Recognising employees’ efforts consistently for their proactive contribution to the firm is inspiring. It adds value to their work. Their perception of the work culture enhances and evolves.
Employees grow well professionally in a workplace that implementsregular employee engagement activities.
One of the primary goals for HRs and managers in emerging companies is to serve their sincere and hardworking employees well throughout their lifecycle.
That’s why it’s relevant to put our sheer focus on thedos and don’ts of employee recognition activities today. Because when an employee is rewarded on time, they wish to do better next time. That’s their basic human psychology as an employed person.
Writing warm appreciatory letters to your employees could be an example of recognising their efforts. But wherever these letters are, email,Social Intranet, or another app, use warm and welcoming words.
Reading warm appreciation letters creates a bond between employees and their seniors. Employees feel that their contribution has effectively impacted the senior to say those words.
You can use words like “We are glad/honoured/stoked/so happy for your success.” These words give out a positive vibe. Using theseemployee recognition examples is a proven way tobuild a rapport with your employees.
If an employee is dedicatedly performing well, they deserve the grand scale of appreciation and recognition. This could be as minimal as in front of the team or as grand as in front of the entire organisation or on a social media platform.
It depends on whattype of company culture the firm follows. But achieving a feat should matter a lot to the company. It already does to the employee. Therefore, theemployee recognition program of a firm must include posting live recognition letters or posts.
It gives a moral and social boost to the employees receiving these accolades in front of their whole team. One such example can be “start of the month” or “employee of the month.”
Labels of these accolades must depend on what kind of task was given and performed by the employee.
There’s another way to get into yourtop-performing employees’ good books. That’s basically when you offer them free meals. If employees can bring their family or friends to these free meals, it would be a plus point for the company.
Companies must have regular tie-ups with restaurants or similar venues for discounted deals. These deals create an excellent impact on an employees’ impression of the work culture of their workplace.
Some employees put their level best every month to get exciting deal offers as their incentives for proactive contribution. Again, these are justemployee recognition examples that are often workable and appreciated.
While learningdos and don’ts of employee recognition activities, you must understand that upskilling is a core part of their journey. When you provide them with free or discounted certified courses related to their profile, they will surely thank you for it.
After all, your top-performing can become better at one thing or another. Later, employees could use the same knowledge to be assigned better, more challenging, and more complex projects.
It would ultimately benefit employees only. This way, their portfolio and skillset multiply.
That’s one of the most acceptable ways to show that the company recognises their efforts and wants them to excel in various other skills.
Be mindful while learningdos and don’ts of employee recognition activities of not creating awards for expected KPIs. Employee recognition does not mean that you reward or award each employee for completing their KPIs per month.
Awards or recognition are for top-performing employees.
The mere activity of recognising or rewarding employees should mean that they did something exemplary than what was expected. Such awards motivate all other team members afterwards to perform better in a healthy and competitive environment.
Theexample recognition example here to understand this "don't" is to avoid awarding or recognising the same employee as “Star of the month.” That is if you don’t have enough proof for their excellence month after month.
If you have proof that the employee did better than everyone every month, even breaking their record, then awarding them is justified.
But that rarely happens. So, be mindful of that. Because if you award employees wrongly based on false digits or data, it could create confusion and mistrust.
Instead, keep team performance transparent. For that, the uKnowva performance management system is apt. There, team managers and team members can see each other’s progress. That way, the competition between employees remains healthy and objective. There is no scope for bias or ambiguity in such a system.
All in all, rewarding and recognising hard-working employees’ efforts never go to waste using this tool.
One major part of the dos and don’ts of employee recognition activities is to be on time for appreciating your top performers. Otherwise, don’t do it from the beginning. It should be a regular task from your end as an employer or hiring manager.
That means you should be rewarding or recognising your employees’ sincere efforts regularly. It’s equivalent to ego massaging and boosting their morale.
If you are inconsistent in suchregular employee engagement activities, it will lead to disappointment amongst team members. So, either you should assign someone to measure and monitor HRMS analytics or don’t do it. But the most affordable solution is to form the habit of timely recognising employees.
This habit improves employee engagement, retention, and overall contribution to the company.
They might even become brand ambassadors of your firm in front of their peers when they trust your company culture. Again, that is an added advantage for persuading good employees to stay longer in the firm.
Dos and don’ts of employee recognition activities is a topic you must research for empowering employees to collaborate and co-create.
In short, from the 7 pointers mentioned in this blog, you understand ways to appreciate your smart/talented employees timely. Once implemented, a company culture strengthens, and employees’ trust emboldens in the company policies and management.
As a result, they contribute better each month and exhibit qualities of a self-serving asset to the company.
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Employees have gone through drastic transitions in their traditional work styles during the pandemic. They now contemplate working at companies where their inputs matter the most.
