151 Quick Ideas to Recognize and Reward Employees

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151Quick Ideas

to

Recognize and

Reward Employees

By Ken Lloyd, Ph.D.

Franklin Lakes, NJ

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151 Quick Ideas to ... fill in blank

Copyright 2007 by Ken Lloyd, Ph.D.

All rights reserved under the Pan-American and In-

ternational Copyright Conventions. This book may not be

reproduced, in whole or in part, in any form or by any

means electronic or mechanical, including photocopying,

recording, or by any information storage and retrieval sys-

tem now known or hereafter invented, without written

permission from the publisher, The Career Press.

151 QUICK IDEAS TO RECOGNIZE AND REWARD EMPLOYEES

EDITED BY KRISTEN PARKES

TYPESET BY KATE HENCHES

Cover design by Ark Stein/Visual Group

Printed in the U.S.A. by Book-mart Press

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www.careerpress.com

Library of Congress Cataloging-in-Publication Data

Lloyd, Kenneth L.

151 quick ideas to recognize and reward employees / by Ken

Lloyd.

p. cm.

Includes index.

ISBN-13: 978-156414-945-9

ISBN-10: 1-56414-945-5

1. Incentives in industry. 2. Incentive awards. I. Title. II. One

hundred fifty-one quick ideas to recognize and reward employees.

HF5549.5.I5L538 2007

658.3’142--dc22

www.careerpress.com

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151 Quick Ideas 76-90

Contents

How to Use This Book 9

1. Use Your Words 11 2. Set the Tone 123. Drop on By 134. Let’s Get Formal 145. The Riches of Enrichment 156. Nothing Like a Good Book 16

7. The Art of Articles 178. Turning the Corner 189. Subscription Recognition 19

10. What’s Right Is Write 2011. E-mail for Excellence 2112. Going Virtually Wide 2213. Go for the Green 2314. Cards Online 2415. Cards Offline 2516. Take a Break 2717. Now Hear This 2818. A Touch of Class 2919. The Rewards of Teaching 3020. Certified and Bona Fide Leaders 3121. Good Points 33

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151 Quick Ideas to Inspire Your Staff

22. Take Care of Yourself 3423. Primo Parking 3524. Promotional Opportunities 3625. Keep Your Eye on the Wall 3726. A Polished Reward 3927. What’s Cooking? 4028. Perfect for the Wall or Desk 4129. Special Silly Trophies 4230. On the Spot 4331. Table for Two 4532. Be a Sport 4633. See a Sport 4734. For the Sports 4835. A Great Pad 4936. Let’s Do Lunch Here 5037. Let’s Do Lunch There 5138. It’s a Gas 5239. The Rewards of Carpooling 5340. Entertaining Ideas 5541. Try This on for Size 5642. Greetings and Salutations 5743. Stamps of Approval 5844. A Message From the President 5945. Hot Wheels 6046. I See Your Performance and I Raise You 6247. Recognizing Your Employees and More 6348. Here’s a Suggestion 6449. Post the Good Words 6550. A New Newsletter 6751. Stop the Presses 6852. Add Recognition With Ads 6953. Use Your Headlines 70

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54. Executive Dining 7155. Peer-to-Peer 7256. Happy Anniversary 7457. Savvy About Sabbaticals 7558. When Opportunity Knocks 7659. Knocking Around for Opportunities 7760. The Employees Are Entitled 7861. Featured Employees 8062. Significant Others 8163. Holiday Happenings 8264. Give the Employees a Hand, Literally 8365. Give Your Employees a Hand, Figuratively 8466. It’s About Time 8567. Go for the Goal 8768. Let’s Do Lunch 8869. Bottled-Up Rewards 8970. Surveys Serve All 9071. The Value of Video 9172. Rewards for Referrals 9373. Mentors Mean More 9474. Creative Teams 9575. Pre-hire Presence 9676. Flower Power 9877. In the Employee’s Name 9978. Early to Close 10079. Coffee, Tea, and Treats 10180. Degrees of Freedom 10281. Day Care for the Little Ones 10382. Convenience of a Concierge 10483. Getting in Shape 10684. Voluntary Recognition 10785. Win That Vacation 108

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86. The Field Trip 10987. Side-by-Side With Topsiders 11088. In Association With 11289. Happy Birthday 11390. Cash in Hand 11491. In Focus 11592. Just for You 11693. Discounts Count 11794. Hail With the Chief 11895. Looking Down the Road 11996. Cards Talk 12097. Make Things Pop With Balloons 12298. Guru for a Day 12399. Employee of the Month 124

100. Employee of the Year 125101. Proven Improvement 126102. Outside Input 127103. The Message of the Massage 128104. Meditate About This 129105. Ergonomically Speaking 131106. Feng Shui Today 132107. In and About the Office 133108. Artful Management 134109. A Little Shut-Eye 135110. Taken for a Ride 136111. Name Recognition 137112. For All to See 138113. It’s That Time of the Yearbook 140114. On the Road 141115. In Cool Companies 142116. Technically Speaking 143

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117. It’s About Time 144118. For Sparkling Performance 146119. Treats and Eats 147120. One-on-One With a Pro 148121. Your Grab Bag 150122. Take Training Personally 151123. It’s a Picnic 152124. Retreat and Recharge 153125. Time-Released Recognition 154126. Stress Relief 155127. Strike a Pose 156128. Deep-Rooted Forms of Recognition 158129. Please Pass the Recognition 159130. Amusing Outings 160131. How Random 161132. A Basket of Recognition 162133. Significant Assignments 163134. For the New Hires 164135. A Good Sign 166136. It’s Your Day 167137. The Rewards of Retirement Plans 168138. Bonus Time 169139. Other Options 170140. Your Talented Team 171141. The Awards Banquet 172142. Great Saves 173143. A Word of Advice 174144. While You Were Out 175145. A True Open Door Policy 176146. Let’s Get Oriented 178147. The Sky’s the Limit 179

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148. Lateral Moves 180149. 360 Degrees of Freedom 181150. Recipe for Success 183151. The Best Rewards 184

Index 185

About the Author 191

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How to Use This Book

This book is filled with proven recognition and reward strat-egies to help you build your employees’ self-esteem, job satis-faction, and productivity.

Just as you would not go to a restaurant and order everyitem on the menu at one sitting, you should not try to apply all ofthese ideas at once. The best approach is to read through thebook and take the following steps:

◆ Circle the ideas you like best.◆ Highlight the ones you can start now.◆ Set longer-term dates to implement your other

favorites.◆ Come back to the book every 90 days to select

additional ideas.Give your employees copies of this book and meet with

them to discuss the ideas they like best, and set some dates toimplement those that are feasible as well. If you want to use aparticular idea, but it does not perfectly fit your company, do alittle brainstorming with your team and you will most likely comeup with a perfect solution.

It is important to remember that all of the ideas in this bookhave been successfully applied in businesses large and smallthroughout the world. And there is every reason to believe theywill have an equally successful impact in your company!

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Use Your Words

One of the most compelling, powerful, and effective waysto reward and recognize your employees is also the cheapest.All you have to do is open your mouth and give your employeesthe thanks and appreciation they deserve for a job well done.When employees hear you say, “Great job!” they feel betterabout themselves, their work, and the company itself, and thismotivates them towardeven higher levels of per-formance so they’ll receivemore of this feedback in thefuture.

The best time to providethis type of credit and rec-ognition is as close to theemployee’s excellent be-havior as possible. If youcan give this feedback infront of other employees,the impact is even greater.Those other employees willstart to think about waysthey can improve their per-formance so they can be onthe receiving end of praisefrom you.

Assignment

If you only use thewords “Great job!” afteryour employees performwell, the words can losetheir impact. Make a list ofat least 20 of the most en-ergizing and enthusiasticwords you can use, such as“Terrific work!” “Out-standing performance!”“Amazing outcome!” and“Dazzling results!”

EpilogueEpilogueEpilogueEpilogueEpilogueEmployees continue to hear your positive words long

after you have spoken them.

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151 Quick Ideas to Recognize and Reward Employees

Set the Tone

Rewards and recognition do not exist in a vacuum, andtheir impact hinges on the workplace context and culture. Ifthe environment is harsh or cold, all of your efforts to rewardand recognize employees will fall short. For example, if a man-ager typically treats employees with indifference, any positivefeedback or rewards he or she provides will be received withskepticism at best. However, the same feedback or rewardsfrom a more supportive manager will be well received. As a

result, if you want rewardsand recognition to work, itis essential to set a tonethat is positive, friendly,fair, and premised on re-spect and trust.

One easy way to helpset this tone is to avoid thecommon managerial prac-tice of looking through em-ployees rather than talkingto them. By saying “hello”to your employees aroundthe office, perhaps asking

how things are going, and then listening, your employees aregoing to feel appreciated, important, and respected, and theseare great rewards.

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Assignment

Look over the listing ofemployees in your depart-ment and related areas andput a “+” next to those youregularly greet, a “0” nextto those you occasionallygreet, and a “–” next tothose you rarely or nevergreet. Now set a timetableto make all of them a “+.”

EpilogueEpilogueEpilogueEpilogueEpilogueEmployees who rarely hear “hello” from their manager

find it much easier to say “good bye.”

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Drop on By

A powerful source of recognition for your employees is thelevel of interest that you focus on them and their work. If youare inaccessible or basically invisible, your employees can eas-ily sense they are not particularly valuable to you or the com-pany. When you manage bywandering around, one ad-vantage is that you can useall of your senses to get abetter idea of how a depart-ment is operating.

On a more subtle level,by spending time in youremployees’ work areas, youare rewarding your employ-ees. You are essentially tell-ing them that although youhave a great deal of impor-tant work that needs your at-tention, your team is even more important. Your visits are not basedupon resolving a specific problem, and they are free of any agendaother than a desire to meet with the employees, see how things aregoing, ask a few questions, and answer even more.

You are not bearing gifts nor are you doling out cash. Youare providing ongoing psychological rewards that build the em-ployees’ sense of self-worth and competence.

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Assignment

Write down the num-ber of times per day thatyou visit your team withoutany specific agenda orscheduled meeting. If youare averaging less than onevisit per day, commit rightnow to move that averageto more than one visit perday.

EpilogueEpilogueEpilogueEpilogueEpilogueYour presence is often the best present you can give

your employees.

Quick Ideas 2 to 3

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Let’s Get Formal

Regardless of the informal thanks, credit, and recognitionyou give to your employees, a great source of meaningful re-wards for them comes from receiving formal feedback on theirperformance at least once a year.

Many managers tend to delay these sit-down meetings orforget about them altogether, typically mouthing the mantra, “Idon’t have time.” This type of thinking destroys a valuable rec-

ognition opportunity.It is highly rewarding

for an employee to have aclear idea of how he or sheis doing and where im-provement may be needed.When an employee is notgiven this feedback, it is akinto shooting arrows at a tar-get, but not seeing wherethey are hitting.

The most obvious mes-sages in formal review ses-sions deal with theemployees’ performance,but the deeper message is

that you have a genuine interest in the employees and their ca-reers, and this is one of the greatest rewards you can provide.

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EpilogueEpilogueEpilogueEpilogueEpilogueIf you want to have a meeting of the minds with your

employees, no one will mind if you start with a meeting.

Assignment

First, set a date tomeet with each of youremployees to review theirperformance. Second, seta time a few days aheadof this meeting to get pre-pared and look over youremployees’ performanceand notes you may havemade during informalmeetings with them duringthis period.

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The Riches of Enrichment

Employees sense high levels of recognition and rewardwhen management enriches their jobs. Some managers oper-ate under the misconception that enrichment means givingemployees more work, typically more of the same work. Thisis merely expanding theirjobs horizontally. In this sce-nario, rather than feeling re-warded, employees feelused.

Real enrichment ex-pands the employees’ jobsvertically by providing themwith more autonomy, con-trol, and decision-makingresponsibilities. They aregiven increased opportuni-ties to think and grow, and, in many respects, they are able toact as managers of their own jobs. When jobs are truly en-riched, employee performance improves in many different ways,especially in terms of the quality of their work.

Job enrichment is not simply handed to all employees, butrather is earned by those whose performance is consistentlystrong. It is a reward for excellence, and employees in en-riched positions tend to experience increased feelings of confi-dence, achievement, and personal competence.

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Assignment

At some point, hope-fully in the near future, allof your employees will beready for job enrichment.To help prepare for this,look over each employee’sjob and list at least five spe-cific ways to enrich it.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen jobs are enriched, employees and their companies

are enriched, too.

Quick Ideas 4 to 5

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Nothing Like a Good Book

A great way to recognize and reward an employee is togive him or her a book. Obviously, you have millions of choices,but you can set some parameters by looking at the individualemployee and the position he or she holds. Many of the bestrewards are tailored to fit whoever is receiving them, and youcan easily do this with a book.

For example, if you have an employee who has manage-ment potential, you can certainly give a book on management.However, you can just as easily give a novel that includes a

character who displaysoutstanding managerialskills.

If you want to makethis reward more tailoredor personalized, you cangive a book that deals withthe employee’s hobbies oroutside interests, or a well-reviewed book you believeyour employee will enjoy.

Regardless of thebook you select, you shouldpersonalize it by inscribing

it. Use a good pen, write the employee a short praiseful note,and then sign and date it.

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Assignment

Write down the namesof each of your employeesand then list two or threebooks that would be perfectfor each of them. Order thebooks and have them readyfor the next time one ofthese employees doessomething great.

EpilogueEpilogueEpilogueEpilogueEpilogueGiving a book without any inscription is like giving a

trophy without any engraving.

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The Art of Articles

Your employees like to know that you are thinking of them,and not just in a general sense, but also as individuals. One ofthe best ways to recognize their individuality is to send them anarticle that is particularly appropriate to their interests.

The article can deal with some work-related matters, or itcan focus on your employee’s general interests or hobbies. Youcan give the employee a hard copy of the article in person, oryou can just as easily send it as an attachment. Either way, themessage is clear: you regard this employee as a valued indi-vidual on your team.

In this way, you are actually providing two rewards. First,there is the psychologicalreward that comes frombeing remembered and rec-ognized by one’s manager.And, secondly, there is thetangible reward of the ar-ticle itself.

When you give thearticle to the employee,be sure to attach a shortnote that includes theemployee’s name and afew positive words about how you thought this article ties rightinto this individual’s goals, interests, or hobbies.

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Assignment

Make a list of youremployees’ objectives andinterests, and then activelylook for relevant articles.The objective is to sendeach employee at least onearticle every other month.

EpilogueEpilogueEpilogueEpilogueEpilogueArticles that you provide to your employees help build

unity—they are truly articles of confederation.

Quick Ideas 6 to 7

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Turning the Corner

Every manager is going to have an employee who struggles.With a good deal of coaching, guidance, support, and perhaps abit of luck, that employee may experience a turnaround.

When you have an employee who makes this kind of transi-tion, you have a golden opportunity to provide some recognition.Recognition at this point is positive reinforcement that will encour-age this employee to continue his or her successful behaviors.

This employee should be given an award indicating that heor she is the most improved player. Whether at a special staff

meeting or as part of alarger recognition program,employees who make greatimprovement should besingled out in front of thegroup and praised for theirtotally improved perfor-mance. They could begiven a special award, theTIP Award for TotallyImproved Performance,exclusively for employeeswho have tipped the scalesand are now performing ata TIP-TOP level. This

award can be accompanied by any number of goodies that arelisted in forthcoming chapters.

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Assignment

Make a list of youremployees who are strug-gling. Note the key areaswhere they need to improveand the specific steps theyshould take. Meet withthem, gather their inputs,and have them sign off on adocument where they com-mit to taking these steps.

EpilogueEpilogueEpilogueEpilogueEpiloguePerformance improvement is contagious, and it can eas-

ily be spread by recognition and rewards.

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Subscription Recognition

It is quite rewarding for your employees to see that you aregenuinely interested in their growth, development, and success,and one way for them to literally grasp your commitment inthese areas is to give them a subscription to a magazine orjournal that relates to their job responsibilities and objectives.

The subscription should be in the employee’s name be-cause this clearly focusesthe recognition on thenamed individual. This canbe a source of additionalrecognition if the employeethen forwards the magazineto others who may be inter-ested in one or more of thearticles.

The recognition fromthe subscription can be fur-ther compounded if you letthe employee know youwould be glad to set up adepartmental brown-baglunch if there is an article he or she would like to discuss. Theoffer to run this type of discussion is rewarding in and of itself,and actually leading such a session offers additional opportuni-ties for recognition.

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Assignment

Review the responsi-bilities and objectives ofeach of your employees,and then match them upwith possible magazines orjournals, whether hardcopy or online. Let youremployees know the maga-zines or journals you areconsidering, and then ask ifthey have a preference.

EpilogueEpilogueEpilogueEpilogueEpilogueGiving a magazine subscription is tantamount to giving

a timed-release capsule that regularly provides a healthy dose

of recognition.

Quick Ideas 8 to 9

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What’s Right Is Write

One of the most old-fashioned ways of providing recogni-tion is also one of the most effective. Although many peoplefind the notion of picking up a pen and writing anything to any-one an archaic and time-consuming task, it is a great way toshow another individual that you have made an extra effort torecognize his or her accomplishment.

This does not mean that you have to write an epic novel orspew some fancy and flowing prose. A short handwritten note

that specifically mentionsthe individual’s name fol-lowed by words of praisefor his or her success is al-ways well received andwell remembered.

A particularly interest-ing point is that manypeople are less likely tothrow out a handwrittennote. They tend to file itaway, and then look backat it every once in a while.This means that your writ-ten note continues to pro-

vide recognition and good feelings well after you have put thepen back in your drawer.

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Assignment

Take out a pen and pa-per and try this techniqueby writing a brief note ofrecognition to yourself fora recent success. Whenyou read it, you are guar-anteed to feel good. Andwhen your employee getsone, he or she will feel evenbetter.

EpilogueEpilogueEpilogueEpilogueEpilogueA handwritten note gives your employees a hand today

and tomorrow.

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E-mail for Excellence

Another highly effective way to spell out credit and recog-nition for an employee is to send an e-mail that waxes glow-ingly over his or her accomplishment. The first step in writingthis is to use upbeat language in the subject line, such as “Ex-cellent Work!” or “Congratulations!”

The next step is to put the employee’s name before any ofthe text you write. The tendency with office e-mail is to simplywrite a message, and this isfine for most online businesscommunication, but not fora note of recognition.

A similar point appliesto the end of this laudatorymessage. Before you hit“Send,” be sure to includeyour name. Even thoughmost business e-mail endswith the last sentence of themessage, that is not enoughfor a laudatory note. If youreally want to personalize itand emphasize the signifi-cance of your employee’saccomplishment, add your name, and not with your title or phoneextension under it.

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Assignment

Take a look at youremployees right now.There is at least one whoseperformance merits recog-nition today, but you havebeen too busy to provide it.Send this employee an e-mail that praises his or herwork. And don’t be sur-prised if you receive anequally appreciative e-mailin response.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you give thanks, you get thanks. And more.

Quick Ideas 10 to 11

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Going Virtually Wide

You can easily compound the power of your laudatory e-mail messages by clicking “cc” and simultaneously sendingcopies to various significant others in your organization. Takingthis extra step has several compelling advantages, the first ofwhich is that it makes the employee feel extra proud, positive,and pumped because his or her accomplishment has been placedbefore so many important eyeballs.

On a broader basis, by going wide with your message, youhave helped put a spotlight on your employee that can help

generate additional oppor-tunities for his or hergrowth and advancementwithin the company. In ad-dition, when your employ-ees perform well, it alsomeans that you havehelped set the stage fortheir success. In this way,you are sending a positivemessage about yourself totopside management aswell.

The icing on this cor-porate cake arrives whena topside manager sends acongratulatory note back to

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Assignment

To save time down theroad, write out a list of se-nior corporate players whoshould receive copies of thepraiseful e-mail notes thatyou send to your employ-ees for their accomplish-ments. Now put an asteriskby each topsider who mightneed a friendly prompt tosend their own congratula-tory note as well.

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the employee. This feeds the employee a second portion ofrecognition, and that is very tasty indeed.

Go for the Green

If you had a chance toprovide recognition to a rap-idly growing number of em-ployees on a matter of realimportance to them, youwould probably jump at theopportunity. That’s exactlywhat managers worldwideare doing right now when itcomes to implementing pro-grams that are environmen-tally friendly.

Eco-friendly steps spana huge spectrum that caninclude putting out organic

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you make others look, you look good.

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Assignment

Make a list of 10 ac-tions that you can take inorder to make your work-place more environmentallyfriendly. Rank each item inyour list in terms of impor-tance and cost, and then seta schedule to implementeach over the next 12months.


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fruit for the employees, providing health-oriented perks, usingrecycled materials, switching to solar power, and even rede-signing a company’s ventilation system to reduce toxins in theair.

Although interest in going green is more common amongyoung employees, it is shared by growing ranks of employeesof all ages. When managers implement these types of pro-grams, employees literally and figuratively feel better aboutworking for the company, and the idea of working for such aforward-thinking company is a source of pride and recogni-tion when describing their work to others.

It is profoundly rewarding for employees to sense thatmanagement is proactively taking steps to deal with issues thatare meaningful to them.

Cards Online

It is always best to provide recognition as close to anemployee’s successful performance as possible, and you cando so at the speed of light by sending an online card.

There are numerous sites that offer cards for any oc-casion, and with a little searching, you can find one thatperfectly fits the person and the situation. The nice thingabout this type of recognition is that you are connectingwith several of the employee’s senses at the same time.With an online card, an employee’s sense of touch, sound,

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you are friendly to the environment, it is friendly

to you.

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and sight are all involved, and this makes the recognition allthe more memorable.

When employees receive an online card, they tend to smileand feel good for the moment and beyond. After all, if the cardfits really well, they are not likely to delete it. Rather, they willsave it and return to it several times, repeatedly experiencingthose good feelings of recognition.

Cards Offline

Another highly effective way to provide recognition to youremployees is to go traditional and select an appropriate greet-ing card from a bricks-and-mortar store. Even in today’s vir-tual world, employees still appreciate holding a clever andattractive card that is meant solely for them.

EpilogueEpilogueEpilogueEpilogueEpilogueOnline cards are on time, on track, on target, and live

on and on and on.

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Assignment

Because timing is of the essence, go toany search engine and enter the phrase“online cards.” Visit several sites and copythe addresses of those with cards that havethe best fit with your team. If you see anycards that are particularly appropriate foryour employees, write the employees’names next to the address.


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The key strategy is to select a card that not only fits theoccasion, but also fits your employee’s personality. Once youhave selected that perfect card, be sure to add a few words ofthanks or congratulations in your own handwriting, and thensign the card. If you simply sign your name, you are letting thecard do all the talking, and that lessens its impact.

Also, do not just plop the card in your employee’s mail slotor on his or her desk. The recognition will really hit home if youhand the card to the employee and offer a few words of thanksand recognition when doing so.

