Employing Employee Recognition, Part II
In the last post I talked about my reputation as a numbers guy and how I had never been too adept at handling the human side of business. While I was always able to work to my strengths before, now I was in a position where I had to face my weakness because I was the owner of my own company. This wasn’t going to go away; I needed to be able to communicate with and motivate my own employees. The employee recognition program that I put into place helped me do that.
Working with an experienced, reputable company in the industry I was able to put into place something that would really motivate my employees - and would communicate, even when I was not able to adequately do so, how much we appreciated their hard work. The way that the employee program worked was like this:
As a mid-sized company we had hundreds of different goals on a daily basis. Obviously we wanted to grow business and make money but - in addition to sales goals - there were goals that had to do with delivering excellent customer service, keeping the workplace safe and accident-free, and more. We determined which goals were important to us as a company and really spelling it out was enormously helpful.
Once we recognized our goals we were able to match incentives with particular goals. This was the fun part where we could identify which goals were worthy of which incentives and choose the incentive prizes that were within our budget. The great thing about the employee incentives is that we can always make changes based on our budget and how the company grows in the future.
We were then able to communicate this program to our employees which helped me specifically because I had something exciting to share. This would mark a new era for me in terms of improving my role as owner and manager.
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