The COVID-19 situation across the country has helped them realise that salary is not the only driving factor for them to work.
On the flip side, HRs and managers too have started coming up withemployee recognition ideasto understand the corevalue of employee recognition.
For example, if an employee is duly rewarded and appreciated, firstly, they would connect with the management at a deeper level. Later, the recognition program influences top-performers to stick to their job roles instead of shifting their company.
In this blog, such factors to analyse the value of employee recognition are discussed in detail.
Disengaged and demotivated employees in a large firm cost$550 billion a year. Such stats automatically compel managers to rethink their employee engagement and motivation programs.
For this reason,employee recognition software – uKnowva has gained core importance during the pandemic.
Using this tool, team members connect with each other transparently. They are eligible to share their honest opinions via polls, surveys, chat boxes, or notice boards.
Managers observe it all on the tool because it ensures that employees are showing up to work. Additionally, they directly reply to their team members’ posts, polls, and surveys to solve issues within a click or two.
A Blueboard study also showed that 40% of their employees felt motivated to stay in the company for this particular reason.
Their morale and want to stay in the firm boosted. That’s when managers replied to their queries online on time. As a result, their user and team engagement increased by 60% to 70%.
During the pandemic, many employees diverted from the company’s vision due to limited physical connection. But it also allowed team members and HRs to change their perception of bringing inclusion in the company culture.
So, theemployee recognition program includes formulating to boost employee appreciation and sense of belonging. With small gestures like wishing employees on their work anniversaries and birthdays on Social Intranet, employees appreciate the company’s efforts more.
That’s where virtual team-building activities also improve employees’ attitudes toward the company culture. For example, receiving impromptu mentions on the Social Intranet can be welcoming for demotivated employees working in isolation.
This continued practice from HRs and hiring managers offer better employee experience to the workers: remote or otherwise. In addition, they have a positive perspective for their workplace changes with simpleemployee recognition ideas listed above.
When a company loses a good employee, it invests about 150% more to hire a replacement. That is why retaining employees is a core factor that describes thevalue of employee recognition to employers.
Because of this factor, we can surmise thatemployee retention and employee recognition have a direct connection. Without receiving timely appreciation or recognition, an employee will feel disconnected from the team.
They will start showing less interest in delivering work on time. That is the misalignment of employees with their organisational goals, which later compels them to leave the company.
But when employees indulge in regular wellbeing activities, at least 60-65% of employees would not think of shifting companies. This score improves even more when using theuKnowva HRMS instance.
For instance, if an employee rates their performance against their predefined KPIs in the system, they know they deserve the upcoming recognition. This practice builds integrity and a sense of responsibility for achieving their professional goals during their tenure.
At times, these targets can be challenging. But when they know the result will be fruitful with generous rewards, that thought alone motivates them to stay longer.
Employees, especially when working alone from their homes, need to socialise. Digital interactions can improve their mood, empower them to talk, share opinions, and bring ground-breaking changes to the organisation.
Then if they are rewarded accurate recognition, that’s a plus point. There could not be a better place for them to work if they get applauded by the entire team for their efforts.
This happens only when the company culture promotes clear-cut communication through fast, easy-to-use, and intuitive interfaces. Besides that, new and existing employees can useemployee recognition software to directly stay in contact with each other.
This depicts a level of trust as there is no ego from any person in the organisation to solve complex business issues promptly. Furthermore, executing this strategy helps HRs to train and develop their employees to think like the firm’s true brand ambassador.
Because loyalists would not leave the organisation amidst the pandemic situation. Instead, they develop thought-provoking ideas to streamline their activities and work on new challenges. This results in enhanced employee productivity and a calmer mindset while tackling tougher projects expecting a timely delivery.
A workplace should be thefavourite place for an employee to empower and engage. That's because they spend 8-10 hours every day there. And if the company is not fun to work, they will become demotivated.
What makes a company favourable and loveable, so employees keep turning to work on time, is how managers treat their employees. Thecompany culture should be strong, robust, boost DEIB factors, and be wholesome.
Anemployee recognition program assists HRs in carrying forward a stronger company culture during and after the pandemic.
With its tomorrow-ready features like the flexibility to log in/log out, 100+ add-ons, catchy news feed, thevalue of employee recognition only increases. Because then employees build better team connections even while working remotely too.
Plus, automating their boring and lengthy tasks would mean they focus on more interesting tasks at work. That’s one deciding factor making their workplace favourable enough to extend their expected tenure.
Thevalue of employee recognition is recognised amongst the 5 factors narrated in the blog post above. These points show that employee engagement, retention, and company culture closely define how well these people are recognised in a firm.
When employees are regularly nurtured, appreciated, respected, and listened to, they want to stay longer in a firm. Multiple studies already conclude that statistics.
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Your employees need the experience to remember from the workplace to take back home. Withpeople analytics, such practice to deliver exceptional experiences is becoming more favourable.