EpilogueEpilogueEpilogueEpilogueEpilogueA great card for a great performance can have a great

impact.

Assignment

To avoid having to look for that perfect cardat the last minute, make a list of the stores you fre-quent that have gift card sections. Set aside fiveminutes each time you visit these stores to lookthrough the card section. Over the next month, com-mit to buying at least one card for each of youremployees.

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16

Assignment

Look carefully at theperformance of each ofyour employees and see ifthere are any whose per-formance could merit a halfday or full day off. Forthose who are in that range,look at the calendar for an-ticipated completion datesand anticipated projects forthem, and then circle thepossible days on which thistime off could be given.

Take a Break

For the employees who have worked extra hard and at-tained outstanding results, an excellent reward is an afternoonor a full day off with pay. This type of recognition instantlyshows that you appreciate your employees’ diligence and dedi-cation, and you understand the sacrifices they have made to

get the job done.This reward is best

given as a surprise, ratherthan stipulated as a possibleoutcome if certain goals aremet. If you present the pos-sibility of time off at the out-set of the project, but theproject falls short or othertime-consuming projectsdevelop just as this one iswrapping up, there can beproblems.

Besides, surprising anemployee with time off is farmore fun, and that’s a greataddition to any workplace.When you give out this re-

ward, be sure to do so in person if possible, or at least by tele-phone. The more you personalize it, the greater its impact.


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Now Hear This

If you put a slight wrinkle on the notion of time off fromwork, you come up with another terrific way to reward your

employees, namely the op-portunity to go off-site tohear a great speaker. Thisreward gives your employ-ees a combination of timeoff, education, information,and entertainment.

You can select from avast array of speakers thatincludes management gu-rus, government leaders,prized athletes, militaryheroes, hot chefs, glitzy ty-coons, newsmakers andshakers, heralded authors,hyper motivators, stand-upcomedians, movie stars, andmore. It is best to pick

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees work extra hard and are rewarded with extra

time off, they return with extra energy, focus, and dedication.

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Assignment

Almost every day thereare newspaper announce-ments about speakerscoming to your area. Makea list of these speakers,their topics, and appear-ance dates, and then matchthis list with the names ofyour employees who de-serve to attend and whoseinterests and availabilitypoint to a good fit. Bookthem to attend and meetwith them individually togive them the news.

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speakers who can pique your employees’ interests, as this willcompound the reward and the enjoyment.

There is something exciting about seeing famous speakersin person, and there can even be more excitement when latertelling friends and significant others about the event. When youremployees return to work, a good piece of that excitement willcome back with them.

A Touch of Class

When employees per-form well, one of the mostmeaningful rewards youcan give them is an oppor-tunity to attend seminars,classes, educational pro-grams, or even pursue adegree. Employees typi-cally have strong motiva-tions to learn, grow, anddevelop, and rewards thathelp meet these needs aretruly energizing.

You can now choosefrom a tremendous menu

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees go off-site to hear an amazing speaker,

there is far more than meets the eye—or the ears.

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Assignment

Make a list of your em-ployees who merit this re-ward. Hopefully, it will beyour entire team. Go to anymajor search engine andstart the hunt for the per-fect educational programs.Match each employee withprograms that best fit theirindividual needs, skills, andobjectives. When the time isright, let the school bells ring.


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of educational options both online and off, and there are coursesavailable on just about every imaginable subject. And further,there is a vast array of providers that includes public and pri-vate universities and colleges, private training companies, gov-ernmental training programs, professional associations, industryconventions, and numerous companies interested in trainingpeople to use their products.

With all of these options, you are now in a position to tailorany training to your individual employees. For example, somemay respond well to supervisory or managerial training, whileothers will be far more appreciative of specific technical train-ing. The better the fit, the better the reward.

The Rewards of Teaching

After you have rewarded an employee by sending him orher to a seminar, class, course, or other educational program,you can take the reward to higher levels by inviting this indi-vidual to conduct a mini-seminar for the other employees. Thismini-session would focus on the highlights of whatever youremployee learned.

When you allow an employee to run an entire trainingsession, you are fulfilling some of his or her most important

EpilogueEpilogueEpilogueEpilogueEpilogueEmployee growth and development are the keys to a

company’s growth and development.

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psychological needs, namelythe needs for recognition, re-sponsibility, achievement,and growth. This step alsorewards your employee withfirsthand experience in pub-lic speaking, planning and or-ganization, and training.

An additional benefit isthat your employee will haveto learn the course contentparticularly well in order toteach it. And, on a broaderbasis, this approach will in-crease the likelihood that thebest content from the origi-nal program will actually beapplied on the job.

Certified and Bona Fide Leaders

A strategic management development program exclusiveto your company can be a great source of recognition for youremployees. This type of program, which can be designed by an

Assignment

If you have any em-ployees who recently at-tended an educationalprogram, invite them to puton a mini-seminar for therest of the team. To helpmake this session or anyfuture sessions a success,take care of the administra-tive details such as reserv-ing the meeting room,setting it up for the discus-sion, having notepads andpens ready, and orderingsome light snacks.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees teach what they have learned, every-

one learns some important lessons.

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internal team of managersor by an outside firm, pro-vides your supervisoryand managerial employ-ees with a complete man-agement developmentprogram.

Such a program ismore than a bunch ofclasses loosely strung to-gether and given a catchylabel. Rather, this programincludes a formal curricu-lum, regular classes bothonline and off, homework,and exams. Employeesfeel rewarded and specialwhen selected to attend.They enjoy having the op-portunity to learn andgrow, and their inclusion

implies that management recognizes them, respects them, andhas positive expectations for them.

Beyond these intangible rewards, these programs are liter-ally capped off with a graduation ceremony for those who com-plete the full curriculum. Each graduate is rewarded with aframed personalized diploma designating that they are certifiedsupervisors and managers for your company.

Assignment

Future managers andsupervisors tend to learnmost of their leadershipskills from their own man-agers, typically throughday-to-day interactions.Think about what youwould teach your employ-ees if you were to do so ina classroom. Develop a listof managerial topics whereyour expertise is particu-larly strong, and then de-velop a lesson plan to teachyour employees in each ofthese areas.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen companies plant seeds of knowledge, the employees

blossom.

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Good Points

One of the best ways to connect a personalized rewardwith excellent behavior is to reward employees with points whenthey perform well. The employees can then take their pointsand use them to pick outany rewards they wouldlike from various online re-ward sites. The morepoints they accumulate, thebetter the goods and good-ies available to them.

One advantage of thisapproach is that you cangive your employees theirpoints immediately afterthey perform well. Thistype of instant gratificationhelps lock-in their stellarbehavior. In addition, theyenjoy any positive com-ments you might providewhen lavishing these pointsupon them.

The positive feelings continue when your employees goonline to pick out their rewards. There is something particularlyexciting about earning this type of shopping spree. When theydo pick out that special reward, it is a perfect fit, and that makesany reward more long-lasting.

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Assignment

Go to one of the majorsearch engines and enterthe keywords “online,”“employee,” and “re-wards.” Click on some ofthe online providers, reviewtheir product offerings andterms, and then select onethat looks like the best fitfor your company and yourteam. The one you selectshould provide you witheverything you need to startthis program right now.

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Take Care of Yourself

Everyone wins when employees strive to maintain ex-cellent health, and now there are cutting-edge steps you cantake to reward your employees for pursuing healthierlifestyles. Some of the positive outcomes include richer andfuller lives, improved performance and attendance on thejob, and even reduced insurance premiums.

The idea is to estab-lish a wellness programand reward employeeswho participate in i t .There can be any num-ber of rewards, such asa reduction in co-pay-ments for doctor visits orprescription drugs. You canalso offer reduceddeductibles, or even cashor other tangible prizes.

Wellness programstypically require an initialdoctor visit to check youremployees’ blood pres-sure, cholesterol, weight,

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees can earn valuable points for perfor-

mance, they engage in less pointless behavior.

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Assignment

Contact your HR depart-ment or your company’shealth-care provider andask about incentives foryour employees and forthe company if you imple-ment a wellness program.If your provider gives youlittle more than a strangelook, then you should lookfor another provider.

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and the like. Once this is completed, the employees who followthe doctor’s instructions to improve their health are given therewards.

When employees engage in healthier lifestyles, they oftenlook and feel better, which is a great reward in and of itself.And when other tangible rewards are placed on top of this, it isnot uncommon to find many employees hopping onto the healthierbandwagon.

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding employees for a healthy lifestyle is a gift they

will always carry.

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Primo Parking

Assignment

Take a look at yourcompany’s parking situationand select one spot that canbe used for this reward pro-gram. Try to base this rewardon performance that actuallyrelates to driving to work, suchas attendance, safety, or tardi-ness. The final step is to an-nounce the program andconduct a drawing for all quali-fied employees.

For employees whodrive or carpool to work, thereward of a great parkingspace literally and figura-tively has its place in anoverall recognition pro-gram. A spot that is near theentrance is always appre-ciated, especially in outdoorlots during the hot, humid,or hazy months of the sum-mer and the cold and icymonths of winter.

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There are some additional steps that can make this rewardparticularly appealing, such as giving the parking space a spe-cial designation. This can include a sign that prominently an-nounces that it is reserved for company superstars, or specialcolored lines that distinguish this space from all others.

You can tack another reward onto this by posting onlinephotos of the super employees as they proudly stand by theircars in this super space. For an even longer-term impact, youcan add the names of these winning employees onto the signthat denotes this spot. By doing so, you have actually turnedthis sign into a trophy.

Promotional Opportunities

One of the best ways to recognize and reward outstandingperformance is to promote employees who consistently dem-onstrate excellence in their work. In many respects, promotionis the ultimate reward at work because it fulfills the successfulemployees’ needs for recognition, achievement, responsibility,and personal growth. Employees also enjoy the more tangiblerewards that typically accompany a promotion, such as a raiseor a better office or workstation.

When promotions are carried out equitably, there are evenrewards for employees who are not promoted. For example,

EpilogueEpilogueEpilogueEpilogueEpilogueThe chance of winning a special parking spot can drive

people to work even harder.

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it is rewarding for employ-ees to see that the companypromotes from within, andthis can further energizethem to work harder to re-ceive a similar reward.

You can make a pro-motion even more reward-ing by accompanying itwith a formal announce-ment, a photo opportunity,and a personal note to theemployee. Employees re-member every promotionin their career, and thesesmall steps make everypromotion even morememorable.

Keep Your Eye on the Wall

You can dramatically increase the positive impact of anyreward by simultaneously providing some publicity. An out-standing way to do this is to designate one wall for employeerecognition.

Assignment

Look carefully at youremployees and rate each ona scale from 1 to 10 in termsof promotability, with 10 be-ing the best. For those whorank high, review the ad-vancement opportunities inyour department and com-pany at large, and considermoving them up if possible.At the same time, meet witheach employee at the lowerend of the continuum andstart designing a develop-mental program with them.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you promote an employee, you are also promot-

ing productivity, commitment, and motivation.

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It can be called the “Wall of Fame,” and there shouldbe nothing on it except items that focus on employee re-wards, recognition, and appreciation. This is where you

would place photos, an-nouncements, and com-mendations regardingyour employees’ out-standing work and accom-plishments. The Wallshould be in an area witha good deal of employeetraffic, and employeesshould be able to stop andlook at the postings with-out creating a bottleneck.

The Wall of Fameturns any single rewardinto a double reward. Thefirst is the reward itself,and the second is havinga photo and write-up on

this wall. Employees sense high levels of recognition ev-ery time they see themselves on it, and the rewards keepcoming when coworkers mention that they saw them on“the Wall.”

EpilogueEpilogueEpilogueEpilogueEpilogueA Wall of Fame is the corporate equivalent to having

one’s name in lights.

Assignment

Take a tour of your of-fices, work area, or build-ing and look for the perfectwall that can be trans-formed into the Wall ofFame. Once you havemade your choice and linedup the necessary approv-als, make sure the wall hasits own unique color and aneye-catching graphic.Once it’s ready, put theword out to all.

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A Polished Reward

One gleaming example of a highly visible reward that isconsistently well receivedis a free carwash. Whenyour team has been per-forming well and you areseeking a sweeping re-ward, this one reallyshines.

On a basic level, anewly washed car savesyour employees time andmoney, two commoditiesthat your employees trulyvalue. In a broader sense,this reward tells your em-ployees that you careabout them whether theyare on the job or off. Tim-ing the carwash with thecompletion of a major project or the start of a new businesscycle is an excellent way to psychologically wipe the slateclean and start fresh.

As employees go to and from work for days and possiblyweeks after the carwash, the good feelings associated withthis reward will be riding with them. And to keep this rewardfair, don’t forget to give carwash vouchers to employees whocarpool or take public transportation to work.

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Assignment

Go to your favoritesearch engine and enteryour geographical locationand the words “mobilecarwash.” Check out eachsite and contact those thatlook best. You can negoti-ate prices, and be sure tocheck references. Whenthe time arrives to book adate, try for a Friday. Em-ployees love a shiny car forthe weekend.


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What’s Cooking?

If you are looking for a fun reward, you and some of yourfellow managers should replace your managerial garb with

chef’s apparel and cook ameal for your employees.Some of the popular offer-ings include pancakes andeggs for breakfast, burgersand salads for lunch, or apasta dinner.

On the one hand, this isa tasty way to say thanks toyour employees for doing agreat job. At the same time,when you are cooking up ameal for your employees,you are also cooking up op-portunities for them to getto know you better. Youmay be a highly accessibleand communicative man-ager, but when you sport an

apron and a chef’s hat, even the most miniscule barriers tocommunication fall by the wayside. Importantly, the lines of

EpilogueEpilogueEpilogueEpilogueEpilogueGiving your employees a free carwash is a great reflec-

tion on you and your company.

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Assignment

Meet with your fellowmanagers to discuss thisreward and the logistics ofapplying it in your depart-ment or company. Selectthe meal that works best forall of you. A quick searchonline or in your local phonedirectory will help you lineup all of the food, cookingequipment, silverware,plates, and other itemsneeded to make this a verypalatable reward.

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communication that are opened at these meals tend to stayopen long afterwards. These events not only reward your team,they build your team.

Perfect for the Wall or Desk

When employees accomplish great feats, whether in termsof special projects, work beyond the call of duty, or meetingextra challenging goals,there are some traditionalrewards that are still verypopular. In this regard,trophies, plaques, rib-bons, and certificates areamong the most enduringrewards for outstandingperformance.

These rewards are par-ticularly compelling whenthey are personalized notonly with the employee’sname, but also with a fewlaudatory comments that

EpilogueEpilogueEpilogueEpilogueEpilogueCooking a meal for your employees gives them recogni-

tion they can savor, and that’s food for thought.

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Assignment

Look at your employ-ees who may be carryingout particularly demandingassignments and ask your-self if there are any whomerit this type of reward. Ifso, contact a local or onlineaward company and checkout the offerings. When youfind what you like, write apersonalized inscription,place your order, and sched-ule the ceremony.


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describe what he or she has done. If you want to raise therecognition a few decibels, give out these rewards in a cer-emony. At such an event, speak glowingly of the employee’saccomplishment, express your appreciation and congratulations,hand the award to him or her, and then pose for a photo for theWall of Fame and company Website.

Employees typically put these awards in their offices, anda good piece of the satisfaction they felt on the day they re-ceived them will come back every time they glance at theirtrophy, plaque, or certificate.

EpilogueEpilogueEpilogueEpilogueEpilogueGiving out traditional rewards can be a great tradition in

your company.

29Special Silly Trophies

If you are looking for a fun way to recognize and rewardyour employees, come up with an original trophy to honorperformance on a specific project, program, or event. It canbe anything you want—a rock, a dented can, an archaic cellphone, a used running shoe….

This trophy is typically passed from one winning indi-vidual or team to another. It adorns a desk or work area for agiven amount of time and is then conferred to the next personor team that earns it.

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You can call these trophies whatever you wish. For ex-ample, perhaps there was an employee from yesteryear whoselong hours and dedication greatly surpassed all others. You couldname a trophy after this person and award it to the employeewho demonstrates dedication and persistence far beyond thecall of duty. This trophy could be a broken clock, as the winningemployee obviously has no idea of the time.

EpilogueEpilogueEpilogueEpilogueEpilogueA seemingly meaningless trophy can be a highly mean-

ingful reward.

30


Assignment

Look at your employees’ projects on anindividual and group basis, and try to find onethat lends itself particularly well to this typeof reward. Original trophies are especiallyenticing on projects that call for spirited com-petition within your team. Write down at least10 trophy ideas, and then pick the one thatlooks like the most fun.

On the Spot

A spot bonus is one of the best ways to provide recognitionand rewards right on the heels of desired behaviors. This is a

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reward that you immedi-ately give to an employeewhen you catch him or herdoing something terrific.

The bonus itselfshould not be visible toyour employees until yousee outstanding behav-ior. At that instant, pull itout of your pocket orpurse and hand it to thatemployee. Be sure tooffer hearty congratula-tions and thanks. Ifthere are other employ-ees around, that’s evenbetter.

This reward can bewhatever works best for

you and your employees, all the way from a cool gift certifi-cate to cold cash. For maximum impact, be sure to placethis reward in special wrapping that clearly designates whatit is. This is a great way to build excitement, suspense, andtradition. When you give one of these bonuses, be sure tonote it in the employee’s file.

Assignment

Make a list of 10 itemsthat would be excellent spotbonuses for your employ-ees, and then bring all ofthem to work. From nowon, whenever you walkaround your employees’work areas, have at leastone spot bonus with you.Try to be extra observant,and make it your goal togive out at least one spotbonus over the next twoweeks.

EpilogueEpilogueEpilogueEpilogueEpilogueSpot bonuses are a great way to reduce spotty

performance.

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31Table for Two

For your employees who are putting in extra long hours,one fulfilling reward is a dinner for two. However, this is morethan simply picking a restaurant and then handing them a mealticket.

If you want this to be a rewarding meal in all respects, pickout not only an excellent restaurant, but also one that your em-ployee may have mentioned glowingly in the past. If he or shehas not noted a restaurant by name, try to learn the kinds of

foods he or she prefers andthen make your choice.Rewarding your hard-working employees withdinner at the latest trendyeatery can be a big turkeyif your employee does notlike the food.

Your hard-workingemployee probably misseda good number of dinnerswith his or her significantother, so be sure to includethis individual as well. Heor she plays a key role inyour employee’s life, and

some thanks and recognition for this individual can make thoselong work hours a little more palatable.

Assignment

Make a list of youremployees and their favor-ite restaurants or foods. Ifyou cannot come up withanything, it’s time to spendmore time getting to knowyour employees. When yousee any of them repeatedlyworking extreme hours,hand them a certificate forthat ideal meal.

EpilogueEpilogueEpilogueEpilogueEpilogueDinner for two is a perfect reward for employees who are

literally and figuratively hungry.


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Be a Sport

If you are looking for a healthy, exciting, and fun way togenerate recognition for your employees, take a look at company-sponsored athletic teams. You can easily find leagues in mostcities for such sports as bowling, soccer, softball, volleyball,and many more.

When employees are on a company athletic team, recogni-tion comes from all over the lot. Employees on these teams get

recognition every time theteam does anything, start-ing with the team’s forma-tion and ending with itsfinal game. This recogni-tion also includes write-upsand photos on the com-pany Website and Wall ofFame.

There is a great dealof recognition tossed backand forth among the play-ers on these teams, and itis turbocharged when itcomes from teammateswho happen to be part ofsenior management. Infact, conversations amongteammates often include

more than sports, and they can easily open doors to choiceassignments and opportunities.

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Assignment

Contact your localparks and recreation de-partment for information oncompany-sponsored teamsin your area. Give your em-ployees a summary of theseprograms, and then conducta poll to see how many em-ployees are interested play-ing any of these sports. Totalit all up, select the mostpopular sport, put your nameon the top of the list, and letthe signups begin.

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See a Sport

Tickets to sporting events are a terrific way to reward indi-vidual or group performance. If employees meet specific ob-jectives, they are rewardedwith tickets to a local sport-ing event, such as a base-ball game.

Depending on theproject and participants,these rewards can be givento a few employees or eventhe entire department. Infact, when you make this agroup award, you are likelyto see more team-orientedbehaviors among the em-ployees. You are also likelyto hear the employees in-corporate more sports vo-cabulary into their daily work as they strive to handle curveballs,play hardball, and avoid striking out.

If they meet the goals and get to go to a ballgame, you canboost the recognition by giving them coupons for free food and

EpilogueEpilogueEpilogueEpilogueEpilogueBoth on the field and off, being on a company team can

be highly rewarding for all of the players.

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Assignment

Look over the projectsanticipated for the nextfew months and see if anylend themselves to this typeof reward. If you find one,spell out the specific objec-tives, contact the closestprofessional sports organi-zation and start lining upthe tickets, and thenpresent the project to youremployees.


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beverages at the park. For some additional recognition, contactthe ballpark ahead of time and have the employees’ namesflashed on the scoreboard for an official welcome.

For the Sports

In keeping with thetheme of linking recognitionand rewards to sports,there are some hands-onrewards in this area thatwork and play particularlywell. These sporting re-wards are long on fun, andthey include items such asNerf footballs, Frisbees,Koosh balls, golf balls, ten-nis balls, and kites.

These rewards shouldbe handed out with over-stated pomp and circum-stance. If you would likethem to have a longer-termimpact, you can have yourcompany name placed onthem. And if you are giving

EpilogueEpilogueEpilogueEpilogueEpilogueWhile professional athletes stretch every day, your em-

ployees are likely to stretch when given the opportunity to

win tickets to a game.

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Assignment

If your employees aremidway in a project rightnow and you would like togive them a rewardingboost, go to your friendlysearch engine and enter thewords “promotional” and“logo.” Look over thesports-oriented offeringsand order some that youremployees will enjoy.When the items arrive,have your ceremony, andbe sure to set aside sometime to roll up your sleevesand play.

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out the item because of performance on a particular project orevent, you should have that noted on it as well. Every time youremployee plays with one of these rewards, even for years tocome, the good feelings are rekindled every time the award isthrown, kicked, passed, or flown.

A Great Pad

If you are looking for adifferent way for your em-ployees to feel recognizedand rewarded every timethey sit down at their com-puters, one of the best is thepersonalized mouse pad.This is one of those fun re-wards that you can give toyour employees for their abil-ity to work around computerglitches, squelch ridiculous e-mail, control the amount ofmail stored in their inboxes,or successfully handle othertechie problems.

This mouse pad shouldinclude the company name

EpilogueEpilogueEpilogueEpilogueEpilogueEmployers and employees can score all sorts of points

when the rewards are sports items.

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Assignment

Look at the perfor-mance of your employeesin terms of their ability tomake the best use of theircomputers. If there are anywho are a virtual cut abovethe others, they may be FITemployees. Make your se-lection, go to your choicesearch engine, enter thewords “custom” and“mouse pad,” and you’llfind a mouse pad that is theperfect fit.


