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When you’re recognized for achieving a goal, it feels pretty good, doesn’t it? You feel supported, valued, and appreciated. Most importantly, you get that extra dose of encouragement and want to accomplish more.

Increasingly, leadership practices emphasize the role recognition plays in keeping employees engaged and working at their best. Despite this, many HR departments continue to struggle with how to justify investing in recognition programs for their people. Besides the business case, organizations aiming to adopt employee recognition need to figure out what kind of program or initiatives will best suit their objectives. And once decided, implement and communicate the program throughout the organization. We get it, it’s not a walk in the park. 

That’s why we’ve provided an overview of those practices and program features we believe drive the best results as well as a number of compelling statistics to power your business case.

At the end, we’ve also included a link to our own FREE business case template.

Traditional vs. ‘new wave’ employee recognition 

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The traditional idea of employee recognition may conjure up the classic ‘employee of the month’ - a manager recites the same speech and recognizes one of a handful of top performers each month. The broader team is often left uninspired, and the discussion of employee engagement is put on the back burner for another month. 

Traditional methods of rewards and recognition - which travels vertically through an organization - often lack inclusion and real motivation. Even worse, it risks coming across as forced, fake, or inauthentic. In order for recognition and rewards to be truly impactful for your organization, that narrative needs to change. Rather, a robust process that fosters a collective experience and leaves team members feeling both supported and empowered. 

Peer-to-peer recognition, while still a relatively new concept to the employee engagement world, is already making waves. It challenges the one-way, traditional sense of recognition and the idea that cash incentives are the only rewards that drive results. In fact, peer-to-peer is 35.7% more likely to have a positive financial influence than manager-only recognition.  We’ll dive deeper into peer-to-peer recognition shortly. ‍

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The cost and threat of poor employee engagement  

It can be difficult to pin down an exact ROI on the implementation of employee rewards and recognition programs given the variety of challenges faced by organizations. However, the influence employee appreciation has on issues like retention, loyalty, productivity, and work culture is indisputable. And the numbers don’t lie:

• 2.5x more revenue with employees who are highly engaged vs. those with low engagement 

• 2x annual net income than those companies who do not prioritize engagement 

• High performing companies were 37% more likely to use a recognition process to motivate employees 

• 74% of companies who have a recognition and reward process report a better work environment 

• 46% of managers consider employee recognition an asset, rather than an expense

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‍Specific selling features 

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So, your organization is interested in the idea of a recognition and rewards program and you’re leaning towards something innovative, easy, and fun. But, you’re not sure what program design to put forward with your business case. Let’s get into the nitty-gritty of things and explore the specific features and the objectives they support:

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Drive results with objective-driven campaigns 

Recognition programs don’t just “motivate” employees - they inspire employees to hit specific targets or KPIs that support your organization’s strategic goals. How can you ensure that your program isn't generic? Opt for a program that allows you to craft tailor-made campaigns for both the broader organization as well as for specific teams. 

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With Qarrot, you can build campaigns around any measurable objective - such as leads closed or calls logged. When team members hit those objectives, you can award them with unique badges (also customizable) and points they can redeem for rewards. What more, they also come with gamification features to keep team members engaged and having fun. The more engaged and interested your team members are, the better results your recognition and rewards program will achieve. So, keep it fun!

Empower with peer-to-peer recognition 

As explored earlier, the traditional methods of recognition leave a lot to be desired. Instead of (or in addition to) a top-down approach, leaders should strive to create an environment where employees can motivate and inspire each other. This means you can improve workplace culture while simultaneously reinforcing the core values you want employees to exemplify. In other terms, you can help employees better identify and align with the organization - which is crucial for retaining talent. And the celebrations don’t have to stop there - it’s equally important to mark other occasions like birthdays and work anniversaries. When employees are engaged, their performance reflects that, compared to an unengaged team that often comes with a larger price tag in the long run. 

Lighten your load with program automation

All too often, we’ve heard from stressed out HR managers who are working overtime to stay on top of their company’s email and spreadsheet-based recognition and rewards program. Not only do manual programs like this drive many HR managers to the brink, but they’re also far less effective at driving results. This is especially true as organizations grow and the lack of structure wreaks havoc for managers, employees, and the HR department alike. Thankfully, now with the software-enabled programs of today that no longer has to be the case. Recognition software, like Qarrot, helps streamline and automate many of the program tasks like sending recognitions, tracking points, and distributing rewards. Program automation can literally reduce your administration effort by 75%.

