Making News

(July 10, 2007)

HOW TO CREATE EFFECTIVE EMPLOYEE
APPRECIATION PROGRAMS

By Nikki Harmon

If you were told tomorrow that you wouldn’t be paid for your work, how fast would you stop?  

Basic psychology teaches us that when people are rewarded they work harder. Numerous companies are taking pages out of the psychology textbooks as the basis for launching new incentive programs to motivate employees. Bursting onto the scene with opportunities ranging from better healthcare coverage to telecommuting to health spa memberships, reward programs continue to gain momentum nationwide. 

Incentive programs, while celebrated for building sales and productivity, also boost employee morale, brand loyalty and result in higher employee retention rates - a constant source of stress for many employers.  

But it’s not just money that keeps employees happy and on the job, but rather the extra “perks” and “thank yous” that employers deliver. 

1. Give employees options. Many retail shops have begun collaborating with corporations to offer gift card rewards. These cards can be bought in bulk and given out at the discretion of the employer.  Linens-N-Things, a national bed and bath retailer, has recently started marketing its gift cards toward corporations.  There are also many online sites specifically designed to help businesses, regardless of size, find a program that suits their desire to compensate employees. 

2. Approach sales contests with caution. These may seem like a good idea, but when you look at their outcome, you can quickly see where they may take a turn for the worst. Sales contests tend to reward those that have always done well and may not succeed in motivating lower performing employees who have a higher tendency to relinquish the belief that they can win. Create a competition that challenges employees to compete against themselves to reach elevated professional goals.   

3. Let employees work in their pajamas. Telecommuting has been increasing in popularity among employers nationwide. This allows employees to work in the comfort of their own homes, and as an added bonus, saves them money on ever-rising gas prices. Your work performance policies and technical systems may need some tweaking to make the program work – and not everyone may be suited for the change – but it can become a powerful reward for motivated and responsible workers.  

4. Get creative, not expensive. Why not offer premier parking on a rotating basis (you know the spot – the one right next to the building that everyone wants), increased numbers of days off, or maybe an employee appreciation day at the movies. One of the advantages of working at Kleber & Associates is a stocked kitchen, providing all employees with a wide variety of snacks and drinks to keep their energy level up throughout the day.   

5. A little love goes a long way. This may be the most vital piece of advice: People like to be told that they’re doing a good job. Simply saying “thank you,” avoiding the tendency to yell and berate over mistakes, or recognizing stellar employees publicly, can be very productive tools in motivating employees and making them feel appreciated as valuable members of the team. Mentions in the company newsletter or a simple “Employee of the Month” plaque are examples of ways to show how grateful businesses are of their employees – there is an endless list of possibilities for ways to recognize your employees value to the company (Amazon.com lists more than 2,000 books of ideas!).  

It’s easy to forget during the day-to-day running of a company that there are many people who are there to make it a success. Appreciation makes a huge difference toward improving employee productivity and morale. As Lee Iacocca said, “management is nothing more than motivating other people.” 


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