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and logo, the employee’s name, and the name of the re-ward. Perhaps these employees are designated as Friendsof Information Technology, or FIT. These FIT employeesshould receive their pads at an over-the-top ceremony, fol-lowed by photos on the Website and Wall of Fame.

Whenever these employees boot up their computers, theywill briefly flash back on the good times associated with thisreward, and that is a great way to start any day.

Let’s Do Lunch Here

EpilogueEpilogueEpilogueEpilogueEpilogueIn spite of their location, mouse pads are anything but

underhanded rewards.

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Assignment

Look over your em-ployees on an individual andgroup basis to determine ifany are about to reach animportant objective. If so,check the calendars and setup an in-house lunch. Fri-days are often the best days,and be sure to invite theentire department and se-nior management.

When your team or akey person on it meets animportant goal or mile-stone, a casual and enjoy-able way to reward andrecognize the accomplish-ment is with light lunchright in the department.

The objective of thesecasual and light-spiritedget-togethers is to focusattention on your deserv-ing employees, rather thanfocusing on the food that

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is being served. As for the actual condiments, you can go asbasic as pizza, sub sandwiches, or a deli platter. Or, if the hon-oree or honorees have a favorite food, then that should be theselection du jour.

As part of this event, be sure to take a few minutes tosingle out the individual or group and say a few laudatory wordsin front of all the attendees. You can make the experience evenmore significant for everyone by inviting some of the company’ssenior managers to attend and say a few words.

Let’s Do Lunch There

If you want to raise the stakes (and possibly the steaks) inthese celebratory lunches for your employees, you should holdthe event off-site at a local restaurant. You can personalize itby selecting an eatery that is preferred by the individual orteam that you wish to recognize.

One major advantage of holding a recognition lunch off-campus is that there are fewer work-related interruptions anddistractions, and this makes the honorees the center of atten-tion. This also allows all of the employees to absorb the fullimpact of this type of recognition. In fact, not only do the hon-orees sense a high degree of recognition at these lunches, all ofthe employees who are invited to attend feel personally recog-nized as well.

EpilogueEpilogueEpilogueEpilogueEpilogueWith a light celebratory lunch in the department, the

most important items being served are recognition, atten-

tion, and appreciation.

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It’s a Gas

Many studies are finding that gasoline prices are of majorimportance to growing numbers of employees. As a result, someof today’s best rewards are gasoline gift cards. They look likeplastic gift cards from any retailer, and they have a dollar amountright on the front, typically $25, $50, or $100.

Because rewards work best when they meet your employ-ees’ needs, gasoline gift cards certainly fit the bill. They clearly

Assignment

If the performance of any of your employ-ees as individuals or groups merit this type ofreward, or you anticipate that they will soon bedoing so, contact some of the favorite local res-taurants, check for a private or semi-privatearea, and make a reservation at the one thatworks best. When the time is right, you shouldhave no reservations about announcing thelunch and inviting some senior managers to at-tend as well.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you reward your employees with lunch at a favor-

ite restaurant, the honorees sense that they are the real “spe-

cials of the day.”

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demonstrate that youlooked carefully for a re-ward that your employeescan actually use. Whilethere certainly is a place for“warm and fuzzy” rewards,there is also a place forfunctional rewards, espe-cially those that fill the em-ployees’ needs while alsofilling their gas tanks.

Your employees willsense a good deal of rec-ognition when you handthem one of these cards,and they will relive some ofthose positive feelings when they use their cards to fill up theircars and get back on the road.

The Rewards of Carpooling

Even if you do nothing but encourage your employees tocarpool, you are actually setting the stage for them to receiveseveral inherent rewards. For example, carpooling allows themto travel in carpool lanes, save wear-and-tear on their cars,save money in gas and repairs, get to know some of their co-workers, experience less stress, and help the environment.

Assignment

One of the easiestways to purchase thesecards is online. Use anysearch engine and enter thewords “gasoline” and “giftcards.” You will quicklyfind all sorts of options forall sorts of prices. Selectand order the cards youwant, and when they arrive,start giving them out forexcellent performance.

EpilogueEpilogueEpilogueEpilogueEpilogueGasoline gift cards are fulfilling rewards that truly gener-

ate miles of smiles.

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You can make this practice even more rewarding forcarpoolers by adding some incentives such as special parkingand free car washes, or you can go a step further and enter allof them, plus those who take public transportation, into a monthlydrawing where they can win prizes such as movie tickets,supermarket gift cards, and, of course, gasoline gift cards.

Assignment

Send an e-mail to your employees an-nouncing the carpool incentive program, andask all who are interested to let you know. Re-view the names and addresses of those whorespond, and let them know if there is a pos-sible match. Be sure to inform all new em-ployees about this program, as any new hirecould be a perfect carpooling buddy for some-one who is still driving solo. And don’t forgetto post the names of the employees in the win-ning carpools.

EpilogueEpilogueEpilogueEpilogueEpilogueA carpool incentive program is a great vehicle for driv-

ing many of your company’s messages home, and driving

them to work as well.

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Entertaining Ideas

When employees work extra long hours and complete aseemingly unending project, a rewarding way to put a period atthe end of the sentence is to take them to see a movie, a play,or other entertainment dur-ing the day. On that day,bring your employees to-gether as if you are holdinga departmental meeting,and then surprise them byannouncing that all of youwill soon be leaving forsomething special.

You can tell themwhere they are going, orkeep it a secret and let theexcitement and suspensebuild along the way. And tomake the travel more funand memorable, the pre-ferred mode of transporta-tion is one or more limousines, although a bus will surely do.Try to select an event that is in great demand and has receivedrave reviews, and be sure the program ends in time for theemployees to get back and leave work at a normal hour.

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Assignment

If your employees willsoon be wrapping up ahighly demanding project,start scanning newspapersand online services for aspecial entertainment eventas their reward. As soon asyou lock in a completiondate for the project, lock intickets for the entertain-ment, and lock in the trans-portation, too.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you reward your employees by taking them to en-

tertaining events, they are more likely to entertain your ideas,

inputs, and suggestions.


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Try This on for Size

Apparel can be a very fitting reward for your employ-ees. You can generate high levels of fun and recognitionby giving out clothing, ranging from T-shirts or boxer shorts

to pricier items such asdesigner ties and scarves.When a major projectwraps up, you can alsoshow up at work withhats, shirts, blouses, orsweatshirts; have a mini-ceremony; and give themout. These items are par-ticularly popular whenthey include your com-pany logo.

You can go even fur-ther in linking apparel torecognition by designatingone particular i tem ofclothing as the highesthonor in your company. Itcan be given out for out-standing performance inany area that you desire,

such as sales, cost reduction, community service, or em-ployee development. This item, typically a very nice jacket,sweater, or hat, would have its own special color, and noth-ing like it should be given out by your company.

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Assignment

Start building an inven-tory of apparel to give outwhen your employees de-serve it. Look carefully atyour employees to get anidea of the kind of clothingthey prefer, and make surethat whatever you give isin line with the season. Youcan order the apparel atyour favorite online oroffline store, and you canuse these same resourcesto emblazon the selectionswith your company logo.

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Greetings and Salutations

You have a great opportunity to provide recognition to youremployees when you bring visitors through the department.Many managers stroll rightthrough with the visitors intow, but say nothing tothe employees along theway. This actually meansthat the managers areshowing the visi torsnothing, because depart-ments are nothing with-out the employees.

When a manager ig-nores the team in thesesituations, the message tothe employees is that theyare unimportant and insig-nificant. However, if yousimply say “hello” to your employees as you and your visitorsamble by, the employees sense high levels of recognition andself-worth. And if you add the employees’ names and evenstop to make quick introductions and exchange a few words,their sense of personal recognition is even greater.

EpilogueEpilogueEpilogueEpilogueEpilogueRecognizing and rewarding employees with apparel is

a warm and fuzzy strategy that typically wears well with

everyone.

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Assignment

The next time you takea visitor through the de-partment, set aside a fewextra minutes for somemeet-and-greet with yourteam. To build the recog-nition even further, think ofsomething positive to sayabout your employees asyou pass through theirwork areas.


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There will obviously be times when you and your visitorsmust rush through the department because of time constraints,but even then, a nod or a smile to your team can go a long way.

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Assignment

Look at your employ-ees’ performance, select afew individuals or a groupthat merit this recognition,and then take some photoswith a digital camera. Justfor fun, don’t tell your em-ployees why you are doingthis. Go to an establishedsite, such as stamps.com,and follow the prompts. Beready with the camerawhen you give out these funrewards.

Stamps of Approval

One of the newest waysto recognize and rewardyour employees for outstand-ing performance is with U.S.postage stamps. You cannow put photos of your em-ployees on these stamps, andthey can be used just likeregular stamps.

This starts with a pictureof whoever has merited rec-ognition, whether it’s an in-dividual, group, or entiredepartment. Once you haveselected your favorite pic-ture, go online to one of themany postage sites, uploadthe photo, crop it, add your

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you bring visitors through your department and

say nothing, you are actually saying something quite nega-

tive. A minute of recognition can bring hours of satisfaction.

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own text, add the company logo if you wish, and then place yourorder. In a matter of days, the stamps will arrive at your office.

You can use these stamps on business correspondence,or you can give them to your employees for their own use.Either way, this is a highly personalized reward, and it is agreat way to spread the word about your employees’ excel-lent performance.

EpilogueEpilogueEpilogueEpilogueEpiloguePersonalized postage stamps literally go a long way to-

ward recognizing your employees and pushing the envelope

in this area.

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A Message From the President

If you have an employee or group whose performance,accomplishments, or growth have been off the chart, one out-standing way to recognize and reward this achievement is witha personal note from the company president. The note shouldoffer personalized congratulations for a particular success, alongwith encouragement to keep up the good work.

This message can be sent by e-mail or as a traditional let-ter. While both approaches will be well received, a traditionalletter includes company letterhead and logo plus an original sig-nature from the president. The aesthetics of this approach faroutweigh e-mail, and an employee is likely to hold onto a letterfor a long time. A letter is more likely to be framed than thesame message via e-mail. This type of recognition can be evenmore compelling if the president personally delivers the letterand stays around for a few minutes to chat.

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Hot Wheels

If you want to turbo-charge your recognition and rewardprogram, give the best performer the use of powerhouse carfor a couple of weeks or longer. Some of the cars of choiceinclude the Porsche Boxster, BMW Z4, and Corvette.

This can be an appropriate reward in contests that havemeasurable results, such as those based on sales volume, dol-lars collected in credit, or number of units produced. You can

Assignment

Meet with the company president to set thestage for this type of recognition. Tell the presi-dent about any employees who are on the roadto meriting this recognition, and ask for his orher thoughts as to who deserves this honor.When your employee or employees meet theobjectives in question, contact the president im-mediately and put this recognition program inmotion.

EpilogueEpilogueEpilogueEpilogueEpiloguePersonalized recognition from the company president is

the highest form of corporate praise, and it places the em-

ployees on a high as well.

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also use this reward in programs that are not directly focusedon productivity, such as a drawing for all employees who havenot missed work or have been accident-free for a stipulatedamount of time.

This reward also works well in broader recognition pro-grams, such as by awarding the Employee of the Monthwith one of these cars for a month. Some companies actu-ally own cars for this purpose, while others have lease orrental arrangements.

Assignment

Use your favorite online search engine, cardealership, or car broker to check out the costsof renting or leasing one of these cars. Onceyou find the best deal for your company, an-nounce the program and be sure to include pho-tos. When you give the keys to the employee,the ceremony should resemble the christeningof a new jet, complete with throngs of applaud-ing employees.

EpilogueEpilogueEpilogueEpilogueEpilogueFor a memorable reward that combines excitement, glam-

our, and pizzazz, try rewarding your employee’s high perfor-

mance with the use of a high-performance car.


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46I See Your Performance and I Raise You

For employees who consistently demonstrate outstandingperformance, one of the best rewards is a raise. This is a greatway to tell your employees that you are satisfied with theirattainment of specific goals as well as their overall performance.

When you have employees who merit a raise, think care-fully when determining the actual amount. A raise that is per-ceived as too low can be interpreted as an insult or a sign of

dissatisfaction. And sur-prisingly, a raise that is toohigh can actually make em-ployees feel uneasy andconfused. An exorbitant in-crease in salary also raisesthe question of what youwill do for an encore nextyear.

There is a great oppor-tunity for compelling recog-nition right before the raiseappears in an employee’spaycheck. At that time, sitdown with each such em-ployee and express yoursatisfaction with his or her

work and the pleasure you derive in giving the raise. Wrap upthe session with the hope for more of these types of meetingsin the future.

Assignment

Before providing anyraises, it is important to notonly review your employ-ees’ performance, but alsoto review your company’sraise policies, practices, andstandards; the financialplans and budgetary con-straints; and how your com-pany prefers to position itspay levels relative to othercompanies in your area.

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Recognizing Your Employees and More

Your employees are not the only ones who make majorsacrifices when job demands reach a boiling point. Many em-ployees in the workplace cauldron have significant others wholose shared quality time during the crunch. When these crunches

extend into months orlonger, that loss changesfrom quality time to quan-tity time.

In addition to providingrecognition and rewards toyour employees duringthese periods, a thoughtfulstep is to provide some rec-ognition for their significantothers. You can do this bysending them a personalnote of appreciation andthanks.

Along with the note,you should include a spe-cial gift, preferably some-thing that your employee

and his or her significant other can do together, such asdinner at a great restaurant, tickets to a play, or even a

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you reward an employee with a raise, you are

simultaneously raising employee satisfaction, motivation,

morale, and commitment.

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Assignment

As you review eachemployee’s performanceduring the periods of ex-tremely extended hours,find out the name of his orher significant other, andthen select a special giftthey can share. As soon asyou see a point where youremployee can come up forair, send off the note andgift. And don’t be surprisedif you receive an evennicer note in return.


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weekend cruise. Your employee will feel personally rewardedthat you took a step to recognize this important person in his orher life.

Here’s a Suggestion

If you are looking for a way to generate amazing ideas foryour department or company, and you are simultaneouslylooking for new opportunities to provide recognition and re-wards, one approach that handily meets both of these goalsis an Employee Suggestion Program. This is a program thatsolicits employee input, and then implements as many ideasas possible.

Today’s suggestion programs include managerial support,a commitment to respond to every suggestion, as well as acommitment to implement any feasible idea. While some com-panies still use an old-fashioned suggestion box, many are nowopting for an online suggestion system.

Either way, employees whose suggestions are implementedshould be given predetermined rewards that can range from apercentage of the money a suggestion saves or earns, all theway to cash or special gifts befitting the occasion or sugges-tion. And regardless of the reward, it should always be pre-sented in front of the employee’s associates and members ofsenior management.

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EpilogueEpilogueEpilogueEpilogueEpilogueWhen you recognize and reward a hard-working

employee’s significant other, you are sending a very signifi-

cant message.

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Post the Good Words

For those times when your employees demonstrate a be-havior you really like and appreciate, you can provide someimmediate, spontaneous, and impromptu recognition by writinga quick upbeat message on a Post-it or similar self-stick note,

Assignment

Start the wheels turning today to set upan employee suggestion program. Tailor theprogram to fit your department or company,assemble a publicity package to announceit, set up an online or offline box, and finalizethe kinds of rewards to be given out. Lineup a buy-in from top management, and thenlaunch the program.

EpilogueEpilogueEpilogueEpilogueEpilogueIn your quest for programs that recognize and reward

employees, one helpful suggestion is an Employee Sugges-

tion Program.

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and then posting it right onthe employee’s door, desk,or even his or her monitor.

When you give this typeof recognition, your mes-sage should be brief andpositive in expressingthanks and appreciationfor the employee’s actions.Be sure to include theemployee’s name, anddon’t forget to sign yours.

There are Post-its orother self-stick notes in allsorts of sizes and colors,and you can vary these de-pending upon what youremployee has done. Youcan even add more varietyto the mix by including somewith preprinted messages of thanks and congratulations. Thesemessages tend to take on a special meaning as indicators ofyour satisfaction, and that gives them tremendous psychologi-cal value as sources of recognition.

Assignment

Assemble an inventoryof self-stick notes of differ-ent sizes, colors, and pre-printed messages. Whenan employee demonstratesa particularly positive be-havior, write out and postone of these notes in his orher office or work area. Youcan compound the value ofthese notes by giving a giftcoupon to a particular store,restaurant, or event to anyemployee who receives 20of them.

EpilogueEpilogueEpilogueEpilogueEpilogueSelf-stick notes provide recognition that sticks around

for a long time.

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A New Newsletter

Whether you go with a traditional hard copy or a glitzyonline edition, a company newsletter offers abundant opportu-nities to recognize and reward employees. While employees

may read these publicationsto get a better idea ofchanges and developmentsin the company, their inter-est can be piqued andpeaked if you include spe-cial stories and photos thatfeature them.

When your employeesleap over hurdles and grabthe corporate brass ring ofsuccess, you can use anewsletter to spread theword to the entire com-pany. If there have beenceremonies to recognizethe accomplishment, awrite-up and some photos

in the newsletter can make the positive feelings even morelong-lasting.

You should also have a feature in the newsletter that singlesout an employee or team for special recognition, and the crite-ria can be whatever you want, such as goal attainment, volun-teer work, or lowest absenteeism. To build interest, excitement,and suspense, no one should know who is in this section untilthe newsletter is distributed.

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Assignment

Meet with your fellowmanagers to discuss thepublication of a companynewsletter. Bring in onlineand hard copy samples, andlet the group decide onthe format and division oflabor. Encourage your em-ployees to take a role, be-cause one excellent sourceof recognition comes fromauthoring an article.

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Stop the Presses

If you are looking for wider recognition for your employ-ees, your local newspaper can be a great place to air theiraccomplishments, achieve-ments, and successes.Some of the great thingsyour employees do are in-deed news, whether on thejob or off, and they canmake excellent stories ei-ther in the business sectionor as a piece for a humaninterest columnist. In addi-tion, some business sectionsintermittently run columnsthat announce promotionsand other employee devel-opments, and that could bea perfect spot for thisrecognition.

For the employee oremployees who are named,the pride and excitementwill be practically palpable. After all, this is recognition from

EpilogueEpilogueEpilogueEpilogueEpilogueA company newsletter can help a recognition program

break out of its old mold, and that’s a breaking story.

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Assignment

Look at recent accom-plishments of your employ-ees and see if any jump offthe page. If you find evenone, put together somenotes, contact your localpaper, and ask for the re-porter or columnist whocovers this kind of story. Inaddition, because somenewspapers have columnsthat invite readers to sub-mit their own newsworthystories, you can try this asan alternative strategy.

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you and the community at large. Interestingly, the rest of youremployees are going to feel almost as proud simply by workingwith whoever is lauded in the paper.

Add Recognition With Ads

Another way that the media can generate recognition foryour employees is through advertising. You can purchase an ad

of practically any size in busi-ness sections of most news-papers as well as in mosttrade magazines. These adscan provide eye-catchingpraise, appreciation, and rec-ognition to individual employ-ees or groups of employeesfor their outstanding accom-plishments and success.

This type of recognitionis particularly appropriateand effective when employ-ees have stellar sales orproductivity over a predeter-mined period of time. Youcan also use this form of rec-ognition when employees

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees see their names in the news, the lines

stay in their heads for a long time, giving an entirely new and

important meaning to the word “headlines.”

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Assignment

Be on the lookout forthese types of announce-ments in local papers andtrade journals. Build a fileof these ads, and be readyto put one together whenone of your employeesmerits this type of recogni-tion. Contact the newspa-pers and journals to gettheir pricing, and contactframers in your area to gettheir pricing to have the adframed.


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are promoted to senior levels or when they complete majorprojects or deals. Ads also work well for recognizing an em-ployee or group of employees that has been previously honoredby another institution or organization for excellent contributions,such as for voluntarism at a community center or hospital.

EpilogueEpilogueEpilogueEpilogueEpilogueA congratulatory advertisement sends a positive mes-

sage about the employee or employees being honored, and it

sends an equally positive message about your company.

53Use Your Headlines

While most newspapers are not likely to place your em-ployees’ accomplishments in the front-page headlines, there isa fun way for you to do so. There are many companies that willtake a generic front page of a newspaper and print any head-line you would like.

These fake headlines are a creative way to recognize em-ployees for some of their unique successes along the way. Forexample, if the company’s athletic team wins a key game orloses a heartbreaker, or an employee generates the most recy-clable paper, you can have headlines humorously describe theevent.

The best time to deliver these newspapers is during aninformal celebration, such as a pizza lunch. Be sure to havesomeone with a camera ready to capture the moment as youremployees proudly display their front-page story.

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Executive Dining

A powerful way to recognize your employees and simulta-neously improve communication, morale, and productivity, is toinvite the company president or another topsider to have aninformal on-site lunch with the employees every month. Thesecan be light lunches, because the most important item for theemployees to digest is information.

These lunches are an opportunity for the senior managerto present information on important trends, developments, andplans for the company, as well as to discuss the employees’input and answer their questions.

Assignment

Make a note of your employees who havejust reached or are about to reach a fun mile-stone, and then write some pithy headlinesfor these accomplishments. Use any majorsearch engine and enter the words “headline,”“gag,” and “fake,” and you’ll see several com-panies that are ready to place your personal-ized headline in bold print on the front pageof a generic newspaper. Place your order andset a date to celebrate.

EpilogueEpilogueEpilogueEpilogueEpilogueFun headlines can put you at the head of the line when it

comes to providing creative and innovative recognition.

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On one level, the employees appreciate being kept up-to-date and exchanging ideas with senior management, while on adeeper level this type of dialogue tells the employees that man-agement regards them as highly valued resources whose ideas,input, and suggestions are critical to the company’s success.

Peer-to-Peer

While recognition from you and other topsiders can go along way, recognition from coworkers can hit home as well.This type of feedback is particularly meaningful because

Assignment

Meet with the president or a senior man-ager with your company (and either one couldbe you), review the benefits of this monthlysession, and put this program in place. Thebest days are usually the last Friday of eachmonth, but this can vary dependent on issuesspecific to your company and industry. Put theevent on the calendar, and put the word out tothe employees.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen a company president or topsider has an informal

monthly lunch with the employees, it is a recognition booster-

shot that helps immunize the employees for such corporate

ailments as alienation, boredom, and frustration.

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coworkers often know more about what an employee is doing,feeling, experiencing, and accomplishing than an employee’smanager.

An excellent way to generate this type of recognition is tohold an employee meeting totally devoted to peer feedback, andthe only ground rule is that all such feedback must be focused

on their fellow employ-ees’ accomplishments,strengths, and contribu-tions. Each employeeshould write out thesepositive comments in ad-vance on 3 × 5 cards,with one card for each oftheir coworkers.

At the meeting, youshould read all of thecards for each employee,and the group memberscan add any commentsthey wish. When themeeting ends, you shouldgive each employee his

or her stack of cards. The recognition associated with this eventis long lasting, and it is reinforced when employees look backover their cards.