Many programs, including Qarrot, also offer intuitive reporting so you can uncover just how engaged your employees are as well as monitor what types of incentives get the best results. 

Putting together your employee recognition business case

Even though recognition software like Qarrot makes it easy to measure results, we know it’s often difficult to estimate what those results will be when you’re at the business casing stage.

That’s why we’ve put together an easy-to-use and FREE business case template in Google Sheets. Download our template to put forward an ROI-based argument for employee recognition within your organization.

Get FREE Business Case Template

Remember when we all thought this health crisis would be over if everyone just isolated for 14 days? Reflecting upon our first pandemic anniversary, it feels as though this year has dragged on more than any other. If you had told us that social distancing, mask-wearing, and quarantining would become the new normal, we would have looked at you like you had two heads. Although we all know listening to public health regulations means we can get back to pre-covid life sooner rather than later, we’re all getting a bit fed up. 

Have you found yourself more anxious, depressed, or stressed lately? Have simple, everyday to-do lists transformed into seemingly impossible tasks? It’s called pandemic fatigue - it’s a real thing, and you’re not alone. 48% of Canadians report being fed up with following public health restrictions brought on by the pandemic, while 9/10 still say they’re doing their best to stay safe. We understand the importance of regulations, but they’re not without their consequences - which, to no surprise, have wreaked havoc on our mental health. In fact, 75% of employees in the United States have reported burnout symptoms since lockdown. 

The World Health Organization defines the phenomenon of pandemic fatigue as, “ ... demotivation to follow recommended protective behaviours, emerging gradually over time and affected by several emotions, experiences and perception.” Pandemic fatigue is an anticipated and normal response to such a prolonged public health crisis. The initial lockdown days of a perceived cheeky vacation, filled with banana bread and fancy whipped coffee, are long gone. 

Related Article: Overcoming remote employee burnout

Common symptoms of pandemic fatigue include : 

• Increased irritability and exhaustion
• Inability to focus or concentrate for extended periods, feeling overwhelmed easily 
• Feelings of depression and feeling lost
• Drop in communications with friends and family, or anyone outside your bubble 

Pandemic fatigue is hard enough to battle on a personal level, let alone on that of an organization. The lines that have traditionally divided our personal and professional lives - like commutes into a physical office - are almost nonexistent. In the workplace, pandemic fatigue can show itself in absenteeism, productivity, employee morale, and culture. And although your employees may say they’re doing just fine, it’s always better to proactivity address pandemic fatigue than wait until someone reaches out for help. 

Here are a few strategies to help stay on top of pandemic fatigue, and mitigate possible consequences of team members growing tired of this prolonged lockdown;

Establish a routine and stick with it 

I hate setting my morning alarm for 7:00 am as much as the next person, but following a schedule is paramount for keeping the pandemic fatigue ‘scaries’ away. Our bodies actually prefer routine and thrive when we prioritize waking up and falling asleep at set times. When we lack routine or any sort of schedule, we quickly lose track of time - and all of a sudden a whole day is over (I’m sure I’m not the only one who’s found themselves still wearing pyjamas by the end of the workday...right?). Everyone feels better about themselves when they’re productive - whether that’s committing to waking up early, getting in a workout during lunch, or going for a socially distant walk with a friend in the evening. Some days can be harder than others, but sticking to a routine (one that ideally involves changing out of your pyjamas) will prove beneficial. 

Related Article: Do your remote employees feel looked after?

Adopt stress relief practices 

One of the worst and most widespread side effects of this pandemic has been lingering stress and anxiety. Just because this sentiment may be a collective experience, however, doesn’t invalidate those feelings. We’re all stressed for one reason or another, and adding a pandemic to the mix - well, who wouldn’t be overwhelmed? There are a variety of techniques you can try - such as deep breathing, meditation, and mindfulness. If you’re a leader, consider encouraging employees to have a designated break in the day allocated solely for addressing stress. Carving out time for team members to recenter and refocus their energy means improving employee wellbeing while simultaneously destressing from our pandemic reality. 

Keep your eyes open for signs of burnout and exhaustion

Leaders should always be vigilant for symptoms of employee burnout, but especially so during a worldwide health crisis. While some like to glamorize the idea of constantly “hustling”, working and improving, burnout is not an achievement to be ogled. Exhaustion can happen to anyone in your organization, and working through a pandemic makes everyone particularly susceptible.  Educate yourself and your team on the signs associated with burnout. While it can be hard to prevent and identify burnout, with many of us now working remotely, your best bet is to be knowledgeable and proactive. If team members seem disengaged, distracted, or unable to focus, it might be time to check-in. 

