C.A. Short is often asked the question, “Is it possible for you to give me a total cost analysis, down to the penny for our service award program?”. Most companies are shocked when our team is able to confidently answer them and say, “Yes, we can!”. 

The reason that organizations are surprised is that most employee recognition companies use what is called an “average pricing” model when designing service award programs. C.A. Short prefers to design employee recognition platforms with “budget control” pricing. Using this method means we are able to give our partners an exact number of what they can expect to spend and provide finite examples of rewards that are within their budget. In our opinion, this “average pricing” model is antiquated and, honestly, pretty deceptive.

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Employee engagement is all about creating a culture that ensures employees feel they have what it takes and everything they need to give their all during the workday. It aims to define how committed employees are to company goals and success, as well as their own personal growth within the company. 

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Do You Have It?

Does your company have meaningful and engaging employee recognition?

Recognition is being implemented by many organizations. A common problem, however, is having too many autonomous programs that are not producing the desired outcomes on employee engagement and achieving organizational goals. Examples of these autonomous programs include, but are not limited to:

• Wellness

• Attendance

• Safety

• Holiday

• Employee of the month

While organizations are budgeting for recognition programs, they are rarely evaluating if the allocated funds are being well spent. When spent on a departmental basis, the results are not consistent across the organization. Some employees are feeling appreciated while others are receiving no recognition at all.

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