Assignment

Set a date for this meet-ing, tell your employeesabout this program, and thengive them a set of cards. Tryto have the meeting roomset up with all of the chairsin a circle with nothing in themiddle. With all of the chairsin a circle, the meeting hasan egalitarian atmosphere,perfect for peer-to-peerrecognition.

EpilogueEpilogueEpilogueEpilogueEpilogueProviding recognition to peers is rewarding to the givers

as well as the receivers.


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Happy Anniversary

No matter how often you provide recognition, each em-ployee has one special day when he or she should always berecognized, namely his or her anniversary with the company.By congratulating your employees when they reach these an-nual milestones, you areproviding them with appre-ciation and recognition foran entire year’s worth ofwork, commitment, andperformance. This type ofrecognition makes themfeel more positive about allthey have accomplishedduring this period, and it setsthe stage for continued suc-cessful performance.

In addition, as theyears increase, so shouldthe recognition. For ex-ample, employees whoreach their five-year anni-versary should have a lun-cheon where they are givena framed plaque and a spe-cial reward, such as dinnerat a great restaurant. With each five-year increment, the cel-ebration and rewards should be more and more elaborate.

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Assignment

Check your employ-ees’ starting dates and markyour calendar right now sothat you congratulate eachon his or her next anniver-sary. For employees whoare about to reach five- or10-year anniversaries, setup the celebrations. And ifyou have any employeeswho have already reachedor passed these landmarks,be sure to include them inthe ceremony and givethem plaques and specialrewards retroactively.

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Savvy About Sabbaticals

An occasional day off can be very rewarding, so just thinkof the impact a few months off with pay, namely, a sabbatical,

would have. This can be aperfect reward for em-ployees who reach long-term milestones with yourcompany, such as a 10thanniversary.

A sabbatical is the ulti-mate way to recognize andreward employee loyaltyand performance. Withgrowing numbers of em-ployees seeking a betterbalance between work livesand personal lives, a sab-batical provides a uniqueopportunity for employeesto spend quality time andquantity time with the sig-nificant others and signifi-cant interests in theirpersonal lives.

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EpilogueEpilogueEpilogueEpilogueEpilogueWhen you formally recognize employees on their anni-

versary dates, you are helping them feel better about all they

have given to the company and all the company has given to

them.

Assignment

Look over your em-ployees’ tenure and notethose who may be ap-proaching 10- or 15-yearanniversaries. Review thecosts of a three-month sab-batical for these individuals,and consider a sabbatical ofshorter duration if neces-sary. Either way, if thenumbers work, select theemployees who qualify,look carefully at coverageduring their absence, pickthe best time for these in-dividuals to be out, and thenlaunch the program.


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When employees take off this amount of time, they notonly relax and recharge their batteries, they also clear theirheads of corporate cobwebs that may have been limiting theirperspective and restricting their ability to think outside the box.As a result, they return to work feeling reenergized, reinvigo-rated, and rewarded.

When Opportunity Knocks

Opportunities to recog-nize and reward employeesoccasionally fall into amanager’s lap. For example,an employee wants to talkabout something that hasmade him or her particularlyproud. It might be part of aproject, but it could just aseasily be a piece of art cre-ated by the employee’s childor a vacation photograph.

In these instances, somemanagers offer a perfunc-tory, “That’s nice.” At thatpoint, the employee instantlysenses that the manager is

EpilogueEpilogueEpilogueEpilogueEpilogueA sabbatical that lasts a quarter of the year provides thanks

and recognition for many quarters and in many quarters.

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Assignment

Think back on recentsituations in which some ofyour employees approachedyou and proudly describedan action or item, but yourreaction was a little tooblasé. Go back to theseemployees and ask to seethe artwork, photograph, orwhatever it was that ledthem to approach you in thefirst place. Give the itemsome genuine attention, andthe employee some genu-ine recognition.

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uninterested in any of this, and is therefore uninterested in theemployee.

When an employee approaches you and speaks proudly ofsomething he or she has accomplished or brought to work, youshould get involved. If there is something to see, go see it; ifthere is something to read, go read it; if there is something tohear, go listen. Your employee is asking for recognition, and it’simportant for you to recognize that fact.

Knocking Around for Opportunities

In addition to seizing the recognition opportunities that wan-der into your life, you can seize even more by doing some wan-dering yourself. By wandering around each day, you can findnumerous recognition opportunities.

When you walk into your employees’ offices, workstations,or work areas, keep all of your senses fine tuned, and the op-portunities for recognition will jump out at you. You might spotnew photos, certificates, or artifacts, or you might hear aboutthe most recent accomplishments of your employees’ signifi-cant others.

You can easily engage your employees in conversation aboutthese positive developments, and these discussions in and ofthemselves are forms of recognition. However, by adding genu-ine words of praise, credit, or appreciation, you are providing

EpilogueEpilogueEpilogueEpilogueEpilogueYou can spend time looking for opportunities to rec-

ognize and reward employees, but don’t forget that these

opportunities are also looking for you.

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your employees with instant, spontaneous, and personalizedrecognition that will leave them feeling pleased, proud, andpumped up.

The Employees Are Entitled

One of the most important ways to recognize an employee’sperformance, productivity, and contributions is with a job title.Although it is understood that a job title defines a person’s job,it is important to emphasize that the title plays a role in definingthe jobholder.

Assignment

Plan to walk through your entire work areaevery day. You should acknowledge all of youremployees, and spend a few minutes talking withsome of them, but not the same employees ev-ery day. Try to discover those special accom-plishments or developments that merit extrarecognition, and then provide it.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen it comes to finding opportunities to recognize your

employees, if you look around, you’ll see that they are all

around.

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The various roles thatpeople play in life serve todefine them at various times.For example, there are rolesas a father, mother, brother,sister, friend, coach, and nu-merous others. However,because working people tendto spend the majority of theirwaking hours on the job, thejob title plays a key role inself-definition.

If you have an employeewho has consistently steppedup and performed beyondthe call of his or her job de-scription, upgrading his orher title can be a durable, vis-ible, and greatly appreciated

form of recognition.

Assignment

Look over individualperformance levels in yourdepartment and consideradding some new and moreaccurate titles to rewardemployees who have clearlysurpassed all expectations.In addition, consider placingsuch words as “lead,” “se-nior,” and “executive” infront of existing titles. Dur-ing the next round of re-views, make all of the titleadjustments as warrantedby performance.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you upgrade employees’ titles, you also upgrade

their self-esteem, satisfaction, and even their performance.

Remember that people often perform up to the level of their

titles.


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61Featured Employees

A unique way to recognize your employees as individualsand as teams is to feature them in company publications and

literature. When you usephotos of employees in ad-vertisements, annual re-ports, new employeebrochures, and companypamphlets, you send somevery positive messages.

The opportunity to bein a company publicationtells your employees thatmanagement is proud ofthem and views them asexemplifying what thecompany truly represents.In addition, when thesetypes of photos are used inpromotional literature, an-other message to the em-

ployees is that the company does not need to bring in glitzy orglamorous outsiders, thus avoiding the implication that the em-ployees fall short in this regard. Employees feel proud simply tobe asked if they would like to be photographed for these publica-tions, and when they spot photos of themselves in them, they feellike stars. And that is appropriate, because they are your stars.

Assignment

Look at the photos thatare used in the pamphlets,brochures, flyers, and otherpromotional literature pro-duced by your company,and circle those that couldjust as easily be your em-ployees. When the newcompany publications startto hit the drawing board,suggest that candid photosof employees be included,and be ready with names.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you use candid photos of employees in the

company’s publications, the positive impact lasts longer than

the publication itself; hence creating a new and important

usage of the term “photographic memory.”

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Significant Others

Another great way to reward your employees is to recog-nize the significant events, milestones, and achievements ofsome of the significant others in their lives. These significant

others include spouses,children, parents, part-ners, and even in-laws,and their accomplishmentsand milestones can includegraduations, promotions,major birthdays, plus anyhonors they receive.

You can turn any ofthese events into a recog-nition moment by sendinga congratulatory note tothe employee, posting con-gratulations on the com-pany Website or Wall ofFame, and sending a con-gratulatory note to the sig-nificant other.

When you recognizethe accomplishments ofpeople who are of primaryimportance in your em-

ployees’ lives, you are providing indirect recognition to youremployees, and this makes them feel proud. And this type ofrecognition further demonstrates and reinforces your commit-ment to a work-life balance.

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Assignment

Keep an ear out forsignificant happenings inthe lives of your employ-ees’ significant others.When you hear one, tell theemployee you would like tosend a note and post the ac-complishment on the com-pany Website and bulletinboard. Once you do this,send an e-mail asking all ofyour employees to let youknow about these kinds ofaccomplishments by theirsignificant others so theytoo can be recognized.


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Holiday Happenings

The major holidays provide a perfect setting and opportu-nity for you to ramp up recognition for your employees. Forexample, the Fourth of Julyis a great time for a com-pany picnic. The event canbe coordinated by a teamof employees, which is a re-warding experience forthem, while the picnic itselfis rewarding for all of youremployees.

Employees genuinelyappreciate receiving turkeycertificates at Thanksgiving,as well as a winter eventto celebrate Christmas,Chanukah, and Kwanza.The format is up to you, youremployees, and your bud-get. And a costume partyand contest during the lunch hour on Halloween is a fun andlow-cost way for the employees to generate some unique rec-ognition for themselves.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you recognize your employees’ significant others

for their achievements, events, and milestones, you are cre-

ating a warmer family atmosphere at work and at home.

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Assignment

Look at your calendarfor the coming year andselect the holidays onwhich you would like tohave special events. Puttogether a budget andthen ask for employees tovolunteer to be on thecommittee to stage theevent. On the day of theevent, be sure to single outthese employees for spe-cial recognition.

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When companies let these holidays slide by without a shredof recognition, many employees take it personally. And whenyou build some attention and recognition around these holidays,the employees take that personally…and positively.

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Assignment

Look at the projects andperformance of all of youremployees. If you see anyemployees who have hitthe wall or are about to doso, offer a positive and sup-portive helping hand. Forfuture reference, take alook at the projects you areassigning to the members ofyour team, review their pastperformance on similarprojects, and consider mak-ing some adjustments forthose who are being con-stantly overwhelmed.


EpilogueEpilogueEpilogueEpilogueEpilogueRecognition should never take a holiday when the holi-

days arrive.

Give the Employees a Hand, Literally

Regardless of your lineof work, there can beprojects that are so over-whelming for your employ-ees that they truly need help.You can wait for employeesto come up for air and askyou, but if you are manag-ing by wandering around,you are going to see and hearthe problem quite easily.

When you spot it, youshould approach your em-ployees and offer yourhelp. Your employees willinstantly sense some per-sonal recognition becauseyou think enough of them

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to roll up your sleeves and work side by side with them. Doingso is a true vote of confidence for them.

Working directly with your employees is also going to giveyou more insight into their motivations, styles, standards, andobjectives. This type of information can be very valuable asyou seek additional ways to recognize and reward their perfor-mance in the future.

Give Your Employees a Hand, Figuratively

Another fun way to recognize your employees is to givethem a hearty round of applause when they complete a par-ticularly grueling, demanding, and draining assignment. Whilethe sound of one person clapping does not typically echo throughthe hallways, a hearty round of applause from you as theirmanager will echo in their minds for quite a long time. And ifyou can round up a few other managers who have been di-rectly or indirectly involved in the project, so much the better.

This round of applause is actually a standing ovation, oneof the highest forms of recognition, respect, and psychologicalreward that one person can bestow on another.

When employees receive a round of applause from theirmanager or managers, they can only smile. That smile comesfrom a combination of pride, the fun of the moment, and thedeep sense of recognition and gratification that their perfor-mance was truly noticed and appreciated.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you step in to help your employees, they often

step up their performance to help themselves.

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It’s About Time

Another great way to recognize and reward your employ-ees is to provide some flexibility in their work hours. Obviously,this depends upon several issues, especially the employees’ per-formance and the interdependence of their responsibilities.

Assignment

If you have one employee who just con-quered a particularly monstrous project, you andany other managers involved with this projectshould get together and spontaneously walk intothe employee’s office or workstation, say noth-ing, and just give him or her a round of applause.From that point, you are on your own, and youremployee is on cloud nine.

EpilogueEpilogueEpilogueEpilogueEpilogueWithout saying a word, a standing ovation for out-

standing performance can say more than many long-winded

orations.

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Depending on these pa-rameters, a flextime pro-gram can be very rewardingfor all of the players. Suchprograms typically provide aband of time during whichemployees must be at work,while varying the timesthey can arrive and leave.Employees appreciate theflexibility, and they also ap-preciate management’s rec-ognition of their individualityand work-life balance.

Another aspect of thistimely approach is to intro-duce telecommuting that al-lows employees to workfrom home. This does nothave to be an all-or-nothingprogram, because you canstructure it to let the employ-ees telecommute as fre-quently or infrequently asyou wish, all dependent upon the needs of your business anddepartment.

Assignment

Review the roles, re-sponsibilities, and perfor-mance of your employees,as well as the need forthem to be physicallypresent at your workplaceeach day. If you determinethat flexibility is meritedand poses no operationalproblems, introduce a pilotprogram that gives youremployees some freedomregarding arriving and de-parting times over the nextthree months. At the end ofthis period, review the per-formance data and youshould have no difficultyregarding the future of thisprogram.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you provide flexibility in the employees’ work times,

the employees feel rewarded many times over.

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Go for the Goal

There’s no question that having goals is motivational,and the internal and external recognition associated withachieving one’s goals is particularly uplifting. You can set

the stage for these com-pelling forms of personalrecognition and psycho-logical rewards by work-ing with your employeesto establish goals, andthen providing coachingand guidance along theway.

However, it is impor-tant to make sure thatyour employees’ goals arereal goals, and not merelydreams. A real goal isclear, specific, prioritized,and measurable, and it in-cludes a deadline date andbenchmark dates alongthe way.

By devoting time towork directly with youremployees to create their

goals, you are telling your employees that their potential con-tribution to the organization is of great value. And, on a subtlelevel, you are telling your employees that they are of greatvalue.

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Assignment

As your employees’annual reviews approach,set a date to meet with eachof them one week aftertheir review to discuss andfinalize their goals for thecoming year. Prior to thismeeting, you should de-velop some goals for youremployees, and they shoulddo likewise for themselves.When you meet, the two ofyou should discuss and re-fine the goals, with the fi-nal determination made byyou. Once this is done, letthe coaching begin.


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Let’s Do Lunch

When you give youremployees an opportunity tospend some quality time withyou alone, you are creatingan opportunity for some qual-ity recognition for them. Oneof the best ways to do this isto have a one-on-one lunchwith each member of yourteam at least once everyquarter.

This should be an off-site lunch at one of the bet-ter restaurants in your area.The topics can be whateveryou and your employee de-sire, be it business, brain-storming, or baseball.

Simply inviting an employee for lunch implies a high degreeof appreciation, recognition, and interest from you. In this way,the recognition starts well ahead of the lunch itself. When youspend this time chatting with your employee and truly listening

EpilogueEpilogueEpilogueEpilogueEpilogueIt is clear that recognition comes from goal-getting, but

it comes from goal-setting, too.

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Assignment

Review your employ-ees’ calendars over the nexttwo months and set up alunch with each member ofyour team. Because youare the organizer, youshould make the reserva-tion, do the driving, and, ofcourse, pay the bill. If youremployee has a favoritenearby restaurant, you canpersonalize this recognitioneven more by going there.

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to whatever he or she is saying, your employee is going to walkaway from this meal feeling proud, important, and respected,and these feelings are among the most meaningful rewardsyou can provide.

Bottled-Up Rewards

When your employ-ees perform extremelywell and you want totoast their excellence, trydoing so with bottles ofwine or water. And forthat extra impact, youshould go with a case.While the congratulatorynature of wine has beenwell established over themillennia, one might won-der about water’s role inthis activity.

As you might suspect,there is a catch. You canbuy water and wine todaywith labels that you canpersonalize with graphics

EpilogueEpilogueEpilogueEpilogueEpilogueMost employees are hungry for recognition, and one-

on-one lunches are a great way to satisfy this appetite.

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Assignment

Look over the perfor-mance and style of youremployees, and if you haveone or two who are readyto receive some fun recog-nition, go to your favoritesearch engine and enter thewords “personalized,” “la-bel,” “water,” and “wine.”Be ready with graphics, aphoto, and words of recog-nition, and then just followthe prompts. This type ofreward is best served infront of others.


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and your employee’s name, photo, and any comments youwish.

By personalizing a reward in this way, the bottles of wineand water take on a broader meaning. On one level, it is sim-ply fun for an employee to see his or her picture on thesebottles, along with words of high praise. On a slightly differ-ent level, this reward demonstrates that you want to give youremployees something special and help them feel like a specialsomething.

Surveys Serve All

It is highly rewarding for employees at all job levels tohave opportunities to present their opinions and suggestionson issues and developments in their department as well as inthe company at large. While you can generate this type ofinput and the recognition that goes with it by being acces-sible, visible, and responsive to your employees, you cancomplement these positive outcomes on a regular and for-malized basis through employee opinion surveys.

Surveys are anonymous online or offline questionnaires thattypically have a combination of multiple choice and open-endedquestions that focus on the employees’ likes, dislikes, and sug-gestions. There are plenty of generic surveys available, along

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you reward your employees with bottles of wa-

ter or wine adorned with personalized labels, they will drink

it up.

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with professional services that can help you develop, conduct,and score them.

There is a good deal of recognition associated with simplyparticipating in the survey process, and a great deal of recogni-tion associated with changes and improvements that are madeas a result.

The Value of Video

A growing number of companies are making short videosthat feature their employees, and one of the clearest outcomes

Assignment

Use a search engine and enter the words“employee” and “survey.” This will provide youwith names of numerous survey providers. If youprefer to develop your own, simply add the word“sample,” and you will find a broad array of tem-plates. You can find plenty of information to helpyou tailor the survey and determine the best wayto distribute it, get it back, score it, and takefollow-up action.

EpilogueEpilogueEpilogueEpilogueEpilogueEmployee surveys ask many questions, but there is no

question that they generate valuable information, improve-

ments, and recognition.

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is that employees literallyview them as a source ofrecognition.

The video itself can bea professional production orit can be handled internally.While the professionals cando a professional job,many companies todayhave would-be filmmakerswho can use today’s af-fordable cameras and tech-nology to make a greatvideo. And if the video ismade by members of yourteam, they are in line foreven more recognition.

The idea of the video isfor the filmmakers to wan-der around the company, camera in hand, and shoot unscriptedfootage of employees at work or at watercoolers, and catch afew of them for spontaneous comments. This video can beused for conferences, orientation programs, board meetings, orother events that draw customers, vendors, family, or guestsinto your offices. However, the first screening should be for allof your employees.

Assignment

Tell your employeesthat you are interested inhaving a company video,and see if any would-befilmmakers step up. If theydo, look at samples of theirwork. Depending on whatyou see, you may want tocheck out some of the cor-porate filmmakers on theInternet. Either way, besure to clarify objectives,content, style, budgets, anddeadlines.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen it comes to corporate videos, employees enjoy the

recognition associated with being in the spotlight.

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Rewards for Referrals

If you bring your employees into the recruitment processand provide rewards and recognition for referring solid candi-

dates to the company, youare generating more thanthe classic win-win out-come. You are generatinga win-win-win outcome.

The company winsbecause you are hiringstrong candidates at afraction of typical recruit-ing costs. The secondwinner is the applicant be-cause he or she gets a job.

Winner number threeis the employee whomade the referral. Thisemployee should be givena cash award after thenew hire has remainedwith the company for apredetermined period oftime, such as three

months. Depending on the job level, the reward can be $100to $500.

In addition, when you hire individuals recommended byyour employees, you are showing your high level of respectfor their judgment, and this makes all of the other rewardseven sweeter.

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Assignment

If you do not have aformal reward program foremployee referrals, put onein place today. It’s basicallya matter of coming up withthe dollar amount, thelength of time at work be-fore the reward is granted,and some documentationfor the referring employeeto complete. If you alreadyhave such a program, tellthe employees about itagain, because these pro-grams typically needbooster shots.


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Mentors Mean More

It is clear that mentoring programs are an excellent way toenhance employee develop-ment, but it is important toadd that these programs arealso excellent sources ofrecognition.

When management pro-vides employees with a men-tor, one immediate messageis that management trulycares about the employeesand their success. With amentor, management is mak-ing an extra effort to help theemployees learn, grow, andachieve, and employeesview this as a highly re-warding vote of confidencein their skills, abilities, andpotential.

EpilogueEpilogueEpilogueEpilogueEpilogueHaving friends is rewarding, and working with them can

be even more rewarding when there is a referral program.

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Assignment

Look for the new hiresand others who are not per-forming up to par, and lookfor employees who are do-ing well and are often ap-proached by others foradvice and help. These lat-ter employees are the natu-ral leaders who should beconsidered for mentoringroles. Offer them the op-portunity plus a pay in-crease, and, if they accept,assign them to mentorstruggling employees andnew hires.

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In addition, because of the one-on-one nature of mentoring,a mentor utilizes one of today’s most important educationalconcepts, namely training that is tailored to the individual’s learn-ing style. This leads to accelerated learning, success, and therecognition and rewards that soon follow. A mentoring pro-gram is also rewarding to the mentors because they typicallyreceive considerable recognition, along with extra pay.

Creative Teams

Every company has issues, concerns, and problems thatcall for attention and resolution, but are never adequately as-signed or addressed. For example, policies on sick leave maybe outdated, some work areas can be too hot or too cold, sup-plies are in short supply, or there is too much internal e-mail.

There is a proven way to generate excellent solutions tothese matters while simultaneously generating an excellent op-portunity for employee recognition. These kinds of lingeringproblems are perfect targets for a task force of employees toaddress, analyze, and resolve. When employees are invited todo so, they appreciate the recognition associated with being in-vited onto the problem-solving team, as well as the appreciationthat management provides when the project is successfullycompleted.

EpilogueEpilogueEpilogueEpilogueEpilogueMentors are in the unique position to give and receive

recognition at the same time.

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Pre-hire Presence

If you want to make better hiring decisions and simulta-neously generate recognition for your employees, one of thebest strategies is to include them in the process of screeningjob applicants. It is particularly rewarding for employees to playthis kind of role, because it is clear validation of their compe-tence, professionalism, and judgment skills.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees are part of a team that solves a

long-lasting problem, they typically receive long-lasting

recognition.

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Assignment

Look for any lingering issues that have sliddown the priority list but still need resolution. Pickthe most important one and invite a diverse mixof employees to be on a team to correct it. Meetperiodically with the team to make sure the mem-bers are on track in terms of timing, content, andbudget. When the project is completed, set asidetime at a meeting or gathering that includes manyemployees and then congratulate each memberof this task force.