Workplace culture and employee morale can be amongst the first casualties if pandemic fatigue strikes your team. Discover how peer recognition can give your employee engagement strategy that extra boost - request a demo with Qarrot!

We’re all familiar with the idea that it only takes a few rotten eggs to spoil the bunch. While some of this saying rings true, it doesn’t paint a complete picture. Shouldn’t a company have safeguards in place to identify and address these “bad eggs”? Why are their behaviours tolerated? Who is responsible for stopping undesirable attitudes in their tracks? 

It can be easy to blame poor company culture on a few individuals who don’t really care about being part of a team. In reality, however, it’s the responsibility of organizational leaders’ to keep those rotten eggs at bay. If left unaddressed, harmful workplace habits and attitudes can wreak havoc on your organizations’ culture. 

The importance of workplace culture 

Culture plays a crucial role in the overall success of a company. From retaining top talent to keeping employees engaged and motivated, fostering a favourable ecosystem where team members can thrive is pivotal. Some might argue that your workplace culture is something that grows organically and cannot be forced - but it’s that same laissez-faire attitude that allows toxic culture to brew. Don’t be fooled - the best cultures that appear organic have a considerable amount of thought and strategy supporting them. 

What are the risks associated with toxic work culture? 

• Low employee morale, trust, and poor relationships 
• Dismal employee experience translating into a sad customer experience  
• High turnover rate, signalling issues to external audiences and shareholders 
• Additional costs associated with unmotivated employees (time, money, and resources)

Related Article: How to keep your startup culture thriving 

Sources of toxic workplace culture 

Poor internal communications 

One of the most important factors when creating an optimal workplace culture is prioritizing internal communications. If you want to create an environment where team members feel empowered and supported, communication is vital. Trust and transparency are paramount in healthy workplace culture. If not, employees won’t feel comfortable discussing potential concerns or issues with leaders - leaving the perfect window of opportunity for toxicity to run wild. If you find contact with your team members stressful, forced, or just unpleasant, take a step back and evaluate your current strategy. 

Nonexistent employee engagement 

How can you expect employees to be interested in a company if that interest isn’t reciprocated? If employees don’t feel valued for their work, it won’t be long before they start looking for an employer who does. The small rumblings of low engagement can start with absenteeism, lack of morale, or poor performance. None of this translates to a great environment, and things will only escalate from there. However, engaging with employees is a great way to keep people interested in doing well while simultaneously nurturing a healthy work culture. Not sure how to create an engagement strategy? Employee rewards and recognition programs are a great place to start. When team members feel appreciated, that positivity will resonate culturally. 

Related Article: Strengthening core values through company culture 

Questionable management and leadership 

Whether or not you like being the center of attention, if you’re a leader, you have to set the standard for employee expectations. Just because you’re the ‘big cheese’ doesn’t make you an exemption. It’s a slippery slope - if employees see you slacking off or getting away with the bare minimum, they will follow suit. Management must embody the behaviours and attitudes they want from employees. Micromanagement is also a classic toxic culture trait. There is nothing worse than feeling scrutinized continuously, almost like being under a microscope. To get the most out of your employees, foster a culture that encourages a collective experience and expectations while building team members’ confidence in their respective roles.  

Foggy mission, vision, and values 

You wouldn’t go on a road trip without a roadmap, right? The same rule applies to any business activity without considering your mission, vision, and values.  Workplace culture is no exception, as these lay the foundation for setting your team and organization up for success. When these three considerations are unclear or not appropriately communicated, work culture is often a casualty. If employees don’t know where they fit into the mission, vision, and values, how can you expect them to be motivated? Rather than feeling like cogs in a machine, employees want to feel like an integral part of your team and the organization’s success. When everyone knows where they fit within an organization’s trajectory, workplace culture becomes cohesive and inclusive. 

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Another great way to create an empowering and supportive culture for employees is through positive reinforcement. Discover how fostering a recognition-rich environment can take your culture to new heights - request a demo with Qarrot!  

Organizations introduce employee recognition and reward programs with the best of intentions. Not only does celebrating employee achievements improve engagement and motivation, but simultaneously strengthen other areas such as culture and retention. In fact, recognition has been proven to contribute to higher employee engagement, performance, and to help boost other positive behaviors. 

