Using An Employee Program To Its Fullest Potential
Key #1: If you don’t at least put some careful consideration as to a strategy when tackling the issue of creating a culture of recognition through an employee program in your company, you might as well be playing darts at the local bar.
I’ve spoken with so many companies in the past year who are looking to create an employee program for their company of which many of them really have a keen understanding of what employee programs are all about.
In summing up some ‘best practices’ gathered from scores of client programs from the past ten years, almost all the employee programs implemented started with some commonality:
- Defined Objectives: clients know what the problems are in their company and have clearly pin-pointed each issue to set qualitative and quantitative results. Knowing clearly what you are looking to accomplish greatly helps in determining the right scope, design, implementation, and yes cost, of the employee program in the first place.
- Defined Rules: establishing a set of rules around your employee program will help in setting boundaries for your workforce to work with. They will have a clear understanding of what’s expected of them and how they will be rewarded when they perform certain tasks or complete activities.
- Good Set of Rewards: make sure the rewards are appropriate for the audience it’s intended for as well as it matches the behavior. Don’t be giving keychains as a reward for 20 years of committed service. At the same time, however, perhaps offering an HD-LCTV for just showing up to work on time, might be a little overboard as well (plus, will kill your budget pretty quickly).
Whatever form your employee program may take, just planting one for this next year will reap benefits for your company and yield a positive impact on your workforce. A well-thought and strategically implemented employee program will definitely keep you on the right path to increased employee engagement and measurable results from your return on investment.
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