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Research consistentlyshows that employersmake better hiring decisionswhen applicants are inter-viewed by different mem-bers of the team. While youcertainly have insight intowhat is needed for successin the company, your em-ployees often have theirown insight into the criteriafor success, and when theirinsights are combined withyours, a better decision ismade.

Your employees shouldinterview candidates whomyou have already screened

and approved to go to the next step. Once your employeeshave completed these interviews, you should meet with themto discuss their findings. And, for this process to work, youshould carefully consider what they say.

Assignment

The next time you areinterviewing applicants,bring the best ones back tobe interviewed by some ofyour employees. Pick twoor three of your best em-ployees to do the interview-ing, and remind them tokeep all of their questionsjob-related, focus on theapplicant’s work history,and throw in some worksample questions.

EpilogueEpilogueEpilogueEpilogueEpilogueBetter employees can recognize better applicants, and

they feel personally recognized when asked to do so.


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Flower Power

A visually captivating way to reward an employee who hasreally blossomed is to give him or her a bunch of colorful flow-

ers. This type of recogni-tion is an upbeat and livelyway to let an employeeknow that you see and ap-preciate his or her growth.

Because of theirbeauty and fragrance,flowers continue to let anemployee relive the goodfeelings associated withthis recognition for manydays to come. In addition,flowers in an office are aninstant attention-grabber,and every person whowalks into the employee’soffice or workstation is

likely to say something about them, which leads to even morepositively charged emotions.

If you want to attach a longer-term spin and reward ontothis recognition, try using something other than a rubber bandto hold the bunch of flowers together. For example, a watch ora belt can hold a bunch of flowers together quite nicely.

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Assignment

If you have an em-ployee who has made greatstrides recently, give him orher a bunch of flowers, andattach a special gift or giftcard to the arrangement.Plants have a good deal ofgreenery, so you mightwant to put somethinggreen in the envelope withthe gift card.

EpilogueEpilogueEpilogueEpilogueEpilogueFlowers touch all of an employee’s senses, and this liter-

ally makes flowers a very sensible reward.

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In the Employee’s Name

If you are looking for a way to provide meaningful rec-ognition and rewards while helping the community at the same

time, you should make adonation to a charity, orga-nization, or institution in thename of your employee oremployees. These types ofdonations are an importantway to align your sense ofgenerosity, altruism, andthoughtfulness with that ofyour employees.

This is a perfect step totake when your employeeor team has reached animportant milestone or re-ceived an honor or distinc-

tion, whether provided by the company or an outsideorganization.

When you make this type of donation, the employeesreceive recognition from several quarters. Obviously, theysense recognition from you, and they also receive thanksand recognition from the entity that they designated to re-ceive the donation. Additional recognition comes from thesignificant others in their work life and personal life wholearn about the donation.

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Assignment

Let your employeesknow that you would like tomake donations to their fa-vorite charity or organiza-tion. Once you have a listof the suggested recipients,use it the next time you wishto commemorate a particu-larly meaningful and distinctaccomplishment.


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Early to Close

A great way to recognize and reward your employees is toclose a little early before holiday weekends and midweek holi-days. While this depends inpart on workload demandsand the nature of your busi-ness and industry, there aresome real advantages asso-ciated with letting employ-ees leave early.

However, it is importantto note that leaving earlydoes not necessarily meantaking the whole afternoonoff. Even if you let youremployees go an hour ear-lier, the gesture will be ap-preciated. When you takethis type of action, you arerewarding your employeesfor their hard work, and youare also showing your un-derstanding of their needs, interests, and responsibilities out-side of work.

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Assignment

If there is no businessreason for remaining openregular hours before holi-days and holiday weekends,and your employees havebeen operating at peak per-formance, close up early.Be sure to tell the employ-ees that you are taking thisaction because they havebeen working so hard, andyou will try to close earlyin the future if they continueto perform well.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen your employees deserve some recognition, con-

sider a donation to a deserving organization.

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Coffee, Tea, and Treats

When employees work hard, they enjoy taking a break tograb a cup of something and a snack. When these offerings

match their tastes, employ-ees view them as rewards.In fact, some employeeswork hard on a section ofa project and promise totreat themselves to the cof-fee bar or vending machineas soon as they finish.

The offerings dependin great part on thecompany’s finances andphysical plant. Some com-panies are only able to pro-vide vending machines,while others can have com-plete coffee bars and gour-met snacks. The key stepis to provide the best thatyour company can afford.

People have basic needs, such as for food, and they havehigher-level needs, such as for recognition. An employer who

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Assignment

Ask your employeesfor their opinions and sug-gestions regarding the bev-erages and snacks offeredat your company. Reviewthe feasibility of upgradingyour offerings in this areain accordance with theirinputs. You can turn all ofthis into a greater recogni-tion opportunity by formingan employee task force tostudy the matter and makesome recommendations.


EpilogueEpilogueEpilogueEpilogueEpilogueWhen you close up early before major holidays, you open

up major recognition for your employees.

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provides employees with beverages and snacks that they trulyenjoy is in the unique position to satisfy basic and higher levelneeds at the same time.

Degrees of Freedom

Growing numbers of employers are finding that scholar-ships for the employees’ children are an excellent way torecognize loyalty and commitment from the employeeswhile recognizing excellent performance from their chil-dren. Such scholarships tell your employees that they havedone great work both on and off the job, and they againshow your appreciation for the long hours that your em-ployees have spent at work. It truly is rewarding for youremployees to sense that you are partnering with them tohelp their children.

You can administer the scholarship program with a teamof other managers, or you can select an outside foundationor association to administer it for you. With awards that canrange from a few hundred dollars to several thousand dol-lars, these scholarships provide financial and psychologicalrewards for everyone involved.

EpilogueEpilogueEpilogueEpilogueEpilogueProviding employees with their favorite coffees, teas, and

treats is a tasteful way to reward hard work.

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Day Care for the Little Ones

One of the primary issues on the minds of numerous em-ployees in today’s workplace is childcare. Today’s best com-panies recognize this reality and take action to deal with it, andyou can, too. If your company has the financial wherewithaland the available workspace, it is worthwhile to consider de-veloping an onsite day-care center for your employees’ littleones. If this is too tall an order, another option is to work out afinancial arrangement with a nearby first-rate day-care center.

Assignment

Enter the words “employee,” “scholarship,”and “plan” into your search engine and you willfind resources to help you draft a scholarshipplan. You should then meet with your company’stax advisor to finalize it. With the plan in place,invite the employees’ children who meet thespecifications to apply. Once the winners havebeen selected, be sure to provide them and theirparents with plenty of recognition.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you provide scholarships for your employees’ chil-

dren, you are providing recognition that lasts lifetimes.

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Regardless of the option you select, your actions have astrong undercurrent of recognition. By subsidizing childcare,you are rewarding your employees with a tangible benefit, andyou are also recognizing their needs, keeping your commitmentto work-life balance, and building an atmosphere of respect,trust, and support.

Convenience of a Concierge

One of the newest items on the recognition menu is acompany concierge. A concierge at the workplace is a ser-vice you can retain to take care of many tasks, chores, and

Assignment

Meet with your employees to assess theirinterest in having childcare subsidized by thecompany. Because the on-site option is a majorproject that will require study over time, the keystep from this point is to check out the day-carecenters in your area, select the best, and meetwith the owners to put together a joint program.

EpilogueEpilogueEpilogueEpilogueEpilogueBy taking care of day care, the attention that your em-

ployees would have focused on childcare matters can now be

focused on work matters, and that really matters.

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basic responsibilities thatyour hardworking employ-ees are typically too busyto handle, such as per-sonal shopping, picking upand dropping off drycleaning, waiting for thecable repairperson at anemployee’s house, makingdinner reservations, get-ting tickets to a specialevent, getting shoes re-paired or polished, doingthe marketing, taking a carto be serviced or washed,returning videos, andmuch more.

These services savetime, reduce stress, andadd great convenience to

your employees’ lives, giving them more freedom both on andoff the job. A related benefit is that when these types of choresare lifted from your employees’ shoulders, their productivityand satisfaction increase.

Assignment

Enter the words “cor-porate,” “concierge,” andthe name of your city intoa search engine and you willbe led to any number ofconcierge companies thatare literally at your service.Because many have an ar-ray of plans to suit yourneeds, you should reviewthem carefully, go over theirpricing, check their refer-ences, and then give thehighest rated company atry.

EpilogueEpilogueEpilogueEpilogueEpilogueCorporate concierge services provide your employees

with one of life’s greatest and most precious rewards: the gift

of time.


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Getting in Shape

With growing numbers of employees interested in toningtheir muscles, losing a few pounds, building their endurance,lowering their blood pressure, and simply taking better care ofthemselves, more employersare providing health-clubmemberships. Employeeswho work long hours can letthemselves fall out of shape.Many are quick to say theyshould join a gym, but fewdo. This changes when thecompany rewards them withmembership.

In addition, employersare becoming more aware ofthe fact that the health oftheir employees has a majorimpact on productivity, insur-ance premiums, and overallattitudes and morale, andhealth-club membership canhelp here, too.

This type of reward tells your employees that you seetheir health and the company’s health as being inextricably in-tertwined. As employees take advantage of the health club’sofferings, their appreciation of this form of recognition growswith each additional lap, curl, stretch, and dive.

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Assignment

Use a telephone direc-tory or search engine tofind health clubs in yourarea. Visit each of them,check out the facilities andservices, speak with a salesrepresentative, and thenselect the club that offersthe best program for yourteam. Try to find a club thathas multiple facilities so thatemployees can exercisenear their homes if theyprefer.

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Voluntary Recognition

You can create enormously meaningful recognition oppor-tunities by encouraging employees to spend some time in vol-

unteer activities. Voluntarismhas become so important to-day that some employers aregiving their employees aweek or more off with payso they can do volunteerwork in their communities.

Volunteers are gladlywelcomed in a broad rangeof organizations and insti-tutions such as homelessshelters, schools, youth pro-grams, community clean-upprograms, home building pro-grams, hospitals, crisis cen-ters, and many more. Thework that volunteers carryout in these settings is intrin-sically rewarding as a re-sult of the deep sense ofsatisfaction associated with

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding employees with a health-club membership

makes them stronger and makes your company stronger, too.

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Assignment

Contact local commu-nity organizations and askabout their needs for vol-unteers, and ask your em-ployees if there areorganizations in which theywould like to help. Put to-gether a list of these orga-nizations and encourageyour employees to volun-teer at least a few hours perquarter. You can have aspecial reward for the em-ployees who put in the mostvolunteer hours during theyear.


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helping those who need a hand. At the same time, this work isextrinsically rewarding because these volunteers are oftensingled out for recognition not only when their projects come toan end, but at several points along the way.

Win That Vacation

A consistently popularreward that can give youremployees a lift in everysense of the word is a paidvacation. Employees whoseperformance exceeds a pre-determined standard orwhose production leads allothers are rewarded with aspecial trip. This reward canbe provided to an individualor a team, and it works bestwhen the performance cri-teria are clear and measur-able, such as for employeeswho are in sales, collections,and production.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you encourage your employees to do volunteer

work, you are opening the door for them to ascend to totally

new levels of achievement, responsibility, and recognition.

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Assignment

If you have employeeswhose performance andproductivity can be mea-sured quantitatively, try re-warding the best with a paidvacation. Spell out the stan-dards and rules, and thencall your travel agent. Heor she can provide youwith information on trans-portation, accommoda-tions, costs, and everythingelse you need to launch thisprogram.

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The vacations can range from an all-expenses-paid week-end at a resort or on a mini-cruise, all the way to a week ormore on a fancy cruise, an exotic island, or even a safari. Em-ployees who win should be provided with two of whatever isbeing offered so they can take their significant others on thisjourney. After all, the significant others probably spent a signifi-cant amount of time away from their winners, and this is arewarding way to make up for that.

The Field Trip

Just as your employ-ees have significant othersin their lives, companieshave significant others,too. Some of these signifi-cant others can includemajor customers, suppli-ers, and providers of pro-fessional services, alongwith your home office ifyou are in a satellite of-fice. An excellent way torecognize your employees

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees go a long way to perform well, a great

reward is to send them a long way as well.

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Assignment

Look at your com-pany’s significant othersand pick one for your em-ployees to visit. Contact thekey player at this entity anddiscuss the feasibility of thistype of visit. Pick a day andtime that will work best foreveryone, and then book it.


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for outstanding performance is to arrange a time for them tovisit some of these significant others.

You can select some or all of your employees for this odys-sey, depending on performance and logistics. The visit shouldinclude introductions to the key players, a tour of the facility,and a brief presentation plus time for questions and answers.

When employees are given the opportunity to visit withsome of the key external forces that keep the company mov-ing, their sense of personal value to the business increases,along with their understanding of the business itself, and this isrewarding on many levels.

Side-by-Side With Topsiders

As new committees are formed, you can provide yourbest employees with high-level recognition by placing themon committees that include senior-level employees, even thepresident. Your employees will feel honored when selectedfor this type of committee, and any further accolades thatcome from the members or as a result of the committee’s workis simply icing on this cake of recognition. With a positive

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees are selected to visit some of the

company’s important leaders, customers, vendors, or ser-

vice providers, the employees feel important, too.

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experience on this committee, employees are often more likelyto volunteer for other committees, and this is rewarding for thecompany as well as the employees themselves.

As part of their membership on this type of committee,your employees will also get to know some of the companyleaders on a more individual basis. This provides them with anenhanced opportunity to learn, grow, and showcase themselves,all of which can lead to very significant rewards today and inthe future.

Assignment

Keep an eye out as committees are beingformed, and when you learn of one that includesone or more topsiders, suggest that one or two ofyour best employees be included. Once they areon this committee, be sure to give them supportand flexibility to attend these meetings and com-plete assignments that may emanate from them.

EpilogueEpilogueEpilogueEpilogueEpilogueOne of the best ways to recognize top employees is to

place them on committees that include leaders from the top

of the company.


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In Association With

Several of your em-ployees may belong tovarious groups, organiza-tions, or associations com-posed of individuals intheir field, specialty, or pro-fession. One of the bestways to recognize youremployees’ expertise is toactively encourage and sup-port their membership inthese organizations.

The best way to do thisis to pay their membershipdues and cover expensesfor them to attend some oftheir association’s orgroup’s meetings, confer-ences, or conventions.Some of their organizationsmay also hold special training sessions or seminars during theyear, and if they make sense in terms of topics and costs, youshould cover your employees to attend these as well.

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Assignment

Let your employeesknow you are interested insupporting their attendanceat meetings, conferences,and conventions within theirspecialties. Encouragethem to inform you ofevents they would like toattend, and keep an eye outfor these kinds of events onyour own. If you find anythat would be particularlybeneficial for your employ-ees, you should let themknow and offer to pay.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you send employees to conferences, conventions,

and training sessions, they typically return with information,

innovation, and invigoration.

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Happy Birthday

When your employees’ birthdays arrive, something shouldarrive from you. Even if employees prefer that you do not re-

member how old they are,they appreciate being re-membered on this day.

Birthdays are cel-ebrated quite differently indifferent companies. Insome, there are elaborateparties, while in others,there may be a cupcake orless. No matter how theseevents are staged in yourcompany, the most impor-tant step is to personalizethe milestone with individualrecognition.

The idea behind per-sonalizing your employees’

birthdays is to let them know that you are thinking about them,appreciating their work, and wishing them the best for the comingyear. On a more subtle level, these actions help reinforce thefamily atmosphere that is rewarding and comforting for so manyemployees.

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Assignment

Put a message into youroffice calendar system toremind you of your employ-ees’ birthdays. When theday arrives, regardless ofany celebratory activities,be sure to provide youremployee with individualbirthday greetings, whetherin person, by phone, bye-mail, or by card.

EpilogueEpilogueEpilogueEpilogueEpilogueBirthday greetings from you can warm your employees’

hearts, whether there are candles involved or not.


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Cash in Hand

Whether your company pays on a weekly, biweekly, ormonthly basis, you have a great opportunity to provide youremployees with recognition whenever payday arrives. It is easyto let an administrative per-son walk around and handchecks to employees whodo not use direct deposit,while handing copies ofchecks to those who do.Although your employeesobviously appreciate receiv-ing a paycheck, the checkstend to take on the qualityof background noise whendistributed this way.

Because an employee’spaycheck is a form of rec-ognition, you should person-ally hand the check or copyto each employee, and usethe opportunity to chatbriefly and voice somewords of thanks and appre-ciation. This approach really helps your employees sense thattheir paychecks are a reward for excellent performance.

This approach guarantees to add at least one more indi-vidual reward and recognition session every month.

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Assignment

Starting with the nextpayday, have all of thechecks or copies deliveredto you. Before you givethem out, take a quick lookat your employees’ recentperformance with an eyefor key accomplishments ormilestones to mention whenyou hand them their checks.When you meet briefly witheach of them, offer somewords of thanks and praise,and then hand them thechecks.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you distribute recognition along with the pay-

checks, your employees feel doubly rewarded.

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91In Focus

Your employees are a great resource, and they can play avery helpful role when it comes to introducing change in yourcompany, whether such changes deal with facilities, operations,products, planning, or just about anything else.

With employee input, decisions tend to be higher quality. Inaddition, if the decision involves changes that affect the em-

ployees, there tends to beless resistance. It is alsoquite motivational for em-ployees to participate inthis process and see theactual results of their ideasand comments. And, im-portantly, employees sensea great deal of recognitionwhen management in-cludes them in these typesof groups.

When employees arepart of an internal focusgroup, the message is thatthey are smart, creative,and insightful. The employ-ees sense even greater re-

wards when their inputs are actually incorporated into the changesthat are made as a result of the group’s efforts.

Assignment

The next time there isa key decision to bemade, try establishing afocus group of employeesto solicit their ideas andsuggestions. You shouldmake this group as diverseas possible, and be sure toprovide them with thanksand recognition for theirparticipation, along withfeedback on the decisionsthat are ultimately made.

EpilogueEpilogueEpilogueEpilogueEpilogueIn addition to helping you make better decisions, focus

groups also help you focus additional recognition on your

employees.


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Just for You

A compelling way to recognize behaviors that areparticularly important in your company is to develop aunique company-specific award. By definition, this awardis bestowed upon relatively few individuals, and that fact

increases its value andsignificance for all whoreceive it.

Unique awards canbe designed around sales,leadership, productivity,safety, attendance, sug-gestions, voluntarism, orany other positive behav-iors that help your com-pany fulfill its mission.

For example, if yourcompany places a gooddeal of emphasis on ex-cellent leadership, youcould give out a genericleadership award, or you

could do something more unique. A sample of such an awardcould be called “The GOLD Standard,” and it would bebestowed on a leader who Gives Outstanding Leadershipand Direction. This award could include a gold coin andgold embossed certificate. These types of awards are funto create, and they are obviously fun to receive.

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Assignment

Look at the key behav-iors you wish to reward inyour company, and singleout one for a unique recog-nition program. Predeter-mine the way that you willmeasure success, come upwith a catchy title, and besure to include a tangiblereward that fits into thetheme of the program youdevelop.

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Discounts Count

Discount coupons are excellent rewards that are easy togive to your employees as spot bonuses or as part of largerevents or programs. Employees at any level enjoy savingmoney, and discount cou-pons allow them to do so inmany arenas that they fre-quent in their daily lives.With a little hunting, you canfind discount coupons forrestaurants, groceries, rentalcars, gasoline, classes, ho-tels, airport parking, movies,and much more. In addition,you will be surprised to findthat many restaurants andother businesses in your areaare willing to offer a discountto your employees if yousimply ask for one.

While some companieshave discount coupons that are good for one-time-use only,

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EpilogueEpilogueEpilogueEpilogueEpilogueUnique recognition programs have special significance

in your company, and they make the recipients feel unique,

special, and significant at the same time.

Assignment

Enter the phrase “dis-count coupons” in a searchengine, and you will find ahuge selection. Also, take awalk to some of the nearbybusinesses in your area anddiscuss discounts for youremployees. There is a bet-ter than 10 percent chancethat you can get a better than10 percent discount fromsome of them.

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other companies provide small plastic cards that you can at-tach to your key chain and use over and over. No matter howmany times an employee gets the discount, he or she againsenses some of the recognition and appreciation that these dis-counts symbolize.

Hail With the Chief

Recognition programsthat link your employeeswith the company presi-dent are an excellent wayto reward your best per-formers. These programsgo by many names, such asthe President’s Circle,President’s Club, President’sTeam, President’s Forum,and President’s Roundtable.

Membership should bepremised on the behaviorsand outcomes that are mostvalued by your companyand by the president him- orherself. This type of recog-nition is often provided to a

EpilogueEpilogueEpilogueEpilogueEpilogueDiscount coupons should not be discounted as impor-

tant components of a recognition program.

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Assignment

Meet with the presidentof your company to discussthis program and the spe-cific criteria on which mem-bership should be based.Because this program istailored to your companyand the president, the twoof you should also spell outthe specifics of such mat-ters as an induction cer-emony, future gatherings,and tangible rewards fornew honorees.

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company’s best salespeople, but it can just as easily be basedon success in any number of other areas such as tenure, safety,employee development, voluntarism, or a combination of anyof these areas.

Individuals who are selected for this honor should be givena tangible reward that is only provided for this membership.This should always include a special certificate, along with aspecial coat, pin, or artifact.

Looking Down the Road

Regardless of job level and title, many employees are in-terested in receiving advice on their careers. An excellent wayto meet this need, recognize and reward your employees, anddemonstrate your interest in their long-term growth and suc-cess is to arrange for them to receive some professional careercounseling.

Your willingness to invest money in career planning anddevelopment leads the selected employees to sense that theyare high performers and have high potential. This type of rec-ognition is uplifting to them personally and can uplift their per-formance as well.

In addition, a career counseling program demonstratesmanagement’s interest in each employee as an individual. It is

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding your employees with membership in a select

group chaired by the president is one of the top ways to

provide topside recognition.

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highly rewarding for employees to have clearer self-insights, abetter sense of direction and goals, and specific strategies tomeet them, and these too are rewarding outcomes emanatingfrom professional career planning.

Cards Talk

The personalized business cards that you provide to youremployees obviously serve many purposes, especially when it

Assignment

There are excellent counselors, coaches,and organizational psychologists who can puttogether a tailor-made career planning programfor your employees. You can find them throughtheir professional associations, on the Internet,as well as through your network. You shouldinterview a few of them, review their programsand costs, select one, and work with him orher to determine the best way to start with yourteam.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you arrange for employees to receive individual-

ized career planning, you are also arranging for them to

receive individualized recognition.

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comes to business development and networking. A less obvi-ous role played by these cards is the recognition that is associ-ated with them.

Many employers provide business cards for people inupper-level positions and those who regularly have face-to-face contact with customers, vendors, and others in the busi-ness world. The rest of theemployees, especially thosein mid-level and lower-levelpositions, are left withoutcards.