We know that recognizing victories both big and small can drive organizational success. So why are so many teams still feeling less than jazzed about their work? It’s a problem that comes with a hefty price tag - to the tune of $500 billion dollars annually, actually. Uninspired employees can leave with you with high turnover, poor workplace morale, and cost you in time, money, and resources. 

Related Article: Benefits of positive reinforcement in the workplace 

So, implement any old recognition program and wait for the benefits to roll in - right? 

Not exactly. In order to see the best results, there needs to be a conscious effort to align your recognition process with your team and organizational goals, specifically. If employee engagement and performance remain at a standstill, this may be an indication that you have a lackluster recognition program.

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While every program will vary slightly, here are some common culprits that may leave your team wanting more : 

Not approaching employee recognition holistically 

Let’s move away from the traditional notion that recognition can only travel from management downward. Peer recognition can be just as powerful! Encouraging positive interactions between employees at all levels improves transparency, relationships, and culture. This also means that your team has more to celebrate - like work anniversary milestones and birthdays. 

Inclusion is now more important than ever since remote work has become the new norm. A company-wide recognition program streamlines internal communications by bringing team members together and keeping everyone on the same page. We all know that staying connected has been a challenge this last year, and a full-circle recognition program is an effective way you can bridge the gap.  

Not letting people choose their own rewards

We’ve all been there - unwrapping a present someone gave you and pretending to love it. They’re sitting right next to you and you don’t want to hurt their feelings, but you're also mystified as to their thought process behind the gift (which will never see the light of day). 

Employee rewards aren’t that different. People are motivated by different things, and there’s nothing particularly inspiring about the same cookie-cutter rewards for every employee and every milestone. Opting for a program that allows employees to choose from a selection of rewards or prizes adds an extra personalized touch that will leave your employees feeling even more valued. Not only does this enable you to truly discover what motivates different team members, it also allows you to keep a pulse on employee engagement in real time. 

Related Article: Customize your rewards and recognition program with Qarrot 

Doesn’t support or reflect your team's unique needs

The ultimate goal of any recognition program is to drive both employee and organizational success. Keyword here, ‘success’ - which looks different to every employee, team, manager, and company. Is your current recognition program effectively taking those measures of success into account? To truly make waves, recognition programs should be customizable. This can be anything from integrating your branding into the recognition platform to launching incentive campaigns based on specific team performance metrics. However you choose to use a recognition program, ensure it can accurately capture your specific needs and goals. A good rule of thumb is to relate how the program feeds into your mission, vision, and values. If they’re in sync, you’re on the right track. 

...it just isn’t that fun 

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Employees are only going to be responsive with a recognition program if they enjoy using it. Getting employees excited about celebrating each other doesn’t have to be complicated either. Ever thought about exploring gamification? Something as simple as a points based system - where employees receive points alongside recognitions to redeem for rewards - can easily raise the stakes. Although adding gamification features will instigate friendly competition, everyone comes out a winner. Employees will feel supported and empowered by their peers while managers will reap the benefits of a motivated team. Ironically, fun and games are a serious solution to an uninspiring recognition process.

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Related Article: Spice up your employee engagement with gamification

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To improve the effectiveness of employee recognition programs, companies can take the following steps:

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Define Clear Objectives and Metrics

Companies should define clear objectives for their recognition programs, such as improving employee engagement or increasing sales performance, and develop metrics to measure their success. This will help ensure that the program is aligned with the company's overall strategy and values.

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Involve Employees in Program Design

Companies should involve employees in the design of their recognition programs, gathering feedback on what types of recognition they find most meaningful and what behaviors and accomplishments should be recognized.

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Make Recognition Personal and Timely

Recognition should be personalized to the individual and delivered in a timely manner. This means that recognition should be specific to the employee's accomplishments and delivered as close to the time of the accomplishment as possible.

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Provide a Variety of Recognition Options

Companies should provide a variety of recognition options to meet the diverse needs and preferences of employees. This could include verbal recognition, public recognition, monetary rewards, or time off.

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Train Managers on Effective Recognition

Managers should be trained on effective recognition techniques, such as providing specific and timely feedback and delivering recognition in a personalized manner. This will ensure that recognition is consistent and aligned with the company's objectives.

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Regularly Evaluate and Adjust the Program

Companies should regularly evaluate the effectiveness of their recognition program and make adjustments as needed. This will help ensure that the program continues to meet the needs of employees and achieve the company's objectives.

