Employing Employee Recognition, Part I
When it comes to doing business I am your guy. I know strategies and numbers and forecasts; I am able to predict sales trends and make adjustments accordingly, implement and manage plans that will see companies grow, and I always have an eye on the bottom line. While this is all well and good in business and has earned me a solid reputation in my industry, it does not tell the whole tale because as good as I am with numbers, I am not nearly as adept when it comes to people. In other words, I have a difficult time with employees sometimes and motivation is not my strong point. This was never too much of an issue in past roles because I was recognized as the bigger picture guy and others were in charge of communicating with employees - making sure that everyone was on the same page and satisfied with their jobs. Now, however, I had my own business and I was going to have to close that learning curve pretty quickly if I was going to be truly successful in my venture. The employee recognition program that I implemented was, by far, the biggest, most important thing that I did in helping to improve employee relations.
Incentive programs are nothing new and have been around for some time in a variety of ways. This, however, was something different - something structured, organized, and clear; in other words, something I could understand and appreciate. We worked with a highly reputable company that had the experience and expertise in putting together incentive programs for companies our size. We were able to choose the incentives that we wanted - determine the goals that we wanted to be met in order to receive those incentives - and the company that we hired handled and managed the whole thing. More in the next post…
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