!” Go with something like this: “I appreciate how you handled that negotiation – it resulted in a cost savings for the division.” Or, for your child: “Nice going.  You really worked hard on that project and it looks great!”  This sort of recognition will net big results in job satisfaction, and can further develop loyalty.

Success depends on having the “grit” to keep on working toward a goal in the long-term even in the face of challenges. It’s up to leaders to provide the right tools – including meaningful praise, feedback and rewards – to help them keep working toward that success.

Giving meaningful praise and backing it up can prove valuable to your bottom line.

Grit is great.  As the father of a grade-schooler, I earnestly work at my grit-reinforcement parenting, imagining I’m helping myself by helping someone else.

Is grit as interesting to you as it to me?  If so, and you want to learn more about passionate persistence, or mindful diligence, there’s lots much more reading you can do in the popular domain.  Prof. Duckworth’s work is a great place to start, but it’s written for academics.  (Although I can’t wait to see her in-process study for the KIPP Schools, one of the most exciting, large-scale grit-centric imaginable—that can change the course of our nation.)

Mindset, from Stanford University professor Carol Dweck is one place to start. Her work has begun to have a life of it’s own, which you can see at MindSetOnline.

For a business slat, Geoff Colvin, longtime editor and columnist for Fortune Magazine, has written Talent is Overrated.

And for a more popular take see The Talent Code, from Daniel Coyle.

Finally, a hearty gThankYou! to my friend and neighbor, Jim Zellmer, whose blog tipped me off to grit; School Information System is America’s #1 compendium of news for all things K-12 educational.

I’ll post on this topic again soon.

In the meantime, keep your nose to the grindstone.

Rick Kiley is President of gThankYou, LLC, based in Madison, WI.  gThankYou® Certificates of Gratitude™ are one way  savvy companies demonstrate commitment to valued employees. The company is best known for its Turkey Gift Certificates, Ham Gift Certificates, and Grocery Gift Cards.

Categories: Management & Leadership
Tagged: , , , , , , , , , , , , ,

TIME-OUT!!! Thank you.

October 5, 2009 · 1 Comment

There was a campaign this summer that encouraged companies to plan a recess period at work as a way of thanking and engaging employees. Here’s more about the program:

“It has been proven that breaks are essential for satisfaction. But what does this mean to an employer? Well according to Rich DiGirolamo, Founder of Recess At Work Day, it’s simple……..Breaks lead to satisfaction; and satisfaction easily transfers to increase morale, reduced employee stress, more engaged and healthier employees; ultimately having a positive impact on productivity, absenteeism and profits.

Now in its 6th year; Recess At Work Day is the perfect complement to any Health and Wellness or Employee Engagement Initiative.”

This initiative hits a couple of HR goals, covering both praise and motivation as well as the continued movement toward corporate wellness programs and team building.

How can a game of Dodgeball provide  engagement? Consider this from Dale Sweetnam, an Army public affairs specialist who worked at Google’s office in Washington, D.C as part of a training program. While there, Google put on a “Recess at Work” day that included “square pizzas, chicken nuggets, juice boxes, four square and dodgeball.”

“I can’t remember ever having that much fun at work. The whole office got into it.  A computer and speakers were set up on the side of the room and a projector  displayed YouTube Michael Jackson videos while we pelted each other with         dodgeballs.  The event was a huge success. I really felt like it was recess. I was still attending recesses in grade school when Michael Jackson came out with “Bad” and it had probably been that long since I’d last played dodgeball. It was a             blast.  The event led straight into the weekend. As far as I’m concerned, weekends don’t start out much better than that.”

There seems to be a mini movement toward this idea of corporate recess as a reward. There *are* lots of creative ways to say “Thanks” and engage employees.

Stay tuned!