The problem is thatmost of these latter em-ployees have occasionswhen they could actuallyuse business cards, andwhen they have to scribbletheir name and phonenumber on a napkin orscrap of paper, they feelembarrassed and even in-significant. When theseemployees are given personalized business cards, they sensethat they are now truly part of the company team. Thesecards, independent of the holder’s title, are perceived as sym-bols of status, stature, and importance. As such, they are highlyrewarding.

Assignment

Identify all of your em-ployees who do not cur-rently have personalizedbusiness cards and makearrangements for all ofthem to have cards. Ifsome of their titles looktrivial, take a couple ofsteps back and considersome upgrading in thisarea, too.

EpilogueEpilogueEpilogueEpilogueEpilogueIf you’re looking for a way to reward employees at all

levels, keep one thought in mind: It’s in the cards.


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Make Things Pop With Balloons

A light and fun way to draw recognition to your employeesis to give them a bundle of metallic helium-filled balloons for

milestones they meet on oroff the job. A bundle of bal-loons stands out like asearchlight in the night, es-pecially if the employeeworks in a cubicle.

Balloons are an excel-lent way to put some extrarecognition on top of suchupbeat workplace eventsas promotions, transfers,and welcoming new em-ployees, as well as for suchpersonal events as birth-days, graduations, andweddings. When otheremployees spot these bal-loons, they tend to come by

to check out the occasion, and this further enhances and wid-ens the reach of this type of recognition.

You can further personalize this recognition by having theemployee’s picture or just about any photo or comments placedonto the balloons. People typically associate balloons with funevents earlier in their lives, and when you bring them into theworkplace, you help rekindle those feelings.

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Assignment

Put together a list ofupcoming milestones foreach of your employees,and note the ones that lendthemselves to this lighterform of recognition. In or-der to avoid a last minutecrunch, use your phonedirectory and search en-gine today to find a suitablevendor that can providemetallic and personalizedballoons.

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Guru for a Day

Many employees have knowledge or expertise in areasthat could interest their coworkers, but opportunities to sharethis type of information are rare in most organizations. Suchareas of employee expertise can be job related, or they candeal with outside activitiesor hobbies.

It is very rewarding foremployees to be given anopportunity to lead a dis-cussion on topics in whichthey are truly experts.These employees appreci-ate managerial recognitionof their expertise, and theyalso appreciate the recog-nition associated with lead-ing a discussion group.

Recognition associatedwith this program goes be-yond the presenter, as theattendees regard these ses-sions as learning opportu-nities, and that makes them inherently rewarding. Otheremployees will begin to think that they too would like to lead

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Assignment

Ask your employees ifthey would like to lead adiscussion on any topicwithin their area of exper-tise or general interest. Tryto set these meetings oncea month or once a quarter,and be sure to provide agood deal of publicity. Ifyou include a light lunch aspart of the deal, you arelikely to generate even moreinterest.


EpilogueEpilogueEpilogueEpilogueEpilogueBalloons are a light and airy way to bring employee rec-

ognition to new heights.

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one of these discussions, and this helps build and reinforce acorporate culture of learning and recognition.

Employee of the Month

The designation “Employee of the Month” is one of themore traditional forms ofrecognition, but that is not ashortcoming. Some of theolder programs have stay-ing power because they arestill compelling sources ofrecognition.

Although the designa-tion carries a great intrinsicreward, many companiessweeten this pie by attach-ing some attractive tan-gibles to it. For example,the “Employee of theMonth” might be given acertificate, a trophy, a pieceof jewelry, or preferredparking for the month. Thesetangibles are typically less

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you create an opportunity for employee knowl-

edge to be shared, you are also creating an opportunity for

employee recognition to be shared.

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Assignment

Determine the criteriato be used in selecting an“Employee of the Month,”and designate the kinds oftangible and intangible re-wards to be attached to thisaward. You can give thisprogram a newer spin byreplacing the word “Em-ployee” with a positiveword or term of your ownchoosing, such as “Star,”“Hero,” or “Champion.”Announce the program, putthe publicity in place, andselect your winner.

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meaningful than the designation itself, but they are appreci-ated nonetheless.

Regardless of the tangible rewards, it is always importantto have some kind of ceremony when this reward is given out,along with photos on the company Website and Wall of Fame.

Employee of the Year

It is obviously important to provide recognition for yourbest employees, yet the question remains of what to do aboutthe best of the best. That’swhere “Employee of theYear” enters the picture.The purpose of this awardis to recognize one indi-vidual whose performancestands out above all othersin all respects.

The presentation of thisaward is accompanied bymore fanfare than otherawards, and it is best doneat a major company eventthat can include familymembers, board members,and even community leaders. All of the “Employees of the

EpilogueEpilogueEpilogueEpilogueEpilogueThe program is called “Employee of the Month,” but

the pride, satisfaction, and sense of accomplishment last a

lifetime.

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Assignment

Meet with the seniormanagement team to dis-cuss the role and impact ofthis kind of reward. Workwith this team to define theselection criteria, establisha selection committee, de-cide event and venue, anddetermine the rewards tobe given to the winner.


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Month” should be recognized at this event, while the announce-ment of the “Employee of the Year” is the culmination.

To help this reward stand out even further, you can desig-nate an entirely separate name for it, such as the “President’sAward.” While it is appropriate for the honoree to be given aframed certificate, the status and stature of this award meritsomething more, such as a trip or a cash bonus.

Proven Improvement

In addition to rewardingyour employees for excel-lence in performance, it isalso important to step backand look at excellence froma different angle, specificallyin terms of improved perfor-mance. You may have someemployees who are showingreal signs of improvement,and that calls for recognition.

One way to do this is todesignate a special award forthe employee who has madethe greatest leap forwardduring the year. When an

EpilogueEpilogueEpilogueEpilogueEpilogueThe designation of “Employee of the Year” is the ulti-

mate in recognition for the ultimate in performance.

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Assignment

As you track the per-formance of your employ-ees over time, keep an eyeout for those who are im-proving. At the end of theyear, select the one em-ployee who has made thegreatest strides and presentthis award to him or her.The award should comewith a certificate and ahearty round of applause.

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employee shows real signs of improvement and you want himor her to repeat this positive behavior, you should reinforce it,and that’s exactly what an award for improved performancewill do.

You can easily call this the “Most Improved EmployeeAward,” or you can come up with a catchier name that helpsgive the award special meaning and significance in your com-pany. For example, you could call it the “V.I.P. Award” forVastly Improved Performance.

Outside Input

If your employees have regular and direct contact withcustomers, such as in retail or health care, a great way to gen-erate recognition for them is to have special recognition formsfor your customers to complete on the spot. If a customer re-ceives particularly excellent service from one of your employ-ees, the customer should be able to easily complete a recognitionform that will ultimately end up in your hands.

This form typically has your company logo, a spot for theemployee’s name, the date, and a section to describe theemployee’s excellent behavior. When an employee receivesone of these forms, you should meet with him or her, reviewthe accolades, express congratulations, and place the form inthe employee’s file.

EpilogueEpilogueEpilogueEpilogueEpilogueRewards for the most improved employee help bring out

the most in all employees.

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Employees should receive a congratulatory note from youeach time they receive one of these commendations, and thereshould be additional rewards associated with additional com-mendations. These rewards can include certificates, pins, anda special patch if your employees wear uniforms.

Idea 103

The Message of the Massage

High levels of pressure, tension, and stress, plus long andarduous hours, have left many of today’s employees feelingtight, tense, and on edge. Feeling this way can interfere withtheir ability to concentrate and deal productively with others,both at work and at home.

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EpilogueEpilogueEpilogueEpilogueEpilogueRecognition from outsiders has an amazingly positive

and powerful impact on insiders.

Assignment

Put together the basics of this on-the-spot rec-ognition program, and be sure to include the form,the rewards associated with the numbers of com-mendations that employees receive, and the pub-licity for the program as well as for the employeeswhom customers single out for recognition.

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In recognition of theemployees’ diligence andthe stresses and strainsthey are experiencing,some employers are re-warding employees withmassages. This entails re-taining a professionalmasseuse to provide freemassages to all interestedemployees.

Employees who opt totake part in this form ofrecognition and receivemassages emerge feelingrelaxed, refreshed, re-energized, and rewarded.They typically return towork with a calmer andclearer head, and are able to work more productively, and thisis rewarding as well.

Meditate About This

Another rewarding way to help your employees copewith the pitch, fervor, and intensity of their work is to use

Assignment

Contact your health-care providers to see if theycan recommend any mas-seuses in your area, andcheck with your networkand employees as well. In-terview a few masseusesand discuss their programs,schedules, and fees. Thereare some masseuses whodo a good deal of corporatework, and the individual youselect must be able to helpyou structure your program.

EpilogueEpilogueEpilogueEpilogueEpilogueProviding employees with professional massages is deeply

rewarding in every respect.

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the services of an expert inmeditation. This individualcan work with your employ-ees on an individual andgroup basis to help thembetter handle the stressesand strains of work, gaina fresh perspective, andmaintain their physicaland mental well-being andbalance.

On one level, medita-tion physically takes youremployees away from thedesk, computer, and cellphone, and gives them alittle quiet time. On anotherlevel, the meditation expertcan take your employeesthrough exercises and ex-

periences to help them better understand themselves and buildindividual tools to help them handle the challenges of their work.As a result of meditation, many people experience a sense ofpersonal growth and insight, and they find that these outcomeshelp them feel better and work better.

Assignment

Contact your health-care providers as well aslocal churches and templesfor referrals to a meditationexpert. Meet with a few ofthem and select the onewith the best credentials,references, and experi-ence, along with the seem-ingly most appropriatestrategy for working withyour employees. Breathedeeply and slowly, andlaunch the program.

EpilogueEpilogueEpilogueEpilogueEpilogueA meditation expert rewards your employees with the

gifts of self-insight, enhanced perspective, and a sense of

well-being.

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Ergonomically Speaking

An important way to recognize your employees for the longhours at their desks, on their computers, and on their cell phones,is to bring in an ergonomic expert to make sure that each em-ployee is physically posi-tioned for maximum comfortand minimum risk of injury.When it comes to furnitureand furnishings, one sizedoes not fit all. Poorly de-signed or positioned officefurniture and equipment canlead to discomfort, musclestrains, accidents, and injury.

The areas that need spe-cific attention in many officesinclude chairs, keyboard po-sitioning and angle, heightand angle of the monitor, po-sitioning of the mouse andmouse pad, telephone place-ment, and height of the desk.

It is rewarding for em-ployees to see that you recognize this fact and are taking actionto deal with it. There are experts who can assist you, and youcan find them through your workers’ compensation carrier andsome of the major office furniture manufacturers.

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Assignment

Whether you are hear-ing complaints or not, bringin an outside expert to re-view the ergonomics of youremployees’ workstations oroffices. Some experts willoffer to lead group discus-sions on ergonomics, but youshould insist on one-on-oneassistance for each em-ployee. If the expert indi-cates that it is time for somefurniture upgrades, youshould listen.

EpilogueEpilogueEpilogueEpilogueEpilogueFurniture and office equipment should be as tailored as

the user’s apparel.


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106Feng Shui Today

As your employees work through long days and nights,papers and files pile up, and it can be difficult for anyone to

get on top of the clutterexcept in the literal sense.An excellent way to rec-ognize your employees’unflagging efforts to getorganized is to give themsome unique support inthis area. One of thenewest yet oldest tech-niques falls under theheading of feng shui, theancient Chinese art of ar-ranging space to fit the en-vironment, one aspect ofwhich is reducing clutter.

An excellent rewardis to bring in a feng shuiexpert to help your em-ployees organize theirwork areas as well as

their work. This can lead to improvements in their efficiencyand productivity, an outcome that rewards your employeesnot only with more time, but also with the recognition thataccompanies increases in performance.

Assignment

Contact local universi-ties and architectural andspace planning firms forreferrals to feng shui ex-perts in your area. Meetwith at least three expertsin this field, and retain thestrongest candidate for atrial run in your office. Ifyou are satisfied with theresults, give your employ-ees a few articles on fengshui to remove the mysteryand start the process withthem.

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In and About the Office

By focusing on your employees’ offices or workstations,you will spot several ways to provide recognition. The size,location, and condition of the employees’ offices or work-

stations all connote vary-ing levels of recognition,and even a few tweaksin this area can be highlyrewarding.

If you want to provideemployees with major rec-ognition for their work,think about rewardingthem with a large office, acorner office, an officewith a view, or even anoffice that includes a sepa-rate table and chairs. Ona smaller scale, you cangenerate recognition for

your employees by taking such basic steps as upgrading thecarpet, painting the walls, providing a new and ergonomicallysound chair, or bringing in some other new furniture.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you bring a feng shui expert into your employees’

lives, they soon realize that this is a reward that many have

been seeking for years, often without knowing it.

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Assignment

Take a careful look atthe physical working con-ditions for all of your em-ployees and put together alist of possible improve-ments or changes that couldbe used as rewards overtime. Set priorities andtimeframes for each, andput this plan into motion assoon as possible.


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Your employees’ physical surroundings emit a constantbackground message, and you can make these surroundingsring with recognition by making a few upgrades.

Artful Management

When employees moveinto an office or from oneoffice to another, they ofteninherit whatever art hap-pens to be on the walls. Inorder to generate the fullrange of recognition associ-ated with this type of move,employees should be pro-vided with an opportunity toselect the artwork for theirwalls. This does not neces-sarily mean that they canhang whatever they want,but they should at least beable to make their own se-lections from a booklet ofapproved art.

While art on the walls is not going to motivate your em-ployees, it does have the potential to annoy, distract, and bother

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you reward employees by improving their working

conditions, you are also improving their mental condition.

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Assignment

Assemble a booklet of atleast 100 reproductions thatare suitable for your employ-ees’ office walls. Wheneveremployees are moved into anew or different office, theyshould be given the bookletand the freedom to selectwhatever they want. Checkalso with your current office-holders to see how they feelabout the art on their walls,and have the booklet ready forthem, too.

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them. You can easily solve this problem with the art booklet.By letting your employees have more control over the look ofthe area in which they will spend most of their waking hours,you are providing visual recognition of their judgment, taste,and independence.

A Little Shut-Eye

It is only natural that your hard-working employees areoccasionally going to feel sleepy while at work. Although there

is a strong negative conno-tation associated withsleeping on the job, a grow-ing number of employersare stetting this stigmaaside and looking morecarefully at the notion ofemployee naps.

The result is a grow-ing belief that an employeenap is not such a bad thing.When employees rechargetheir batteries with a briefnap, they give their produc-tivity a real jumpstart, and

this is rewarding to them as well as to the company.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen employees are given the opportunities to select

artwork for their walls, their entire employment picture

improves.

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Assignment

Let your employeesknow that if they need a10- or 20-minute snooze, itis fine with you. For start-ers, they can do this at theirdesk. If you see positiveresults over time, then con-sider other accommoda-tions, such as cots and evena power nap room.


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In fact, some employers are now rewarding employeeswith an opportunity to take a brief nap during the day. Theunderlying message is that employees are mature adults whoknow what they need in order to operate at peak efficiency,even if it means a short snooze. Employers have also increasedtheir comfort with naps by giving these breaks a more accept-able name: power naps.

Taken for a Ride

One reward that is lit-erally a moving experiencefor the recipients is the useof a limousine. This is actu-ally a reward for two en-tirely separate audiences,one focused on the fun andthe other focused on thefunction.

On the fun side, provid-ing employees with a limoride to and from work for aweek is a well-received re-ward for outstanding perfor-mance in any number ofareas. For example, this can

EpilogueEpilogueEpilogueEpilogueEpilogueBy allowing employees to take power naps, you are open-

ing your eyes to a form of recognition that is a real sleeper.

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Assignment

Review the possibilityof using a limo service toprovide fun and functionalrewards to your employees.Call your contacts at othercompanies for referrals to alimousine service, and useyour phone directory and theInternet for additionalsources. Contact a few ofthese services for prices,references, and necessarylicenses and insurance, andthen get the wheels turning.

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be a perfect reward for employees who win company contestsfor safety, carpooling, or general suggestions.

On the functional side, providing a limousine service foryour frequently traveling employees is a clear help to them. Itlessens the hassle and stress associated with air travel whendeparting and arriving. Your traveling employees greatly ap-preciate your understanding and recognition in this arena, andthey do not need any articles or photos.

EpilogueEpilogueEpilogueEpilogueEpilogueUse of a limousine can be an ideal reward for your driven

employees.

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Name Recognition

If you have a long-term employee who has distinguishedhimself or herself in a particular area, one of the greatest formsof recognition is to name an award in his or her honor. Theaward is built around this employee’s consistently excellentperformance in any area of importance to your company, suchas sales, service, or creativity.

For example, one of your long-term employees, GeorgeWashington, has been a source of amazingly creative ideas formany years. In order to honor this accomplish, you would cre-ate the Washington Award, given annually to one employeewhose innovative thinking best represents George’s ideas andideals.

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George is greatly rewarded by having this award as a per-manent legacy, and future recipients understand that they havereceived a truly special form of recognition, a one-of-a-kind,made even more so if George personally presents it to them.

For All to See

If you want to have some fun and shock your employeeswith a huge gesture of recognition, rent space on a billboardthat many employees pass on their way to work. The billboard

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you honor an employee by creating an award in

his or her name, it is far more than an award in name only.

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Assignment

If you have a long-term employee who hasbeen consistently excellent in a key area, estab-lish an award in his or her name. At an appropri-ate ceremony, honor this individual by announcingthis award and presenting a special certificate andtrophy. Over the long term, monitor the perfor-mance of your employees to see if any of themmerit your company’s version of the WashingtonAward.

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can include a congratulatory message to an individual or team,along with a photo, artwork, and logo.

This type of recognition is best used for very special ac-complishments by an individual or group, and it is guaranteed tomake an indelible imprint on the recipients as well as the rest ofyour team. You can magnify the message even further by tak-ing pictures of the employees in front of their billboard andposting them on the company’s Website and Wall of Fame.

This recognition can be part of another program, such asthe “Employee of the Month,” or it can literally be a stand-alone reward.

Assignment

By using your local telephone directory ora search engine, you can find numerous mediacompanies that can rent billboard space justabout anywhere, often on a monthly basis andat reasonable rates. If you are looking online,your keywords are “rent” and “billboardspace.” Check out pricing and timing, and tryto select a spot on a route traveled by many ofyour employees.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you recognize your employees by placing compel-

ling words of congratulations and appreciation on a billboard,

it’s a real sign of approval.


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It’s That Time of the Yearbook

When people hear the word, “yearbook,” they often thinkback to the days of high school or college, without realizing thatyearbooks can be a terrific source of recognition in today’sworkplace. Yearbooks are a great way to provide recognitionand thanks to every employee for his or her hard work duringthe year.

A company yearbook is composed of hundreds of can-did and posed photos of employees taken throughout theyear. They show employ-ees at their desks, clown-ing around, getting awards,attending meetings, relax-ing on breaks, playing oncompany teams, and en-joying company events.Some of the shots mayhave already appearedonline and on the Wall ofFame.

This yearbook can bea fairly simple booklet orsomething more elaborate.The only ground rule is thatevery employee shouldhave at least one photo init, and hopefully more. The yearbooks are then distributedto all employees at year-end, typically at a company party.

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Assignment

Tell your employeesabout the yearbook and se-lect a few of volunteers toput it together. Give themthe parameters and the bud-get, and hold a contest forall of the employees tocome up with a name. Inaddition to giving yearbooksto all employees, be sure tosave a few for the lobbyand company promotions.

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On the Road

Go to any airport midweek and you will see armies of busi-ness travelers, the road warriors who spend much of their worklife in taxis, airports, planes, and hotels. They are out there

selling, buying, solvingproblems, building relation-ships, and keeping millionsof businesses alive andwell. It is easy to say thattheir pay is their reward,and to a certain extent thisis true, but heavy-duty trav-elers need recognition, too.

While pins and plaquesare appreciated, these indi-viduals particularly enjoyrewards that can help themon the road. Some of therewards that fit this bill in-clude state-of-the-art lug-gage, briefcases, totebags, currency converters,eyeshades, garment bags,

EpilogueEpilogueEpilogueEpilogueEpilogueWhenever employees see a shot of themselves in the com-

pany yearbook, they get a shot of recognition.

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Assignment

Review the perfor-mance of your employeeswho spend a great deal oftime on the road, and lookat the formal and informalrecognition they have beengiven in the past year. If thisrecognition has been thin,have a mini-ceremony andprovide them with some ofthese travel-related re-wards. If you can havetheir name or initials em-bossed on any of theseitems, so much the better.


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luggage tags, toiletry cases, travel pillows, travel locks, andtravel clocks. These employees go a long way to reach theirgoals, and this type of recognition literally and figurativelygoes a long way.

In Cool Companies

One of the hallmarks of many of today’s dynamic and suc-cessful companies, oftenthe companies that arefound on listings of the bestemployers, is that they arereferred to as “cool com-panies.” A cool companytypically has a flat organi-zational structure, opencommunications, an openwork environment, pro-grams that reinforce work-life balance, employeeparticipation in decision-making, and employee-friendly benefits such assupport for day care and physical fitness.

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding employees with items that make travel easier

is an easy way to recognize your frequent flyers as well as your

infrequent flyers.

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Assignment

Develop a list of thekinds of cool items that youwould like to give your em-ployees, and then do someonline and local checkingfor availability and pricing.In order to make these giftseven more special, be sureto include the companylogo where feasible.

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As you reward your employees, there are some fun re-wards that keep the “cool” theme in mind. These are little tan-gible rewards that you can give out as spot bonuses, interimrewards for attendance or safety, or company-wide rewardsjust to say thanks to the team for their hard work.

With the “cool” theme in mind, these rewards include insu-lated mugs to keep drinks cool, freezer bags, fans that spray acool mist, and coupons at the local ice cream or smoothie shop.

Technically Speaking

Whether as prizes in contests, incentives for reaching ob-jectives, or simply as tangible recognition to show appreciationand thanks, rewards that help make your employees’ work livesand personal lives a little easier are always well received. Manyof the rewards that best meet this dual goal can be found in theelectronics aisles, whether you are online or on foot.

Some of these rewards include cell phones, digital cam-eras, laptops, iPods, hi-def televisions, home theatre systems,camcorders, photo printers, DVD players, GPS navigation re-ceivers, and all-in-one wireless devices. These are the kinds ofrewards that employees will use every day, and each time theyhit the power button, they sense some of the recognition thatled to this reward.

EpilogueEpilogueEpilogueEpilogueEpilogueYou will not get a cold reception when you reward your

employees with gifts that are literally and figuratively cool.

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When employees are rewarded with these state-of-the-artrewards, items that they hardly knew about yesterday are in-dispensable today. There are not many rewards that can offerthat kind of impact.

It’s About Time

Because many of your most productive and effective em-ployees spend great amounts of time on their work, it is onlyfitting to link the notion of time to the rewards you give them.One of the best ways to make this connection is to rewardthese employees with a watch or a clock.

