Employee Appreciation: It's a Bad Time to be Average
Great people are always hard to find - often harder to retain and motivate. Moving into 2020, the perennial challenges of employee retention and motivation will be complicated even further. Historically low unemployment. Evolving workforce expectations. An arms-race on u2018work perksu2019. Leadership teams may be tempted to overlook employee rewards as a lever for enhancing EX (Employee Experience). That skepticism has some merit. When structured as a check-the-box exercise, rewards programs donu2019t meet the needs of employee nor employer. u000bThe days of giving u2018pointsu2019 or an occasional gift card as a spot-award should be long over. r r Traditional rewards programs miss a huge opportunity by focusing on efficiency or the reward alone. When done more authentically, rewards provide a vehicle to reinforce and grow relationships. THAT has massive value. Studies consistently show that employees are heavily influenced by interpersonal connections. u201cPeople leave managers, not companiesu201d still holds true - and your rewards program should help. Three dynamics are critical to creating real value from rewards (see document). Unfortunately, these fundamentals are often deprioritized, done poorly, or made far too difficult for busy managers. The time is now to create meaningful rituals, reinforce critical manager-to-employee relationships, and expect more from your rewards program. It is a bad time to be average.
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