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Related Article: Building a business case for employee recognition

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Here are some examples of companies that have implemented effective employee recognition programs:

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Salesforce

Salesforce has a recognition program called "The Power of Us" that allows employees to recognize their peers for their accomplishments. The program includes both public recognition and monetary rewards, and employees can earn badges for their achievements.

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Cisco

Cisco has a recognition program called "Connected Recognition" that allows employees to recognize their peers for their accomplishments using a mobile app. The program includes both monetary rewards and non-monetary rewards, such as extra vacation days or access to training and development programs.

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Google

Google has a recognition program called "gThanks" that allows employees to send thank-you notes to their colleagues. The notes are delivered both publicly and privately, and employees can earn points for their participation that can be redeemed for rewards.

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Don’t be caught empty handed - a recognition and rewards program is one of the most powerful tools a leader can wield when it comes to employee engagement. Uncover how your team can benefit by fostering a recognition rich environment with Qarrot - book a demo today!

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What are you doing to boost employee engagement, drive results, and build culture? Here at Qarrot, we believe that peer recognition is an effective tool for achieving employee and organizational success. 

Peer recognition varies from the traditional sense of recognition, which usually travels from manager to employee in a vertical direction. Instead, peer recognition challenges that process by encouraging colleagues at all levels to celebrate each other. This is a far more inclusive, collective, and horizontal approach. Remember how daunting public speaking was as a child in school–having to speak in front of our peers? Receiving feedback, thanks, or recognition from colleagues can be just as motivating as those from leaders. 

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Encouraging team members to celebrate and reward each other's achievements is a great way to get people excited about work (which we could all use now and then). One of the biggest benefits organizations see as a result of peer recognition is increased employee engagement and morale. How important is employee engagement, you may ask? A staggering 85% of employees are not engaged in the workplace–that’s a lot of room for improvement. Recognition has been a long time source of motivation for cultivating a supportive environment–69% of employees admit they would work harder if they felt like their efforts were better appreciated. Indeed, empowering employees with the proper tools to celebrate each other's achievements will benefit your team tenfold. 

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Related Article: Benefits of positive reinforcement in the workplace

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The benefits of a peer recognition rich environment 

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Improve workplace culture 

Employees' interactions and attitudes are great indicators of how they feel about their work and identity within the organization. Fostering a recognition-rich environment where peers can celebrate wins and share feedback creates a culture where your team will love to work, develop, and grow. And the numbers don’t lie–74% of companies who have an existing process in place report a correlation between recognition and a more positive workplace environment. By recognizing desired outcomes and behavior, leaders can further steep workplace culture in the mission, vision, and values of the company. With peer recognition, you can create a place where your employees truly want to be. 

Optimize internal communications

Who says that only manager feedback is important? Recognition and praise from peers can be just as powerful. In fact, recognition is an innovative tool for uncovering insightful feedback in addition to sharing accolades. By introducing peer recognition, managers can see employee engagement in real-time. With personalized rewards and crafting objective-driven campaigns–both of which you can find in Qarrot–leaders can finally identify what truly motivates their team members. Peer recognition also enables a positive feedback loop between team members–increasing the likelihood that employees will continue to perform and deliver results. Is it worth the investment? 46% of managers consider a recognition process an asset, rather than an expense–and a disengaged team will most likely cost you more in the long run. 

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Related Article: Recognition and retention: the perfect match 

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Increase employee retention  

As we explored above, peer recognition can do wonders for workplace culture–which in turn will also boost employee retention. People don’t leave jobs–they leave poor workplace culture and lackluster leadership. A company's ability to attract and maintain talent is a telltale sign of how things are operating internally. If turnover is high, that’s a big red warning sign for prospective employees to keep moving. Lack of recognition is one of the top reasons people leave an organization–but companies who have an employee recognition program in place report a 31% lower turnover rate. Getting employees involved in the recognition process is an effective way to attract and retain talent. 

From reinforcing core values to increasing employee engagement and morale, peer recognition is one process that can reap multiple benefits. Discover how creating a recognition rich environment can help your team–book a demo with Qarrot today!

The future of remote work has been a hot-button issue for managers ever since working from home became the new normal. The number of businesses operating remotely has skyrocketed in the last number of months—leaving leaders scrambling to figure out how this transition has impacted their employees. A large chunk of whom may have never worked virtually before. Transparent, honest, and open communication can be tricky on the best of days face to face —let alone remotely. 

You’ve heard the saying, “No news is good news”—and while that may be applicable in some situations, remote work is not one of them. Effective communication, whether between managers or colleagues, is of the utmost importance for successful remote work. Feedback is one of the best, and often overlooked, indicators of gauging employee well being. So how can managers streamline communication and use feedback to optimize remote employee experience? 

