Employee Recognition & Engagement Resources

Amid the COVID-19 crisis, hosting employee events and celebrations has been difficult and uncertain. What many managers and employers are struggling to address is the need for social interaction among employees. Workforces around the world are craving face-to-face engagement, but employees also want to feel safe while participating in group events. While the task may seem unapproachable in the current health climate, it is something that needs to be a priority for businesses as we head into 2021.

What is an employee wellness program?

Wellness programs are more than just a trending topic in business. Over the course of history, workplace benefits have expanded to include a myriad of insurance offerings – all of which are more expensive when there are a greater number of high claims – leading employers to begin considering the importance of overall employee wellness and the return on investing in wellness as an employer.

The following blog is the 5th blog post in a series of posts about creating high-performance teams and references the 7 New Rules of Employee Engagement Wallchart. To view previous blogs and resources click the links below: 

I worked at an organization for about 5½ years right out of college. On the anniversary of my 5 years of service, I received an envelope on my desk with no explanation, my name misspelled, and a small coffee stain on the right corner. I honestly thought I was getting fired in the most inappropriate way I could imagine. 

If the assent of millennials in the workplace once seemed like the slowest moving train in the world of demographics, it’s safe to say that train has finally reached the station.  

Over the years we’ve mentioned in countless articles the importance of employee engagement, and how your commitment to your employees can result in higher productivity and a reduction in costs. You may be saying to yourself “that all sounds great, but we don’t have the budget or the need to implement some fancy program” that’s where you're wrong.