Rick Kiley is President of gThankYou, LLC, based in Madison, WI.  gThankYou® Certificates of Gratitude™ are one way savvy companies recognize employees’ great work at Holiday Time. The company is best known for its Turkey Gift Certificates, Ham Gift Certificates, and Grocery Gift Cards.

Categories: Fun with Gratitude · Gratitude · Management & Leadership · Showing Gratitude to Employees · The Art of Thank You · Trends
Tagged: ,

Employee Praise Made Easy

September 21, 2009 · Leave a Comment

After reading Robert Palmatier’s research on relationship marketing and hearing so much about how companies are now using this in the B2C marketplace, I ran across an insightful piece from Fast Company. Written by columnists and Made to Stick authors Dan Heath & Chip Heath, the article poses a really good question: “Why do companies make it so hard for us to say thank you to the right people?”

The Fast Company article predates the hoopla created when Hyatt Hotels created its customer thanks program this year. Heath & Heath push (hard) for the idea of bringing active thankfulness a step further.

“Suppose there were some way to lower the transaction costs of a thank-you so much that praise became effortless?”

They continue, “Think of those obnoxious engaged couples who skip around Macy’s with UPC scanners, zapping waffle irons and cutlery for their registry. What if there were some ways to zap the cup holder in your car, or the quesadilla on your plate, and instantly deliver a thank-you to the people who count?”

Aren’t there a zillion times you’ve walked out of a meeting with colleagues, or suppliers, or customers, when someone really, really lightened your load, and you want to show your gratitude?  Give them a *huge* “Thank You!”?

Guess what? There are companies that have it figured out.

These companies make it easy for customers to praise their employees.  Doesn’t that makes sense?  If customers show their gratitude for a job-well-done it means a lot.  The employee’s boss finds out in the process.  The with-it boss piles on the “thank you”, and what do you have?  The perfect storm that makes employees feel great.

Exhibit A:  American Airlines runs a program called “Rounds of Applause.” The Program enables American Advantage frequent flyers to give a personalized certificate to AA employees who go the extra mile.

Exhibit B: Anyone who travels by highway has seen those signs on trucks asking, “How’s my Driving? Kelmar Safety runs this “How’s My Driving?” for companies with driving fleets in industries including trucking, law enforcement, education and delivery services. It encourages feedback from the public, which in turn provides some positive comments for employees.

Exhibit C: Internet appliance and electronics retailer ElegantAppliance.com is using social networking site Twitter to get customer feedback about its customer Web experience.

Some business to consumer companies, through their culture and way they relate to customers, generate feedback without even solicitation. One  example is Wisconsin-based Lands’ End ( part of Sears Holdings) which at one time had a band of employees who volunteered to read and respond to customer letters and emails. The benefit was mutual for the customer and employee in creating loyalty and that intangible feeling that one gets from making a difference.

Know of any other company that has a good customer praise program for employees?

We’d love to hear about it!

Rick Kiley is President of gThankYou, LLC, based in Madison, WI.  gThankYou® Certificates of Gratitude™ are one way savvy companies demonstrate commitment to employees’ great work. The company is best known for its Turkey Gift Certificates, Ham Gift Certificates, and Grocery Gift Cards.

Bookmark and Share

Categories: Management & Leadership · Showing Gratitude to Employees · The Art of Thank You
Tagged: ,

An HR Manager’s Primer on Praise

September 13, 2009 · Leave a Comment

It’s a fact: simple measures work best these days, particularly when it comes to giving genuine thanks to employees. Gone are the days where employees expect a lot of extras and companies use less complicated and creative ways to engage employees.

Drawing on examples from my own career as well as stories from others where bumpers stickers and sticky notes became treasured badges of thanks for a job well done, it’s apparent authentic praise, in whatever form, goes a long way toward creating engagement.

Amazing as it may sound, giving simple thanks can be less than easy in some companies. In a 2007 article. BusinessWeek careers columnist and author Liz Ryan asked: “Is Praising Employees Counterproductive?” Some managers have an irrational fear, Ryan writes, that too much praise can “spoil” a good employee.