Regular touch-bases 

If you start to feel anxious or nervous when you hear the words “performance review”, know you are not alone. When managers only allocate individual meetings with employees once a year, or even quarterly, it can create a lot of stress. Going several months or longer, without discussing feedback on work or progress? Talk about intimidating. Instead, schedule regular check-ins with your employees. These do not have to be formal meetings. Rather, casual conversations to see if employees need any additional help or support. Not only is this a great addition for employee engagement, but anticipated discussions also empower employees to bring forward any concerns which may seem out of place in a traditional performance review. Managers want input and feedback from everyone. However, if an effort isn’t being made to include remote employees in that conversation, it’s easy for virtual team members to feel overlooked. 

Related Article: Spice up your employee engagement with gamification 

Empower with collaboration tools

Odds are your team was already using collaboration tools to some extent, but this year has kicked everyone’s reliance on such platforms into overdrive. Introducing tools such as Slack, Microsoft Teams, or Google Hangouts is an easy way to keep everyone informed and on the same page. Encouraging employees to stay connected despite distance boosts employee engagement, experience, and overall well being. Collaborative tools encourage all colleagues, not just employees and supervisors, to communicate with each other. In fact, 39% of remote employees cited difficulties in collaborating with team members during quarantine. The reality is that even after stay-at-home orders have ceased, many teams will continue to work virtually. Adopting tools that help streamline collaboration will help keep your team agile and connected. 

Recognize and reward employees 

While office gatherings and parties may be on hold for now, that doesn’t mean employee recognition needs to go out the window. Celebrating important milestones and achievements is a great way to keep employee morale up during these strange times, while simultaneously boosting motivation and productivity. Regularly socializing and recognizing team members fosters a culture of trust, transparency, and inclusion—which can be hard to achieve when team members are dispersed geographically. In addition to bringing remote employees together, virtual recognition programs enable managers to witness employee engagement in real-time. Employee recognition, or lack thereof, is a good indicator of how interested an employee is with their colleagues and the organization as a whole. By introducing peer recognition, leaders can collect insightful feedback to help spot wins or opportunities for improvement that may otherwise go unnoticed. Peer recognition is a great solution for strengthening internal communications while also keeping the pulse on employee engagement. In addition to strengthening workplace culture and motivation, recognizing and rewarding employees is an easy way to boost employee experience remotely.

Related Article: Overcoming remote employee burnout 

What it means for (digital) employee experience 

Employee experience was the top trending employee topic of 2020 and it isn’t hard to understand why. After the year we’ve had, and the likelihood of remote work staying around, many are now referring to a “digital” employee experience instead. In fact, 98% of employees would like to continue working from home in some capacity following the pandemic. While we wait for life to return to some form of normalcy, leaders need to use their employee feedback strategically so the employee experience can remain flexible. Strive to build employee experience strategies that consider remote team members so your organization can support virtual teams while staying ahead of the curve. 

Employee feedback is the most powerful resource when it comes to understanding employee engagement and employee experience. While things may not necessarily be "business as usual", including your employees in the conversation is paramount. By simply listening to team members and giving them opportunities to articulate themselves, anyone can craft a killer remote employee experience. 
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Amplify your employee experience with recognition - request a demo with Qarrot today!

Even the best and brightest of employees can hit a slump now and then when it comes to being motivated. Employee motivation has always been a key concern for managers, this year especially. And it’s not simply keeping employees motivated enough to hit their goals. Effective leaders will approach employee motivation with a long term vision in mind, rather than a flash in the pan that falls to the wayside once a goal has been met. This ensures that employees continuously work towards new achievements and develop their skills while feeling supported. 

Infamous culprits that hinder motivation include things like stress, fatigue, and burnout. A lesser known, however equally as impactful factor on employee motivation, is recognition. Can you believe that 40% of Americans say they would put more energy into their work if they were recognized more often? While this isn’t exactly great news, just imagine how much more a team could achieve when adding recognition to the mix! 

We know that employees respond well to recognition and that these processes are even more effective when done in a group setting, also known as social recognition. Research suggests that employees are no longer driven by monetary incentives, and that assuming as such can hinder their performance. Instead, employees should have the option to choose the rewards associated with their recognition. After all, as different as your employee's goals are, so are the incentives that motivate them. So how can you recognize and support employees in a way that motivates them individually while delivering results? 

