Recognize Right Blog: Unlock the People Potential in Your Organization

I am excited to announce that Anderson Performance Improvement has been selected as a Top Recognition Provider by HRO Today Magazine for five consecutive years! I am so proud of this accomplishment.

As a recipient of this prestigious award, it gives me the opportunity to again recognize and thank each one of my staff for the outstanding and innovative energy they put into everyone of our clients projects and our own company. They are the ones that make Anderson Performance Improvement what it is.  Thank you TEAM!

Just as a little background, HRO Today is the only publication dedicated to covering the outsourced HR services market, including both comprehensive and end-to-end services. The rankings contained within the Baker’s Dozen for Recognition are based on actual customer survey data. Each respondent to the survey was asked about services provided, scope and scale of services, and the quality and satisfaction with these services. Once the data is captured, the results are tallied.

I believe there are several reasons why Anderson Performance is selected year after year as a recipient of the Baker’s Dozen award. 

1. We work with each of our clients to provide them with the right tools to use recognition with their employees/dealer distributor partners to keep key company strategies and values top of mind. Recognition is so powerful!
2. My team understands and focuses on delivering a good Return on Investment for our clients. A rewards and recognition program is an investment and we understand that.  
3. We know our audiences! Our award selection is generationally appropriate. We have the “right” reward for all generations: Baby Boomer, Gen X and Gen Y.  Choice is the number one motivator! Currently, we have over 4000 items in our online award selection.
4. We understand there are cultural differences; our awards are culturally appropriate and fulfilled globally.  Our awards are sourced and shipped directly from the country of order origination.
5. Our clients are happy! Our customer feedback is what gets us on this list year after year.

My staff and our tools make rewards and recognition programs simple, yet powerful by using one platform that can do it all. If you want to run a program for sales, peer-to-peer recognition or tackle a little of everything, our flexible online tool along with our talented staff can do it.  Take a look at the full story – I’d love to hear your feedback!

Many of my clients have asked me if post recession would be a good time to begin a corporate-wide employee recognition initiative.  Anytime is a great time to let your employees know you value what they do, but really, more than ever, it is a great time to create a culture of recognition!  

Towers Watson recently published the key findings from the 2010 Global Workforce Study “The New Employment Deal – How Far, How Fast and How Enduring?”  The study covers more than 20,000 full-time employees of large and midsize organizations in 22 markets around the world*. This study has revealed some great insights which can be replicated throughout your organization using an integrated rewards and recognition program.

The data was collected via an online questionnaire between November 2009 and January 2010. It is a comprehensive analysis of the post-recession employee mindset stating the recession has accelerated the demise of the traditional employment contract or “deal,” between employees and employers. This study reveals a recession-weary workforce – one with lower expectations, increased anxiety, and new priorities. 

Setting aside cultures, customs, regulations – many of the findings throughout the world are very much the same. The key findings across the global sample are:

• The desire for security and stability trumps everything else right now, in part because employees see security as a fast-disappearing part of the deal.
  
• Employees understand they are solely or chiefly responsible for ensuring their long-term financial and physical health and well-being as well as their career and performance — but have serious doubts about their ability to take on these roles.
• Mobility is at a decade-long low point — with significant numbers of employees sacrificing the prospect of career growth for a secure job right now. 

Drawing from the data and key findings from the study, we see a new employment relationship emerging as called the “New Deal”: 

• Fostering self-confidence within employees
• Creating a more personalized work experience for segments of the workforce – aligned with how people add value to the organization
• Strengthening agility and flexibility in the organization’s structure, processes, management style, and delivery of workplace programs

Think of this “New Deal” as the art of the possible.  Employers need to adopt new and creative practices to balance effective cost and risk management with enhanced employee retention and engagement. This is all possible with a systematic recognition program!  What a better way to provide feedback, accelerate change, increase engagement, and best of all, your employees will be happy and motivated!

What type of change has the recession brought your organization?  Could you see the “New Deal” becoming a reality within your organization?  I would love to hear your ideas!

*Australia, Belgium, Brazil, Canada, China, France, Germany, Hong Kong, India, Ireland, Italy, Japan, Korea, Malaysia, Mexico, Netherlands, Russia, Singapore, Spain, Switzerland, UK and US.

As we are all aware, our nations workforce is becoming more and more populated with Gen X and Y’ers.  To keep this generation productive, happy, and a continued part of your payroll, you may want to consider offering them a flexible schedule. 

Amongst other things, this generation requests a flexible work schedule to be working at their full potential. A work schedule with possible telecommuting needs to be part of the offer.  Appearing in the July issue of HR Magazine, “Home is Where the Productivity Is”, states that more and more employees are yielding at higher rates when telecommuting from a home office location.

A recent study completed by Brigham Young University researched data from over 24,000 employees from a global technology company and found 25% reported a full-time, in-office schedule was interfering with personal and family lives.  If an employee is unhappy because of being “tied down to a desk” or an unfavorable work environment, retention and morale are at risk.   

An organization can also save millions of dollars on the cost of reduced office space.  Along with increased retention and morale, these attributes are so important during a down economy and will have a positive effect on your bottom line. 

Don’t forget to also provide feedback and recognition for jobs well done.  On-line recognition platforms enable you to recognize your associates whether they are in the office, across town in their home office, or halfway around the world.

Does your organization offer flexible, telecommuting options to their employees?  If so, does your organization see a lift in productivity and morale?  Would you benefit from a telecommuting option?