After exploring what she sees as the basis for some of this fear, Ryan concludes this: Praise is a key motivator but effectiveness hinges on the praise being credible.

“Of course, you can’t go around praising people all the time, even when they’re doing a great job, and you should never praise people when they don’t deserve it.  If you praise people nonstop your complimentary words will lose their effectiveness as a motivator. If you give praise when it’s not deserved, you’ll lose  your credibility and undermine the whole group’s efforts.”

It’s all a matter of style, of course. But the following examples provide some solid tips to get HR managers and company leaders started on developing a program that gives well-deserved and credible thanks to employees:

  1. Don’t praise the employee, praise their work. Gary Vikesland writes on Employer-employee.com that it’s important to be specific and target abilities or work when handing out compliments. Furthermore, it’s best to be specific and make you’re your praise has a purpose. (http://www.employer-employee.com/praise.html).
  2. Work to build an organization that has a “climate of positive reinforcement”. Bruce L. Katcher, president of The Discovery Group, says a healthy organization makes praise part of the culture. These companies have supervisors frequently overheard saying: Good point!  I’m glad you brought that up!  I really appreciate that!  Good job!  Well done!  (And my favorite :) Thank you!
  3. Praise in public, advises the Center for Management and Organization Effectiveness (CMOE) in its five tips for praise “Acknowledging people in public accomplishes two important things. The employees feel even better as they are recognized in front of their peers. In addition, public praise is one way of reminding other employees of what you want from them.”

Great insights indeed!

One past employer never praised anyone.  Anyone.  He thought praising good work would make other workers envious and feel left out. Ya think?!?!?  Of course it would!  That’s the idea.

  • Praise good work and everyone wants a piece of the action.
  • Praise good work and then employees know what you value.
  • Praise good work and employees want more.
  • Praise good work and everyone gets in on it.
  • Praise good work and employees praise each others’ work.

To paraphrase that great American sage, Forest Gump: “Praise is a praise does.”

Or, to repeat one of “One Minute Manager” guru Ken Blanchard’s basic tenets: “catch someone doing something right”.

That’s it: catch someone doing something right = praise.

Do it.  It’s free; it’s appreciated; it builds great organizations.

Rick Kiley is President of gThankYou, LLC, based in Madison, WI.  gThankYou® Certificates of Gratitude™ are one way savvy companies demonstrate commitment to employees’ great work. The company is best known for its Turkey Gift Certificates, Ham Gift Certificates, and Grocery Gift Cards.

Bookmark and Share

Categories: Gratitude · Management & Leadership · Thank You Power
Tagged: , ,

Engagement, Engagement, Engagement

August 20, 2009 · 1 Comment

This whole idea of using rewards to strengthen relationships with employees is nothing new. But employers are continually inventing new ways to implement this form of relationship marketing all the time to keep customers and – more and more – employees engaged and coming back – or in the case of great workers sticking around.

Back in the day, engaging employees used to mean providing nice perks. I think it started with dress-down Fridays and pizza lunches bought by executives as a fun way to end the week.  When the economy was chugging along at a breakneck pace, the stakes were raised. Companies felt compelled to offer free food every day, ping-pong and foosball tables and even, in at least one instance I know about, build elaborate facilities with a full-scale gym with free fitness classes, weight room, an indoor track and Olympic-size swimming pool!

Now that most companies are looking for ways to both trim costs and keep valuable employees, the focus has changed again.

Now, engagement is more about making employees feel valued when a big bonus and annual raise is out of reach and economic jitters are widespread.

There’s a new meaning to value proposition for employees in corporations. This new value proposition bears out in study after study. Right Management, the talent and career management expert arm of Milwaukee-based Manpower Inc., found in a survey of company leaders and HR professionals earlier this year that employee engagement is the most important practice to reach goals in this economy.