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Related Article: Create engaging incentive campaigns with Qarrot 

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Driving employee success with Qarrot incentive campaigns 

Motivate objectives with awards 

Our incentive campaigns are totally customizable to nurture and reflect the employee goals that are unique to your company - anything from lead generation to employee wellness. By participating in a campaign, your employees can earn additional forms of recognition for reaching goals, like badges and points which they can redeem for their choice of reward in the Qarrot catalog. By giving employees the agency to choose their own rewards, managers can make their recognition process feel a lot more personal while simultaneously motivating employee and business success. 

Engaging gamification features 

As explored in our previous blog post, gamification is the newest trend for boosting employee engagement and performance. Our minds, quite literally, are wired to respond positively to processes with game-like features. So adding them to your recognition process is a no-brainer. Throughout Qarrot incentive campaigns, participants can avail of gamification features like the leaderboard or trophy case to keep track of their progress towards any campaign’s objective. Campaign participants can also see when others earn awards for reaching campaign goals and celebrate each other’s achievements. Gamification means that employees can enjoy their progress towards accomplishing their goal, rather than simply counting down the days until a goal has been met.

Related Article: Benefits of positive reinforcement in the workplace 

Easy campaign administration 

You might be thinking, “Gamification? Points and badges? Incentive campaigns? That must be an administrative nightmare!”. On the contrary, there is no reason to lose sleep over employee recognition. Qarrot takes any administrative burden off your shoulders when it comes to the recognition process, including our objective-driven campaigns. Participants can enter their own campaign results and redeem their collected points for rewards instantly through the Qarrot catalog. This makes it easy to target and motivate specific teams or individuals within your company while requiring minimal involvement from management.

Discover how to motivate your teams while simultaneously reaching business objectives with Qarrot incentive campaigns - book a demo with Qarrot today! 

Of all the challenges the pandemic has brought, it’s also arguably forced many to focus on what is truly important. The initial lockdown days of virtual happy hours and team get-togethers seem like a distant memory since the realization that we’re in this for the long haul. The same can be said for businesses. While many workplaces have shifted from cubicles to dining room tables, it's employee wellbeing that has taken center stage this year. Employee experience - the summation of everyday employee interactions and experiences that occur within an organization -  has come sharply into focus during these unprecedented times. 

Why you can’t dismiss employee experience

Even before the pandemic, fostering a positive environment for teams has always been a worthwhile investment. Employee experience is directly related to how internal and external audiences view your company - which has a very strong influence on your ability to attract and retain top talent. The pandemic has put employee experience under a microscope. So what’s the cost of not prioritizing your employee experience? 

Well for starters, highly engaged employees are 75% less likely to look for work elsewhere.  There is no cookie-cutter formula for achieving an optimal employee experience, since every workplace culture is different, as are the needs of employees. However, common themes include employee recognition, open communication, or accessibility to employee support resources. In addition to improving retention, productivity, and performance, an improved employee experience helps reduce lurking threats like stress, exhaustion, and burnout. The important thing is to stay transparent with your team so they feel comfortable discussing options as their needs may change (should we happen to face a global pandemic, for example). 

Related Article: Overcoming remote employee burnout 

Mental health takes a front-row seat 

In the last number of years, we have seen society work towards dismantling the stigma surrounding mental health issues. This year, between lockdowns and isolation, has brought an onslaught of anxiety, forcing organizations to reevaluate their employee health and wellbeing. This plays a particularly crucial role as we enter the second wave of lockdowns, during a time of year where shorter days and limited sunlight are synonymous with seasonal depression. 

The World Health Organization estimates that every dollar spent on resources helping those struggling with common mental health issues see an ROI of 4 dollars. Considering today’s widely available telehealth and virtual access to health professionals, there really is no excuse for skimping on employee wellness. Establishing a playbook to support employees when they need a little extra help improves both transparency and trust. Although discussing mental health issues at work is never easy, providing your employees with the appropriate support systems should make the conversation less daunting. 

Related Article: Recognition and retention: the perfect match 

Flexible work environments become the norm 

While some people have grown to love working from home, others are itching to get back into their pre-pandemic office routine. In fact, remote working was one of the biggest trends in employee engagement of 2020 and likely won’t be going away any time soon. If possible, offer employees the option to choose between working remotely or at the office (with COVID precautions in place). Giving employees the agency to determine their own working arrangement means finding the work-life balance that best suits them. Work-life balance has also become a concern this year as it has become increasingly harder to separate work from the other areas of our lives. It’s estimated that 28% of employees report a lack of work-life balance as a reason to jump ship from an employer.

