Recent Posts

What is Total Recognition and How Can It Improve Employee Engagement?

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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Topics: Budget Control, Employee Recognition, Total Recognition, Employee Recognition Strategies

How to Consolidate Employee Recognition Programs

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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Topics: Budget Control, Employee Recognition, Total Recognition, Employee Recognition Strategies

How to Control Your Employee Recognition Budget

I get asked the question, “Is it possible for you to give me a total cost analysis, down to the penny for our service award program?” all the time. Most are shocked when I am able to confidently answer them with a “YES, I can!”

The reason that organizations are shocked, is that most employee recognition companies use what is a called an “average pricing” model when designing service award programs. In my opinion, this “average pricing” model is antiquated and honestly, pretty deceptive.

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Topics: Budget Control, Employee Recognition, Service Awards, Employee Recognition Strategies

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