“Leaders must manage this situation very skillfully or they are likely to see those remaining either start looking for another job, disengage from the company attitudinally, or simply ‘quit and stay’ while waiting until the air clears,” explains Right CEO Owen Sullivan.

Yikes! Start looking? Disengage? Stay-and-quit?  Just when we think it’s all about customers-customer-customers, the experts come along and tell us our best employees are in danger of apathy!

How do you engage now? Sullivan advises leaders to:

  1. Spend time with employee and executives (what management guru Tom Peters refers to as “the talent”);
  2. Answer their questions to the best of your ability;
  3. And, most importantly, continually reinforce each employee’s value to the company.

This isn’t a difficult as it sounds, simple measures work in reinforcing employee value.

They key is to keep engagement and value at the top of mind each and every day.

Rick Kiley is Presidnet of gThankYou, LLC, based in Madison, WI.  gThankYou® Certificates of Gratitude™ are one way  savvy companies demonstrate commitment to valued employees. The company is best known for its Turkey Gift Certificates, Ham Gift Certificates, and Grocery Gift Cards.

Bookmark and Share


Categories: Management & Leadership · Trends
Tagged: , ,

Generosity Inc. = Gratitude Squared – Part 2

August 12, 2009 · Leave a Comment

A few weeks ago we posted a piece exploring the powerful impact of gratitude in the marketplace (see: Generosity Inc. = Gratitude²).  The upshot is that customers and employees have long-lasting, very positive impressions of those who show them gratitude.

As regular readers know, here at gThankYou, we’re all about gratitude.  So, when the research is published that supports what we feel in our hearts to be true, we can’t wait to read it.

And, here it is…

University of Washington Marketing Professor Robert Palmatier recently published  the “Role of Customer Gratitude in Relationship Marketing,” and the Journal of Marketing now has it up online.

Palmatier’s paper – cited in a recent New York Times Magazine article on how gratitude can create loyalty in the consumer marketplace – is interesting in lots of ways. It takes a look at this form of relationship marketing through the lens of social science research, explaining how genuine feelings of gratitude among consumers create a greater wallet share for companies. Then, Prof. Palmatier suggests three strategies to leverage customer gratitude.

The gist: reward customers on an individual basis when they most can use the benefit and give customers an opportunity to reciprocate quickly.

Palmatier admits that there’s work yet to be done on how thanks bonds relationships in the marketplace. Perhaps there will be additional studies in the field demonstrating just how the old fashioned practice of saying “thanks” creates goodwill (and better sales, and great employee loyalty) in the marketplace and workplace.

As my father always says, “study hard and learn a lot”!

Again: Generosity Inc. = Gratitude Squared (GI = G x G)

gThankYou® Certificates of Gratitude™, when given for employee recognition and rewards, are a way  savvy companies say “Thank You” to employees.  gThankYou, LLC is based in Madison, Wisconsin.  The company is best known for its Ham Gift Certificates, Turkey Gift Certificates and Grocery Gift Cards.

Bookmark and Share

Categories: Gratitude · Gratitude Research · Management & Leadership
Tagged: , , , ,

Generosity Inc. = Gratitude Squared

July 7, 2009 · 5 Comments

The New York Times Magazine recently ran a very intriguing article that illustrates how a genuine “Thank You” can create loyalty in the consumer marketplace. In his Consumed column Rob Walker tells about a new program at Hyatt Hotels encouraging employees to perform “random acts of generosity” for customers starting this summer; posted at “Hyatt’s Random Acts of Generosity“.

Hyatt CEO Mark Hoplamazian announced the program on a USA Today travel blog “Hotel Check-In” titled Hyatt CEO announces random “surprises” for loyalty members saying: “We will be empowering hotel employees to perform what we’re calling random acts of generosity. So, don’t be surprised if Gold Passport picks up your bar tab, comps your massage or treats your family to breakfast.  It’s part of bringing authentic hospitality to life and making you feel more than welcome.”