Today’s smorgasbord of working environments requires fostering a culture that can transcend geographical locations and computer screens. While team messaging tools have become the new go-to, we can all admit they can be exhausting at times. Don’t be afraid to pick up the phone and call your team members. Furthermore, just because we’re in a pandemic doesn’t mean employee development has to go on pause. Encourage employees to take advantage of any training resources or courses online that grabs their attention to promote continuous learning.

Thanks to today's technological advances, you can engage employees and keep business going just about anywhere. 

Taking employee recognition online

Did you know that lack of recognition is one of the top contributors to employee turnover? I think we can all agree that everyone could benefit from some positive reinforcement after everything this year has thrown us - and there's no time like the present! According to research by Officevibes, 82% of employees would prefer praise for a job well done instead of money. 

The ideal rewards and recognition program? A customizable program to fit your company's unique goals and objectives. Reinforcing company culture is an important step in keeping employee morale high during these uncertain times, so choose a program that can engage employees through core values. By leveraging the power of recognition, you can motivate team members both in and out of the office while simultaneously driving productivity and performance. Encouraging positive interactions and celebrating achievements creates an environment where employees not only feel appreciated, but where they can also thrive. 

A company is only as successful as its employees, so it’s imperative to create a positive and supportive space for your team members. Employee experience is an investment that will return time and time again. Although this year has been one for the books, your best bet for remaining agile and adaptable is putting people first.

Optimize your employee experience with peer-to-peer recognition - request a demo with Qarrot!

Just like a house needs a solid foundation to build upon, core values lay the supporting groundwork for an organization’s success. Core values not only define what is important to your company, but also orient employees in their work . While core values are often associated with the “About Us” section on a company's website, they should play a far more important role. 

Core values impact decision-making and behaviour at all organizational levels and how an organization is perceived externally. Choosing your core values should be a rigorous and involved exercise, but it’s often putting them into practice that is the hardest part. How do you translate values into daily behaviours and actions amongst managers and employees? The answer can be found in your company's culture. 

Company culture is a combination of behaviours and attitudes found in an organization. Whether crafted intentionally or left alone to develop organically, every workplace has a culture of its own. You may not necessarily see it, but it is there. By anchoring your company culture around core values, your team will more strongly identify with the beliefs and attitudes that will help them be successful within your organization. So how can you create a culture that promotes your core values?

Related Article: How to keep a startup culture thriving 

First things first - clearly identify and establish your core values. Core values shape, influence, and ultimately guide your company identity. They should be used as a guide when it comes to directing business decisions and activities. In terms of choosing core values, consider what is important to you, your team, and your company as a whole. It could be anything from diversity and inclusion to transparency and sustainability. They should be specific and short enough that they can be understood easily, but consider both internal and external audiences. 

Now that you have core values established, put them into action. As the saying goes, “If you’re going to talk the talk you need to walk the walk”. Modelling core values is not limited to just managers or supervisors. Each member of your team has the ability to exhibit core values every day, but it’s particularly crucial that leaders set the example. Start prioritizing core values during onboarding - hiring those who genuinely believe in and respect those values. This not only sets the tone of importance placed on core values, but it also communicates your determination for the company, including its employees, to achieve success according to the standards expressed by those values. What about the roles within your organization - how do they align with those values? Being a core values champion means discussing how your company expresses those values and making choices that reflect them. If not, you run the risk of creating a rift between those values and the culture you are trying to create. 
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Related Article: Create engaging incentive campaigns with Qarrot

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Celebrate and recognize team members who exhibit core values. As previously explored in our blog post on positive reinforcement, praising employees clearly defines and communicates desired behaviours. When an employee is recognized and rewarded for a job well done - or for demonstrating one or more core values - they are more likely to repeat those behaviours. Leaders have the power to use employee recognition and rewards to build a culture that is steadfast in core values. Recognition also means optimized feedback, communication, and transparency. This leaves the doors open for ongoing discussions about opportunities for further alignment and possibly evolving core values. 

As the guiding principles for your company, core values cannot be underrated. Rather than leaving them to collect dust and only seeing the light of day when it comes to PR interests, turn the conversation inward. Empowering your employees to embody core values through leadership and recognition will foster a culture that will truly nourish success. Interested in discovering how you can use recognition to foster a culture that promotes core values? 

Unlock the power of peer-to-peer recognition - book a demo with Qarrot today!