Assignment

Do some browsing at the major electronicsoutlets in your area. Chat with the salespeopleabout pros and cons of products that might beright for your star employees, and take a look atsome of reviews on these items as well. As youput together your menu of rewards for your vari-ous recognition programs, be sure to include someof these items.

EpilogueEpilogueEpilogueEpilogueEpilogueBy rewarding employees with state-of-the-art electronic

equipment, you are also providing them with state-of-the-art

recognition.

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If you decide on a watch, it is not the generic gold watchthat is synonymous with a recipient’s imminent trip to pasture.Rather, each watch symbolizes successful times ahead andshould fit the employee who receives it, not only in terms ofsizing but also in terms of style. A sports watch might work forone employee, while something more traditional might be inorder for another.

The same type of thinking applies to a clock, because itshould literally and figuratively fit in the employee’s office orworkstation, while at the same time leaving no doubt that it isan award.

Assignment

Visit your local jewelry stores, departmentstores, electronic outlets, and sports stores toget a better idea of the offerings and prices,and make a similar search online by entering“watch,” “clock,” and “employee recognition”into one of the major search engines. You canfurther personalize these awards by inscribingthe employee’s name and a few congratulatorywords.

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding your employees with a watch or a clock pro-

vides them with timely recognition every time they look at it.


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For Sparkling Performance

Rewarding your employees with jewelry is a shining ex-ample of recognition that can last a long time. However, manymanagers set jewelry asidebecause they think suchrewards are appropriateonly for females. The real-ity is that you can find a tre-mendous array of highlydesirable jewelry for menand women in all styles, ar-rangements, and priceranges.

Some of the best re-wards for your employees’outstanding dedicationand performance startwith bracelets, rings, andnecklaces, and can easilyinclude key chains, ear-rings, pendants, and more.The only caveat is that a piece of jewelry has to match theemployee’s taste, or it will be consigned to a jewelry box.

When an employee is given a fitting piece of jewelry tocommemorate a milestone, landmark, or success, he or shewears it often, in part because of its inherent appeal, and inpart because of the constant message of recognition thatreflects from it.

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Assignment

Although you can eas-ily wander into a jewelrystore or onto an online siteand find some attractivepieces of jewelry, this is noarena for amateurs. If thisis unfamiliar territory to you,you should work with aknowledgeable associatewho understands your em-ployees’ tastes and style.Be sure to have a budget,and stick to it.

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Treats and Eats

There are times when your employees have been per-forming so well that they deserve a treat, and one of the most

palatable rewards is some-thing special to eat. In thisregard, lunches and mid-afternoon snacks arepopular items on the rec-ognition menu.

Many of your employ-ees’ favorite restaurantsprovide catering, whetherit’s hamburgers, ethnicfoods, or deli platters. Youhave the option of makingthe event as structured orcasual as you would like.You can even find restau-rants that will bring their

catering vans to your offices, prepare several of their special-ties, and then serve them to your employees right off the grill.

EpilogueEpilogueEpilogueEpilogueEpilogueJewelry is a perfect reward for an employee who is a

real gem.

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Assignment

Check with your em-ployees and make a list oftheir favorite restaurants,foods, and desserts. Con-tact some of the chains,restaurants, shops, and ca-terers that serve the mostpopular items, and thenbook one per quarter tocome to your workplace.


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On the snack front, you can sweeten your employees’ dayby having a local ice cream shop or caterer serve some cre-ative desserts and other delectable dishes. Many of these ser-vices will come right to your office and handle the entire event.While these food feasts are personalized in part by selectingfoods the employees enjoy, you should go further by includinglow-carb and sugar-free choices.

One-on-One With a Pro

With a quick glance at your employees, you are likely tofind that they have individual interests in such pursuits aspainting, softball, golf, tennis, knitting, carpentry, fishing, andmore. Each of these areas opens a door for individualizedrecognition.

If you would like to give your prized employees a rewardthey will remember, enjoy, and use for years to come, give

EpilogueEpilogueEpilogueEpilogueEpilogueIf you reward your employees with special lunches and

snacks, they eat it up.

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them an hour of private time with an expert from their area ofinterest. For example, reward your golfing employee with alesson from a pro. When this employee goes through the les-son, complete with videotaped guidance, he or she is going tobe bursting with positive emotions, and that is the exact impactyou want in a recognition program.

Your employees’ outside interests are reflections of someof their key motivations. When you provide a reward that helpsfulfill these motivations, the broader message is that you aretruly interested in your employees’ satisfaction, happiness, andgrowth.

EpilogueEpilogueEpilogueEpilogueEpilogueRewards that help employees succeed in their non-work

activities also help them succeed their work activities.

Assignment

If you have an outstanding employee whodeserves an outstanding reward, try to learn moreabout his or her outside interests. Do a search fora real expert who offers lessons, and then breakthe good news to your employee and to the restof the team.


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121Your Grab Bag

It is particularly effective to time your rewards so that theyare as close as possible to an employee’s positive behaviors,and you can do this in an upbeat and entertaining way by hav-

ing a grab bag of rewardsin your office. When youcatch an employee doinga great job, invite him or herinto your office, pull out thebag, and let the employeepick a reward.

The bag should containall sorts of terrific itemssuch as discount coupons,gift certificates, and movietickets. It should also havea few coupons for somehigher ticket items, such asa digital camera or a watch.When an employee earns a

trip to the bag, you can invite other employees to attend themini-ceremony if you wish. Either way, be sure to add somewords of recognition, praise, and appreciation for a job welldone.

Assignment

Get a unique bag andfill it with coupons, tickets,gift certificates, and vouch-ers for some very specialprizes. Let your employeesknow about the bag and theway the program works.When your first employeemakes the first grab, makesure everyone knows.

EpilogueEpilogueEpilogueEpilogueEpilogueThe possibility of a rewarding trip to your grab bag is

sure to grab your employees’ attention.

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Take Training Personally

In addition to the traditional organizational trainers thatteach employees about leadership or motivation, there are

other trainers who canteach your employeesabout their minds and bod-ies. Although these trainersdo not focus directly onworkplace topics, their ar-eas of expertise contributeto the employees’ physicaland mental health, andthat’s highly rewarding forany workplace or worker.

Some of the trainerswho can play a key role inthis type of recognition pro-gram include fitness ex-perts, nutritionists, yoga

instructors, and Pilates instructors. These trainers can meetwith your employees on an individual and group basis, and buildtheir strength, stamina, flexibility, confidence, self-image, stressmanagement skills, general health, and even their resistance todisease.

If you stretch beyond conventional training programs andapproach your employees with a more holistic approach, youwill be rewarding your employees on numerous levels, hencewidening and deepening the impact of your recognitionprogram.

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Assignment

Contact some of thefitness centers in your areaand generate a list of train-ers that fall into this holisticcategory. Contact each ofthem and bring in the mostpromising for additional in-terviews and screening.Pick the best ones to startthe program, and makesure that you enroll in it.


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It’s a Picnic

If you are seeking a classical favorite recognition event,look no further than a good old company picnic, complete withburgers, ribs, potato chips,watermelons, games, con-tests, and prizes. Companypicnics typically include allof the employees, theirfamilies, and sundry signifi-cant others. These eventsare often held at a park onone of the days of a longweekend.

Picnics are an upbeatway to say thanks to theemployees and provide allof the attendees with a re-laxing, entertaining, andfun-filled afternoon.

Picnics also create aperfect opportunity formanagers to visit with employees and their families and pro-vide public thanks and recognition. Importantly, if there aregames and contests, management should participate. When

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding employees with programs that take a holistic

approach is good for the whole company.

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Assignment

Start looking for thevenue for a company pic-nic today, because the bestsites get booked early. As-semble a team of employ-ees to help coordinate theevent, and give them aclear idea of your expecta-tions and budget. Picnicsare a great time to give outawards, but whether you doso or not, be sure to offerthanks and recognition toyour picnic planners.

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managers sit in an isolated cluster at these picnics, much of therecognition goes to waste.

Retreat and Recharge

You can provide your employees with multiple recognitionopportunities when you take them on a retreat. Typically held

at a conference center orresort, and lasting any-where from a half day to aweek, retreats set the stagefor you and your employ-ees to engage in a widerange of activities to buildskills, enhance teamwork,brainstorm, and play.

Employees instantlyfeel recognized when in-vited to go on a companyretreat. Furthermore, oncethe employees are at theretreat, many of the activi-ties, exercises, simulations,and discussion sessionsplace them in situations

where they receive instantaneous positive feedback and rec-ognition from their peers as well as from the managers inattendance.

EpilogueEpilogueEpilogueEpilogueEpilogueThe best company picnics serve heaping portions of salads,

burgers, fries, and recognition.

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Assignment

The first step is to findout if a retreat is right foryou and your team, andthen which type of retreatbest fits your needs. To getyour answers, contactsome of the corporate re-treat companies that youcan easily locate in yourphone directory and online.The best companies willwork with you every stepof the way, starting today.


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Retreats also offer your employees an opportunity to gainself-insight, participate in entirely new learning activities suchas ropes classes, and build better relationships with all whoattend.

Time-Released Recognition

Several forms of recognition continue to provide rewardswell into the future, but in many cases the rewards are morepsychological than tangible. However, there is a great way toprovide recognition that includes long-term tangible and psy-chological rewards.

If you have employees who have demonstrated outstand-ing work and goal attainment, and you want to reward them formonths or even years into the future, there is a very easy step:give them a membership in a “club” that sends them specialfoods or beverages every month for a year or more.

In order to personalize this reward, you should pick a foodor beverage that matches the tastes of your employees, andwith the vast array of offerings available from these clubs, youshould have no difficulty doing so. There are clubs that willsend your employees a monthly gift of just about anythingyou can imagine, including wine, meat, cheese, salsa, fruit,vegetables, plants, coffee, tea, nuts, and much more.

EpilogueEpilogueEpilogueEpilogueEpilogueIf you want to provide your employees with numerous

opportunities for recognition, self-insight, and growth, do

not retreat from retreats.

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Stress Relief

Most employees today understand the health risks associ-ated with high levels of stress, and yet such stress is a commonbyproduct of hard work and long hours. While one of thebyproducts of many of today’s best recognition programs is areduction in stress, such as the outcomes associated with mas-sages and yoga, there are also some specific rewards you cangive your employees to help them deal with job stress.

These rewards span across a broad continuum that includesshowing a comedy movie during an extended lunch, taking advan-tage of the relaxing impact of the sound of water by providing

Assignment

Put together a list of your employees andtheir favorite foods and beverages. For thosewhose performance merits a gift every month,use a phone directory or search engine to findcompanies that offer the perfect item for eachselected employee.

EpilogueEpilogueEpilogueEpilogueEpilogueRewarding your employees with a delectable monthly gift

leaves a good taste in their mouths for a long time.

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employees with desktop white-noise generators or mini-fountains, and even giving employees tropical fish in their of-fices or workstations.

It is not as if these rewards are cure-alls for stress, butthey can possibly provide some relief. And, on a psychologicallevel, they send a message of care and concern to the employ-ees, and this message can be a stress reducer in and of itself.

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Strike a Pose

For attention-grabbing recognition that is long on fun, bringin a caricature artist to sketch your employees. You can makethis a reward for a team that met an important objective by

Assignment

Always be on the alert for signs of stress,such as increased illness, accidents, or irritabil-ity. If you see them, sit down with your employ-ees and listen carefully. They can often identifythe sources of stress, and you should be ready toapply any available tools to deal with them.

EpilogueEpilogueEpilogueEpilogueEpilogueAs you select and implement various recognition pro-

grams, it is important to stress the importance of stress

reduction.

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having the artist draw apicture of the entire teamor individual pictures ofeach member. Or you neednot attach the caricaturesto any specific goal, butsimply make them an up-beat gift for all of youremployees.

Having a caricaturedrawn is about as person-alized as recognition canget. In fact, caricaturiststypically highlight theprominent characteristicsand traits of their subjectsand often generate highlyindividualized pictures. The

process of having a caricature drawn is a bonding experienceif several of your employees are watching and offering hintsand suggestions. By placing the finished portraits on the wall ina break room or in the hallways, you can have a clearly positiveimpact on the atmosphere.

Assignment

Use your phone direc-tory and favorite searchengine to find some carica-turists, and then ask to seesamples of their work,along with their referencesand prices. Pick the artistthat best meets your needsand have your caricaturedrawn. If you like what yousee, go with that artist, and,if you don’t, then start theprocess again.

EpilogueEpilogueEpilogueEpilogueEpilogueThere is an art to recognizing employees, especially when

you can provide employees with art that they recognize.


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Deep-Rooted Forms of Recognition

Many employees enjoy recognition that not only highlightstheir accomplishments, but also has some significance beyondthe workplace itself. Growing numbers of employees are be-coming increasingly passionate about the environment, and youcan recognize these em-ployees and their concernfor the planet by reward-ing them with a tree or treesplanted in their names.

This reward is par-ticularly appropriate foremployees whose perfor-mance also contains anelement of social respon-sibility. For example, forthe employee who hasdone the most volunteerwork in the community orhas been honored by an-other civic organization forhis or her support, yourdonation of a tree in his orher name is a very fitting piece of additional recognition.

There are numerous schools, clubs, cities, and parks thathave programs in place to receive these donations, and the ideaof having a tree planted in an employee’s name is a visual,long-term, and singular reward that recognizes the recipient onmany levels.

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Assignment

As you review youremployees’ performance,try to find successes in theworkplace and beyond. Insuch cases, consider hon-oring an employee with atree in his or her name. Youcan find many organiza-tions interested in thesedonations by entering“trees,” “donation,” and“honor” in your favoritesearch engine.

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Please Pass the Recognition

As employees look for faster and cheaper ways to get toand from work, there are some excellent rewards that are sureto move them. These rewards include transit passes for buses,

commuter trains, and sub-ways, as well as speedpasses for toll roads andbridges.

On the surface, theserewards save time andmoney, but on a deeperlevel, they can help reducefrustration, tension, andstress. Such rewards alsohelp your employees get aquicker jumpstart on theirwork, rather than spendinghalf an hour to decompressafter a harrowing com-mute. By easing the tran-sition into the workplace

each day, you are helping your employees reach the rewardsinherent in their work more quickly and easily.

EpilogueEpilogueEpilogueEpilogueEpilogueOne of the best ways to move beyond traditional recog-

nition programs and branch into new areas is to plant a tree

in your employee’s name.

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Assignment

Contact your localtransit agencies to pur-chase passes and vouchersappropriate for your geo-graphical area. Be sure totailor these transportation-related rewards to theneeds of your employees,such as by providing passesfor the bridge to employeeswho actually use the bridge.


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It is important to provide rewards that employees truly ap-preciate and use, and anything that eases their commute is highon that list. These types of rewards work particularly well asspot bonuses, as well as for employees who carpool or usepublic transportation.

Amusing Outings

When it’s time to recog-nize your employees for theirtireless dedication, there areoutstanding family-friendlyprograms that step outsidethe box and outside theworkplace. While these pro-grams typically last an en-tire day, their objective isshort and sweet: fun for theentire family.

Some of the best ex-amples of these programsinclude company-sponsoredtrips to a zoo, aquarium,amusement park, or mu-seum, especially a children’s

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you make it easier for your employees to get to

and from work, you also make it easier for them to work.

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Assignment

Look at the weekendsections of your local pa-pers and you will find nu-merous events, activities,and venues that can bevery rewarding for youremployees and their fami-lies. Pick one that fits best,and start the planning pro-cess. Announce the pro-gram early, but hold backsome of the specifics in or-der to build excitement.

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museum. The company handles all of the logistics, includingtransportation, meals, special tours, passes that bypass longlines, and even entertainment. As part of the fun, you cangive out T-shirts or hats that honor your employees’ great work.

These types of events reward your team with laughter,thrills, smiles, and warm shared memories, all of which arepriceless.

How Random

There are times whenyou have an employee whohas been consistently per-forming well , and youwould like to reward him orher. This reward is not at-tached to the attainment ofa specific goal, but ratheris a reward for this em-ployee’s excellent long-term performance.

This is the perfect timeto use a more random ap-proach in selecting a rewardand pick something different

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you implement family-friendly recognition pro-

grams, you will find that families become friendlier, and that

is very important for you and your hard-working employees.

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Assignment

Make a list of yoursteadiest and most produc-tive employees and matchthis list with the recognitionand rewards that they havereceived from you over thepast six months. If you findany who have not been ad-equately recognized, startthe search for one of theserandom rewards.


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that you think your employee will appreciate. For example, thismight be a piece of art or furniture for the employee’s home, aunique collector’s item, or perhaps an antique.

The purpose of this recognition is to thank your employeeand demonstrate that you are truly satisfied and pleased withall aspects of his or her performance. This type of generalrecognition is a pleasant surprise for your employee, and it dem-onstrates that your interest extends beyond attainment of onemeasurable goal.

A Basket of Recognition

Recognition implies a good deal of attention for a deserv-ing employee, and one reward that both gives and grabs atten-tion is a basket of goodies. These baskets are colorful displays,typically filled with delectable treats. When a basket appearson an employee’s desk, anyone within eyeshot knows that someserious recognition is happening.

You can make this a personalized reward by steering awayfrom off-the-shelf baskets. If you reward your employee witha basket of foods that he or she does not like, the ingredientsare going to end up in a different kind of basket, and so is therecognition that goes with it.

EpilogueEpilogueEpilogueEpilogueEpilogueYou can provide your consistently strong employees with

a reward that is random, because the recognition associated

with it is anything but random.

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The basket should be brimming with items your employeeis sure to enjoy. If he or she is a wine aficionado or a cheeselover, or both, then fill the basket with that in mind. In additionto food, don’t forget that you can add special rewards to thebasket, such as coupons or cash.

Significant Assignments

Some of the greatest rewards are generated by work it-self, especially if the work is significant, challenging, and var-ied. When employees complete difficult high-level projects, theyreceive rewards from two different sources, both of which playpremier roles in the recognition process.

Assignment

Make a list of your employees and the kindsof foods that you would place in a basket forthem. When an employee merits this reward,pull out the list, head for your favorite super-market, and build the basket. Don’t forget toinclude a card that thanks the employee fordoing such a great job.

EpilogueEpilogueEpilogueEpilogueEpilogueA basket filled with an employee’s favorite items gives a

taste of recognition whenever one of those items is opened

and enjoyed.

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One major source ofrecognition is actually fromthe employee him- or her-self. When employeesstretch themselves to un-dertake and complete as-signments that seemedbeyond their reach, theyexperience high levels ofself-satisfaction, self-worth, and achievement, allof which are major psycho-logical rewards with long-lasting positive effects.

The second key sourceof rewards is the employee’smanager. When an employee completes a Herculean project,the best managers seize this outcome and provide appropriaterecognition and rewards.

For the New Hires

It takes time for new hires to adjust to the company’s cul-ture and truly feel like part of the team. An excellent way toaccelerate this process and simultaneously provide recognition

Assignment

Ask your employeesfor a brief summary of thework they do each day fora week, along with the de-gree of challenge that suchwork offers. If you find thattoo much time is spent onroutine tasks, try to removesuch tasks and reassignthem to the appropriateindividuals.

EpilogueEpilogueEpilogueEpilogueEpilogueProjects that are meaningful and significant lead to rec-

ognition that is meaningful and significant.

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is to institute a quarterlylunch that includes all em-ployees hired during thequarter plus the presidentor a key topsider. The newhires sense a good deal ofrecognition simply by be-ing invited to a lunch likethis, and the recognition iscompounded when theyactually interact with acompany leader during thesession.

These lunches workbest when the leadermakes a short presentationthat covers a little history

and a lot of the future. The presentation should be followed bya question-and-answer discussion and an opportunity for theemployees to provide suggestions. The leader should be gener-ous with positive feedback during these sessions and after-ward, as this is one of the most compelling forms of recognition.

Assignment

Inform the companypresident or another keytopsider of the value ofthese meetings, and onceapproval is granted, inviteyour new employees to at-tend. If employees whowere hired in previousquarters could profit fromthis type of get-together,they should be invited to afuture meeting.

EpilogueEpilogueEpilogueEpilogueEpilogueA lunch that includes all new hires and the company

president or another topside leader validates the employees’

sense of self-worth and value, while also validating

management’s commitment to be open, communicative, and

responsive.


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A Good Sign

Recognition implies sending positive messages to employeesfor excellent work, and one proven way to send any message iswith an interior sign. Thesesigns identify your employ-ees by name, followed bypersonalized laudatory com-ments about their accom-plishments or milestones.

One option is the old-fashioned sign with slotswhere you insert individualletters to spell out anemployee’s name and yourwords of praise. However,these signs are becomingwoefully outdated.

A better option is a light-emitting diode (LED) sign.These are TV monitors orLED displays where your messages of recognition can appearstatically or they can scroll across the sign, much like the stocktickertape. You can easily create personalized messages with aPC or wireless remote, and there are many options in terms offonts, sizes, and colors. These attention-grabbing signs are mosteffective when placed in highly trafficked areas.

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Assignment

You can find LEDsigns through your phonebook or favorite search en-gine. After chatting with afew representatives, writeout the pros and cons ofintroducing this signage inyour company. As you doso, remember that thesesigns are valuable not onlyfor recognizing employees,but also for imparting addi-tional information to them.

EpilogueEpilogueEpilogueEpilogueEpilogueWith today’s high-tech signage options, you can create

highly visible recognition messages that are literally quite

moving.

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136It’s Your Day

For an individual employee or group that has performed re-markably well and truly helped the entire company, a fitting re-ward is to establish one dayas their special day. Thisday would bear their nameor names, and there wouldbe events throughout theday to honor them.

This day could includea major ceremony wherethese individuals are recog-nized, widespread con-gratulatory posters anddecorations, major onlinerecognition, a lunch in theirhonor, and a special an-nouncement from thepresident of the company.These employees could also receive appropriate certificatesand individualized gifts, and then be allowed to leave early.Perhaps their early departure would be the prelude to a com-pany-paid weekend at a resort.

When employees receive this type of honor, they under-stand that it is not only coming from their manager, but from thecompany at large. This makes the significance of this form ofrecognition that much larger for them.

Assignment

Review the perfor-mance of your employeesas individuals and teams,looking for any whose con-tributions have clearly madea major difference in thesuccess of your company.Let the topside leadershipknow that such special per-formance deserves a spe-cial day of recognition.

EpilogueEpilogueEpilogueEpilogueEpilogueGiving stellar employees their own special day is a great

way to recognize the many special days they have given to the

company.


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The Rewards of Retirement Plans

Having a retirement plan is an important way to rewardyour employees today and many years from today. With em-ployees at all job levelsthinking more about their fi-nancial future, a retirementplan demonstrates that youshare this concern withthem. The more that youare in sync with your em-ployees, the more reward-ing it is for them to workfor you and with you.

There are severalkinds of retirement plans,and the best plan dependson numerous factors spe-cific to your organization.With some expert advice,you can determine whetheryou should opt for a profit-sharing plan, a deferred profit-sharing plan, a 401(k) plan, orany of several other plans in this arena.