The tool gives unlimited features to use and measure the level of current employee experience. Each company can set their own distinct standards in thisHR tech software.
They judge how their employees perform over a period while analysing these reports. These standards for measuring apt employee experience need revisions. Not every tool can provide you with that flexibility.
With uKnowva HRMS and performance management system, that balance and advantage are possible to leverage. HR leaders must read this post and understand measures they can follow to implement in their respective organisations.
Such measures will help identify the role and contribution of your employees and justify their compensations.
Your business campaigns have to be attentive and addressing to a purpose. Every activity on social media gives you insights reflected in the software. It shows how efficient each activity is in the long run for increasing your brand awareness.
Queries like employee engagement, including whether teams and individuals are on point or not, can be met. Then, you can check if your potential employees or candidates are filling job vacancies on time.
OtherHR trends for employee experience through the tool include the referral program. From these programs, you get an idea of your brand awareness propelled ahead because of your employees.
Apeople analytics tool is useful in controlling and configuring your brand awareness. This could be for internal and external branding. The more the score, the more is the impact of your employees paying attention to the company culture.
If results are positive, your employees are continuously involved with their job and roles to expand business reach.
Another aspect ofHR analytics includes promising and delivering a smoothened recruitment process. The cycle of talent acquisition, from talent hunt to talent onboarding, must be transparent, confusion- and chaos-free.
Candidates must find your job openings where these matter the most. The job openings must be relevant, functional, and have clear CTA buttons for them to apply. Apeople analytics tool ensures that your HR leaders use efficient and cost-effective hiring sources and channels.
It warns and hints to you about the changes in the workforce efficiency over time. These insights help decide whether you must utilise the hiring portal next time. Otherwise, you can switch to another portal to promise a better candidate and employee experience.
Each new and potential employee must know what they’re applying for. With theuKnowva recruitment engine, it’s undoubtedly possible. They get automated reminders of completing their job applications, regular updates on job openings, and more.
HR leaders follow suchHR tech trends to know the quality of their workforce, especially the new ones.
Collecting applicant status information isn’t the only work for the system. It automated CV parsing and screening to reduce required HR leaders’ work hours. Instead, it sorts the needs of different employees.
Thepeople analytics decisions and recommendations are based on the data entered into the system. Admins can change, configure, or tweak the triggered responses after the management’s consent, though.
Anyways, the overall time is saved in multiple chunks for HR leaders to screen and staff the right talent for the company.
The uKnowva recruitment engine and its analytical live dashboard smoothly take care of preboarding and onboarding. It assists HRs in sending out bulk offer letters, introduction and follow-up emails to potential employees.
Within minutes, effective bulk-hiring is possible using the data and analytics embedded in the system. This feature is promising and quite sorted. Employees get timely updates. They know if they are getting hired or not.
You candidates can use the ESS portal to be self-reliant as they are boarded to the firm. HR dependency is lesser with each passing working day for them. Instead, the system itself is too directive, informative and mentoring.
They can download company policies, check their salary slips and pay grade information, along with leaves and attendance themselves. The panel is clear and shows the correct information in each category.
Such categorical names can be tweaked. It depends on the company’s vision for delivering better EX or employee experience.
Each team member on thepeople analytics tool also gets notified about the new employee on the system. Teams can time and introduce themselves to the employee without switching tabs or windows to save time and bond better.
After introducing employees to the organisation, the next crucial step is to develop the right. HR leaders and RMs must be proactive and visionary in nurturing their hired talent.
With developingHR technology, strategies to level up team and individual performances are becoming more feasible. HR executives can share learning and development content on the platform.
Employees will not miss out on this information. Instead, they get timely notifications about new courses, learning material, certification exams and modules uploaded on the server.
This leaves a thought-provoking impression on the employee wanting to increase their worth and value to the firm. Now, they have equal and balancing opportunities to outgrow their own records.
That is more impactful when HR leaders show them the importance of completing each course on time. It boosts engagement, trust, and reliability factors amongst teams and employees.
Apeople analytics softwareretains your employees more with an experience that doesn’t demand their special attention. In short, the experience is fault-free and doesn’t lag.
Employees quickly get used to the modern uKnowva HRMS. Actions and responses are easy to follow.
It also offers an employee collaboration platform. Using it, teams connect at a deeper and more transparent level.
They share their queries, suggestions, worries, and new ideas promptly. Truly, the workforce works in tandem using the feature of streams without losing the essence of relationship build and management.
The more employees connect and complete projects using this messenger tool, the more is their retention. With its increased rate, employees continuously receive better and more enriching experiences needed for higher business growth.
Six measures explained above show you the real picture ofpeople analytics software helping you redefine employee experience. Using the uKnowva HRMS is the core platform you can use today for measuring the right employee experience.
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