It can be tricky, however, to generate such an authentic act of gratitude in the marketplace. It’s a point not lost in the blogosphere.

Posted on the Economist’s Gulliver blog: ”…at the risk of quibbling, it’s not quite down-home ‘authentic hospitality.’ Deducting items from the bills of certain treasured guests is more a sensible commercial decision than a charming gesture.”

And 5 Circles Research’s Mike Pritchard questions in his company’s blog whether Hyatt’s program is a “good idea or off target.”

Research by the University of Washington’s Robert Palmer, an associate professor of marketing, says that “a customer who is made to feel grateful most likely becomes enduringly loyal as a result,” according to Walker’s column. He continues: “Gratitude, as the paper bluntly puts it, can ‘increase purchase intentions, sales growth and share of wallet.’ Psychological studies have shown that people feel good reciprocating genuine acts of gratitude and guilt when they do not. It’s a point that businesses should well note with caution that it’s not all that easy to do.

Walker’s column and the debate it has stirred reminds me of an experience we had several years ago on a stop at the Mall of America. My family dined at the Bubba Gump Shrimp Co. restaurant and were stunned when, after a very messy spill by my then-toddler and meal replacement, the waiter picked up our entire tab! We were genuinely thankful, and gave a tip to match our gratitude. This random act put a new, positive spin on what was winding down to a terrible travel day.

It’s that sort of event, when things could be better (or couldn’t be worse) that the random act of generosity has the most impact.  Two examples, Hampton Inns guarantees 100% satisfaction; no questions asked.  Period.  When the Internet connection didn’t happen a few years back the hotel comped me the entire night.  Gratis!  Wow, was that a delight!  I didn’t request it.  In fact I suggested a discount.  But, the front desk manager insisted.

Finally, for a recent round-number birthday my wife, toddler and I were dining at DisneyWorld’s Wolfgang Puck restaurant when the server asked our three year old if she wanted to watch her pizza made; regardless, what a relief to have an antsy youngster be ably entertained away from our table for ten minutes.  Again, we tipped generously.  How often would you feel great about a 25% gratuity?  The next night?  Same thing; different Disney restaurant.  Talk about great training; that’s what makes Disney, Disney.  Everyone at Disney does it; no hesitation.

Generosity Inc. = Gratitude Squared (GI = G x G)

We’ll be back. Promise.

gThankYou® Certificates of Gratitude™, when given for employee recognition and rewards, are a way  savvy companies say “Thank You” to employees.  gThankYou, LLC is based in Madison, Wisconsin.  The company is best known for its Ham Gift Certificates, Turkey Gift Certificates and Grocery Gift Cards.
Bookmark and Share

Categories: Gratitude · Thank You · Thank You Power · The Art of Thank You
Tagged: , , , , , ,

Just Say Thank You. (Period)

June 30, 2009 · Leave a Comment

How do cutting out reward and recognition programs undercut your company?  For the answer, just look at this  study from the Incentive Marketing Association.

In its white paper “The Time for Employee Recognition and Reward Programs Is Now,” the group says  rewards and recognition provide the kind of engagement that create success for companies during tough times.

According to the report: “Creating and maintaining a climate of employee appreciation can make the difference – and it doesn’t always need a large budget. In fact, it can be one of the most effective moves an employer can take. Companies of all sizes need to make a conscious commitment to keep their recognition if they want to keep their employees engaged and productive.”

Some key findings from the report:

  • Companies with recognition and reward programs outperform competitors.
  • Recognition and reward programs are ROI compatible.
  • Customer satisfaction, loyalty and profitability are tied to recognition.

Another interesting survey that’s from a collaboration between the International Association of Administrative Professionals and OfficeTeam, the admin staffing division of global giant Robert Half International, shows the power of a pat on the back. While supervisors surveyed rated job promotions and cash as the two most valued forms of recognition to administrative professionals, support staff favored a simple thank-you and having their accomplishments passed on to senior management.  That’s “Thank You Power” in action.  It’s free or inexpensive, it’s meaningful and it’s powerful.

Also, two out of three (66%) administrative employees said they would probably leave their jobs if they did not feel appreciated by their manager, while seven out of 10 (70%) admitted the company’s recognition program would factor into their decision to accept a job with a potential employer.

“While financial rewards should not be overlooked, the research shows there are other ways to effectively recognize someone’s commitment and dedication,” says Robert Hosking, executive director of OfficeTeam. “Administrative professionals are working harder than ever, but their accomplishments usually occur behind the scenes. Therefore, praise from supervisors or a colleague that is specific, immediate and genuine can go a long way toward keeping these employees motivated and loyal.”

gThankYou® Certificates of Gratitude™, when given for employee recognition and rewards, are a way  savvy companies say “Thank You” to employees.  gThankYou, LLC is based in Madison, Wisconsin.  The company is best known for its Ham Gift Certificates, Turkey Gift Certificates and Grocery Gift Cards.

Bookmark and Share

Categories: Management & Leadership · Thank You · Thank You Power · The Art of Thank You
Tagged: , , ,

Employee Rewards – Engagement vs. Bottom Line?

June 23, 2009 · 2 Comments

WorldatWork is a leading human resources professional association with more than 30,000 members worldwide.  WaW sees itself as the “Total Rewards Association”, and draws the the premier companies and practitioners in this realm to its annual Total Rewards Conference, held recently in Seattle.

One of the really fascinating presentations in Seattle earlier this month in Seattle revealed the results of a new study on reward programs by Hay Group and WorldatWork.  The study: “Reward Next Practices: The future of reward programs” finds that in the next two to three years 57% of firms plan to increase focus on employee engagement in measuring reward programs. Also, 64 percent will increase focus on the “motivational value of reward programs” in the future.

Here’s what Tom McMullen, U.S. Reward Practice Leader for Hay Group says about these results: “The global downturn has prompted organizations worldwide to shift to an increased focus on how to engage and motivate employees. However, during times when budgets are tight, maintaining an engaged workforce is more difficult than ever. When times are tough, employers are looking for ways to improve engagement – and it’s essential they remember the motivational power of intangible rewards, the role of the line manager in establishing a great work climate and the importance of communicating effectively with employees.”

The study has stirred up commentary from HR bloggers, some of whom question how to go about measuring effective engagement and rewards. In Compensation Force, Ann Bares calls study findings “an interesting piece of news” calling for “some element of balance in our reward metrics – financial versus non-financial, lag versus lead.”

In his Strategic HCM Blog, John Ingham says it’s essential to be clear about intended outcomes first when measuring a reward program.

How are rewards currently measured? The study of 763 diverse companies in 66 countries found that reward program performance metrics weigh heavy on financial performance (71%) using employee engagement (40%) to a lesser extent. In the future, more companies report they plan to focus more on engagement.
Other key findings:

  • Almost half, 44 percent, plan to increase their future focus on using reward to reinforce a culture of creativity and innovation.
  • Two thirds, 67 percent, will focus more on improving the ability of line managers to effectively manage the overall pay-for-performance relationship with employees, and on the role of line managers in communicating total rewards to employees.
  • Key components of the reward programs of the future will include leveraging important non-financial rewards including career and development opportunities, improving work climate and non-financial recognition.
gThankYou® Certificates of Gratitude™, when given as employee gifts, are a way  savvy Human Resource Executives help their company’s say “Thank You” to colleagues.  gThankYou, LLC is based in Madison, Wisconsin.  The company is best known for its Ham Gift Certificates, Turkey Gift Certificates and Grocery Gift Cards.
Bookmark and Share

Categories: Gratitude Research · Management & Leadership · Trends
Tagged: , , , , ,