By selecting the best plan for you and your team, you willbe helping your employees gain a higher degree of control overthe financial side of their lives, and that is one of the greatestrewards you can give them and their significant others.

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Assignment

If you do not have aprofit-sharing plan, contactat least five of the majorfinancial houses that pro-vide these services andmeet with representativesfrom each. Put together aspreadsheet that comparesand contrasts their plans interms of costs and ser-vices, and then meet withsenior management withyour recommendations.

EpilogueEpilogueEpilogueEpilogueEpilogueA retirement plan is rewarding to your employees every

day, and it helps them retire more comfortably every night.

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Bonus Time

A bonus program is yet another excellent way to rec-ognize and reward superior performance, particularly overa stipulated period oftime, such as one year.However, it is importantfor all of the players tounderstand the criteriathat are used to determinebonuses.

One way to structurethese programs is for amanager to jointly estab-lish specific goals with theemployee, and then makethe bonus dependent on acombination of the em-ployee meeting his or hergoals and the companymeeting its goals. Whenan employee earns thatbonus, it should not sim-ply show up in his or her paycheck, but rather should bepresented in a one-on-one congratulatory meeting with themanager.

For bonuses to have a psychologically rewarding im-pact, they need to be linked to performance. If they areviewed as something that employees are automatically en-titled to receive, their value declines in all senses.

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Assignment

If your company doesnot have a bonus plan, meetwith management to dis-cuss the possibility of imple-menting one. At the sametime, if your company al-ready has such a program,review the criteria that areused for bonus decisions,and if bonuses have be-come routine, meet withmanagement to discussways to bring performanceback into the equation.


170


Other Options

An important way to provide your employees with the pos-sibility of substantial financial rewards is to have a stock optionprogram. With this program, your employees are granted the

right to buy a specified num-ber of shares of companystock at a price and timedetermined by the company.

Although there are noguarantees that employeeswill ultimately reap heaps ofmoney through this process,especially because issuessuch as market volatility,company performance, andvesting can all play a role,employees appreciate thepossibility of being able toearn money in addition totheir salary if they continueto perform well over time.

In addition, a stock option plan helps employees feel morelike partners and even owners in the company, and this is amajor psychological reward. Importantly, it is a reward that

EpilogueEpilogueEpilogueEpilogueEpilogueThe word “bonus” comes from the Latin word for “good,”

and there’s no question that a bonus is a good way to reward

good performance.

139

Assignment

If your company doesnot have a stock option pro-gram, meet with manage-ment to discuss this matter.And if it does have such aprogram, meet with a finan-cial advisor to make sureyou understand exactlyhow it works. This is im-portant for you, your team,and the individuals you maybe trying to hire.

171

can be given to all employees, as stock options need not belimited to executives.

Your Talented Team

Your company is probably loaded with talented employees,not only in terms of their ability to handle their work, but also interms of less obvious tal-ents they may possess. Fora fun-filled and rewardingactivity, set aside a lunchfor employees to demon-strate some of these hiddentalents.

This is a time for youremployees to showcasetheir skills as singers, danc-ers, stand-up comics, im-pressionists, musicians,poets, karaoke artists, andmore. If they wish, they cangroup together and put ona skit. All employees are

EpilogueEpilogueEpilogueEpilogueEpilogueWhen it comes to providing recognition and rewards,

you have many options, the most apparent of which are stock

options.

140

Assignment

Put out the word thatthere is going to be a com-pany talent contest, andentrants are invited in allconceivable categories.Select a date that is likelyto be less busy, possibly aFriday toward the end ofthe month, purchase theprizes, and have the cam-era and video camerasready for some fun visualsfor the company Website.


172


invited to participate, and the employees will be the judges aswell.

All entrants will be showered with applause and cheers,and there should be prizes for the best talent in each category.You can have fun with these prizes if you tailor them to eachcategory, such as tickets to a comedy club for the funniestindividual or skit.

The Awards Banquet

As the culmination foroutstanding work throughoutthe year, one gratifying wayto recognize your employ-ees’ accomplishments is tohold an awards banquet. Thisis typically an off-site eventthat includes all employees,their significant others, boardmembers, and other guestswho are important to thecompany.

The event can includemusic and entertainment,but the real highlight is the

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you create and conduct an event that showcases

and rewards the employees’ special talents, you are also show-

casing some of your special managerial talents.

141

Assignment

Contact some of thehotels and clubs in yourarea and put together aspreadsheet that includessizes of meeting rooms,menu options, costs, andavailable dates. Meet withthe other decision-makersin your company to reviewyour spreadsheet and thefeasibility of holding thistype of banquet.

173

presentation of awards. The first group to be recognized shouldbe those employees who have earned other company awardsduring the year, such as Employee of the Month. The banquetcan also be the time to give out other special company honorsand awards, such as for productivity, safety, and sugges-tions. The highlight of the event is the announcement of theEmployee of the Year.

All of the employees feel honored to attend these kinds ofevents, and if they are singled out for recognition as an indi-vidual or as part of a team, their pride and satisfaction soar.

Great Saves

If you have employees whose actions have generated sig-nificant savings, it seems rather fitting for your company’sscreensaver to give them some special recognition. Instead ofa generic screensaver that appears when your employees bootup, you can now personalize the company screensaver with aphoto of the employees you want to recognize. This is not dif-ficult to do if your company has centrally controlled computersystems.

Your employees’ actions can lead to all sorts of savings,such as ways to save money, save energy, save a customer,save time, or save raw materials. With many of today’sscreensaver software packages, you can design a screensaverthat includes a photo of these employees, a caption about what-ever they saved, and even some background music.

EpilogueEpilogueEpilogueEpilogueEpilogueAt the best awards banquets, the menu includes abun-

dant servings of savory foods and recognition.

142


174


A Word of Advice

If you are interested in simultaneously providing recogni-tion, building employee motivation, increasing satisfaction, andmaking better decisions, all you have to do is invite one or moreemployees into your office and ask for their advice, input, andsuggestions on one of your projects.

Briefly explain the project and the strategies you have beenusing, and then tell the employees that you are interested intheir perspective and insights. Give them an opening question

EpilogueEpilogueEpilogueEpilogueEpiloguePlacing an employee’s photo on the company’s

screensaver is a form of recognition that gets a little kick

every time the employee boots up.

143

Assignment

Check out the range of screensaver soft-ware packages at any of the major electron-ics outlets or online by entering “personalized”and “screensaver” into your favorite searchengine. Discuss the feasibility of implement-ing one of these programs with whoeverhandles information technology at your com-pany, and, if it can be done, do it.

175

and let the discussion go wherever the employees carry it. Allyou need to do is take notes and ask follow-up questions.

By including your employees in some of your importantprojects, you are treating them as valued resources, and this ishighly rewarding to them. As you continue working on the projectto its completion, be sure to give your employees feedback onthe final results.

While You Were Out

Many managers overlook an important recognition oppor-tunity when employees return to work after being ill for a few

Assignment

Review your mix of ongoing projectsand look for any that you might be able tomanage more effectively with some advicefrom your team. If you find one, invite afew of your employees who are particu-larly skilled in your project’s subject areato meet with you for some brainstorming.Regardless of the outcome, be sure to thankthem for their help.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen it comes to recognizing and rewarding employ-

ees, one of the best pieces of advice is to ask for their advice.

144


176


days or longer. These em-ployees are often greetedwith hundreds of e-mailmessages, but not one mes-sage indicating that anyonereally cares. All of the mes-sages tend to be all busi-ness. A little recognition atthis point costs nothing, andyet it is quite meaningful.

A manager can makea major difference by tak-ing a minute or two to sendthe returning employee ane-mail or meet with him orher to say, “Welcome back.We missed you.” With

these few words, the employee feels appreciated, valued, andimportant to the company.

When employees return to work after being sick and hearnothing from their manager, they tend to think the worst, andthat certainly does not bring out their best.

A True Open Door Policy

Having a true open door policy means that employees arewelcome in your office, and you are genuinely interested in

Assignment

If you have any em-ployees who are currentlymissing work because ofan extended illness, put anote on your task list towelcome them back whenthey return. In addition, letyour other employees knowthat it would be a nice touchfor them to welcome thisreturning employee, too.

EpilogueEpilogueEpilogueEpilogueEpilogueWhen you welcome an employee who returns to work

after being ill, your comments help him or her feel better and

work better.

145

177

them and in what theyhave to say. This is re-warding to your employ-ees because it shows thatthey are valued resourceswho deserve to be treatedwith trust and respect.This differs markedlyfrom a classic open doorpolicy in which employeesare free to walk into amanager’s office, but doso at their own peril.

When employeeshave questions about theirwork, concerns over theircareers, conflicts withpeers or superiors, or con-fusion over priorities, it is both comforting and rewarding forthem to know they can sit down and have a professional andconfidential discussion with their manager on these mattersand just about any others. Even if employees rarely drop in ontheir managers, it is also rewarding for them to know theycan always do so.

Assignment

Look honestly at youropen door policy and makeone list of the factors indi-cating that it is true opendoor policy, and another listof the factors indicatingthat it is a classical opendoor policy. If the latter islonger than the former, goback to the latter list andwrite a correction plan forevery item on it.

EpilogueEpilogueEpilogueEpilogueEpilogueAn open door policy can be quite rewarding, provided

that the manager who implements it has an open mind as

well.


178


Let’s Get Oriented

There is a good deal of bravado associated with hiringnew employees, casting them into the corporate waters, and

letting them sink or swimon their own, but the truthis that a well-structuredorientation is far more re-warding to new employ-ees. When new hires areleft to fend for them-selves, they tend to ex-pend a great deal of timeand energy on frustratingminor transitional activi-ties, while their centraljob responsibilities are leftuntouched.

The sooner the newemployees can get to theheart of their jobs, thesooner they sense the sat-isfaction that comes fromlearning, achieving, and

meeting significant goals. With a slipshod orientation pro-gram, the message is that new employees are not particu-larly important, and anything that anyone else is doing ismore important than orienting them. This approach startsthese employees off on the wrong foot, a foot that is likelyto head toward the exit.

146

Assignment

Look at your orienta-tion and whether it includessuch key components asintroductions, companyoverview, tours, training onthe company’s computers,and a review of key poli-cies and programs. Talk toemployees who were hiredin the last six months andask their opinion of the waythey were oriented. If theorientation falls short of themark, put together a teamto rebuild it.

179

The Sky’s the Limit

When employees soarto new heights in terms ofperformance, one very fit-ting reward, whether inconjunction with other re-wards or on its own, is ahot-air balloon ride or a he-licopter tour. These areexciting rewards in and ofthemselves, and they workparticularly well as an add-on for other rewards, suchas a weekend vacation thatincludes one of these rides.

Many of your employ-ees have probably neverexperienced these adven-tures, which makes theserewards both unique andmemorable. As years goby, employees may or maynot remember much abouta weekend vacation that

EpilogueEpilogueEpilogueEpilogueEpilogueAn orientation program is the first opportunity to show

new hires the value that you place on recognition and on the

new hires themselves.

147

Assignment

If any of your employ-ees have reached newrecords in productivity,sales, or other criteria thatare key benchmarks forsuccess in your company,use your local directory orpreferred search engine tofind companies that providehelicopter tours or hot-airballoon rides. Pick the onethat best fits your recogni-tion program, and then re-ward your high-flyingemployees with the uplift-ing news. When they goairborne, be sure to en-courage them to take lotsof pictures.


180


was awarded to them; however, if that vacation included oneof these rides, the employees will remember it as if it happenedyesterday. Most importantly, they will feel as if they were justrewarded yesterday.

Lateral Moves

One occasionally misunderstood method to recognize andreward employees is with a transfer from one job to another.Some managers and employees still regard such a move as apunishment or vote of no confidence, but nothing could be fur-ther from the truth.

A transfer is designed to take solid and productive employ-ees and provide them with new and challenging responsibilitiesthat better match their knowledge, skills, and abilities. Whenyou transfer your employees, the real message is that you un-derstand them as individuals, and you are rewarding them withincreased opportunities to learn, grow, and advance.

Employees and jobs are dynamic entities, and both changeover time. Sometimes they grow together, and sometimes theygrow apart. When excellent employees start to diverge fromthe jobs, a transfer can be a great reward for the employee andthe company.

EpilogueEpilogueEpilogueEpilogueEpilogueFor employees whose performance is above and beyond

all others, a most memorable reward is one that carries them

above and beyond all others.

148

181

360 Degrees of Freedom

One of the best rewards you can provide to your employ-ees is accurate feedback that they can use as a foundation forgrowth, development, and success. While you can singly pro-vide them with feedback, one of today’s most effective strate-gies is to provide them with 360-degree feedback.

With 360-degree feedback, employees receive feedbackfrom their manager, their peers, and their subordinates if they

Assignment

The best way to capitalize on the ben-efits associated with employee transfers isto have a job-posting system that lets cur-rent employees apply for open positions inthe company if they wish. If your companyhas such a program, make sure that it is wellpublicized and functional. If it does not haveone, start the process to have one in placeover the next few months.

EpilogueEpilogueEpilogueEpilogueEpilogueAlthough a job transfer moves employees sideways, it

does not cast them aside, but simply casts them in a better

role.

149


182


have any. As part of this process, employees may provide self-evaluations. The findings are summarized by the manager andfed back to the employees along with an individualized devel-opment plan and follow-up over time.

Employees view their participation in this program as aform of recognition, and they particularly appreciate accuratefeedback that can help them become more effective in all sensesof the word.

Assignment

If you are currently using 360-degreefeedback, review the effectiveness of yourprogram by polling your employees and ask-ing for suggestions. Use their feedback tomake corrections and upgrades. If you arenot using 360-degree feedback, do somereading about the process, discuss it withpeers who already may be using it, discussit with your employees, and then launch theprogram.

EpilogueEpilogueEpilogueEpilogueEpilogueThree hundred and sixty degree feedback can reward

your employees with a world of information to help them

make the next positive step in their job, career, and life.

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Recipe for Success

A fun way to recognize and reward the talent and unique-ness of your staff is to put together a company cookbook thatcontains your employee’sfavorite recipes for anymeal of the day or forsnacks. If your employeeswould like to include art-work, drawings, or photoswith their culinary delights,so much the better.

On one level, the cook-book recognizes your em-ployees as individuals. Youhave employees from di-verse backgrounds and cul-tures, and a wonderful andtasteful way to honor andcelebrate their individualityis a cookbook that includestheir traditional recipes.

At the same time, cre-ating this cookbook can be a rewarding team-building exerciseas employees work together to bring in their recipes and providetheir inputs on how the book should be designed, organized, andassembled. Teambuilding is further enhanced when the employ-ees share in the satisfaction that comes from seeing the finishedproduct, a corporate cookbook that makes all of them feel proud.

150

Assignment

Ask for a few volun-teers to head up the com-pany cookbook project.Give them the expectations,parameters, and budget.Let them know that thereshould be enough copies forevery employee, and someextras for the lobby as wellas for various visitors to thecompany. Once all of thisis decided, turn the teamloose.

EpilogueEpilogueEpilogueEpilogueEpilogueA company cookbook can cook up all sorts of recogni-

tion for your employees.


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The Best Rewards

If you would like a rewarding way to determine the bestrecognition programs for your employees, all you have to do isask them. Employees know how they would like to be rewarded,and soliciting their input in the early stages of the process isrewarding, too.

Employers can go togreat expense to providetheir employees with re-wards that are met with ayawn at best and a frownat worst. When this hap-pens, the negative mes-sages abound. Employeescan believe that manage-ment really does not knowor even care about them,and they are further dis-tressed because the com-pany is wasting money onmeaningless rewardsrather than simply givingthe money to them.

As a result, in order to have highly successful recognitionprograms, it is important to keep the lines of communication withyour employees wide open, as well as to track the effectivenessof the rewards and recognition that you provide.

151

EpilogueEpilogueEpilogueEpilogueEpilogueEmployees have some terrific ideas about recognition

and rewards, and when their ideas are taken into consider-

ation, the outcomes can be terrific, too.

Assignment

Meet with your em-ployees to discuss yourcompany’s reward and rec-ognition programs. Tell themabout the kinds of programsyou are considering, and askfor their suggestions. Whenyou ultimately select andimplement any recognitionand reward program, try totailor it to your employees’needs, and be sure to moni-tor its impact carefully.

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Index

INDEX

absenteeism, lowest, 67ads, recognition with, 69-70advice, asking employees for, 174-175afternoon off with pay, 27airport coupons, 117airport parking coupons, 117anniversary celebrations, 74-75announcements, using the Wall for, 38applause,

a hearty round of, 84-85appreciated, employees feel, 12art, choosing from approved, 134-135articles as recognition, 17assignments,

significant, 163-164athletic teams, company-

sponsored, 46-47attendance, 116attention, honoree as the center of, 51authors, heralded, 28awards, unique, 116-117

balance, the work-life, 104balloons, 122-123banquet, awards, 172-173bar, coffee, 101baskets, gift, 162-163billboard, rent a, 138-139birthdays, 113blouses, 56BMW Z4, 60

bonuses, 169-170books as rewards, 16bowling, 46boxer shorts, 56breakfast, 40breaks, snack, 101-102business cards, 120-121

car,use of a powerhouse, 60-61

card, gasoline gift, 52cards,

business, 120-121greeting, 25-26sending online, 24-25

career counseling,professional, 118-119

carpooling rewards, 53-54cars, rental, 117carwash, free, 39-40, 54cash gifts, 13, 44, 64, 114center, day-care, 103ceremony, award, 42certificate, 41-42, 124certificate, gift, 44Chanukah, 82chefs, 28childcare, 103-104

subsidizing, 104Christmas, 82clock or watch as award, 144-145closing early on holidays, 100-101

A

BBBBB

CCCCC

186

151 Qu ick Ideas to R ecogn ize an d R ew ard E m ployees

clothing, logo, 56-57coaching, 18, 87community, 56, 107company

literature, 80newsletter, 67-68picnic, 82-83publications, 80

company, award, 41company-specific awards, 116-117company-sponsored athletic

teams, 46-47competence, building, 13concierge at the workplace, 104-105conducting mini-seminars,

employees, 30constraints, budgetary, 62context, workplace, 12cook for your employees, 40-41cookbook, company, 183cool companies, 142-143Corvette, 60cost reduction, reward for, 56counseling,

professional career, 118-119coupons,

airport parking, 117discount, 117-118gasoline, 117groceries, 117hotel, 117movie, 117rental car, 117

creative teams, 95-96crisis centers, 107cruise, weekend, 63-64culture, workplace, 12

day, an employee’s special, 167-168day off with pay, 27

day care, 103, 142development, reward for

employee, 56dinner for two, 40, 45discount coupons, 117-118discussion on their expertise,

lead a, 123-124donations, 99

Eco-friendly steps, 23electronics as awards, 143-144e-mail messages, 21, 22employee development,

reward for, 56employee naps, 135-136Employee of the Month,

61, 124-125, 173Employee of the Year, 125-126Employee Suggestion

Program, 64-65energizing and enthusiastic words,

list of, 11entertainment event,

special, 28, 55environmentally friendly

programs, 23ergonomic, making the workplace, 131event,

special entertainment, 55expanding jobs vertically and

horizontally, 15expertise, lead a discussion in

their, 123-124

featured employees, 80feedback, 12, 14, 72-73feeling confident, 15feng shui, arranging the

office according to, 132-133filmmakers on the Internet, 92

DDDDD

FFFFF

EEEEE

187

Index

FIT employees, 49, 50flextime program, 86flowers, the power of, 98food, coupons for free, 47foods, list employees and

their favorite, 45footballs, Nerf, 48fountains, 156free carwash, 54Friends of Information

Technology, 50Frisbees, 48fruit for employees, 24

gasoline coupons, 117gift cards, gasoline, 52Gives Outstanding Leadership

and Direction, 116goal attainment, 67going green, 24GOLD Standard, the, 116golf balls, 48governmental training

programs, 30grab bags of rewards, 150graduation ceremony, 32green, going, 24greeting and salutations, 57-58greeting cards, 25-26groceries coupons, 117group, internal focus, 115guru for a day, 123-124gurus, management, 28

hand, give employees a, 83-84handwritten notes, 20harsh or cold environment, 12headlines, fake, 70-71

health-club memberships,106-107health-oriented perks, 24healthy lifestyle recognition, 34-35helicopter tours, 179heroes, military, 28home building programs, 107homeless shelters, 107homework and exams, 32horizontally expanding jobs, 15hot-air balloon rides, 179hotel coupons, 117

important,employees feel, 12your team is, 13

improvement, areas for, 14improvement, proven, 126-127improving performance,

ways to, 11indifference, 12individual, employees as

valued, 17industry conventions. 30Information Technology,

Friends of, 50input, employee, 115insurance premiums, 106interest in employee work,

level of, 13interest, showing genuine, 14interests and hobbies,

books related to, 17internal focus group, 115involved, get, 76-77

jewelry, 124, 146-147jewelry box, 146-147job applicants, screening, 97

GGGGG

HHHHH JJJJJ

IIIII

188

151 Qu ick Ideas to R ecogn ize an d R ew ard E m ployees

jobs and expandinghorizontally, 15vertically, 15

jobs, acting as manager ofown job, 15journals, 19, 69

kites, 48Koosh balls, 48Kwanza, 82

language, upbeat, 21leadership, excellent, 116learning, accelerated, 95LED signs, 166limousine, 55, 136-137list employees and favorite foods, 45lunch, 19, 40, 50, 51, 71-72,

88-89, 147-148, 164-165

magazines, 19manager of own job,

acting as, 15massages, 128-129, 155meal for you employees, cook a,

40-41meditation, 129-130membership, free club,

112-113, 154-155memberships, health-club, 106-107mentoring, 94-95messages, positive, 22mouse pad, personalized, 49-50movie coupons, 117movie stars, 28

name,creating an award

in his or her, 137-138including your, 21

naps, employee, 135-136newsletter, company, 67-68newspaper, announcements

in local, 68note, personal,

17, 20, 37, 63-64nutritionists, 151

office as a reward, 133-134online

and offline classes, 29-30cards, sending, 24-25suggestion system, 64-65

open door policy, 176-177oportunies to grow,

increasing, 15opportunities, photo, 37orientation, 178-179others, significant, 81-82outings, fun, 160-161

parking,preferred, 124special, 54

parking space, 36parks and recreation, 46peer feedback, 72-73perks, health-oriented, 24personal shopping, 105personality and situation,

cards to fit, 26personalized

inscription in books, 16postage stamps, 58-59

phone directory, local, 40photos, using the Wall for, 38physical fitness, 142picnic, company, 82-83, 152-153Pilates instructors, 151pizza, 51

KKKKK

LLLLL

MMMMM

NNNNN

OOOOO

PPPPP

189

Index

plans, financial, 62plaques, 41-42platter, deli, 51play, tickets to a, 63point reward system, 33-34Porsche Boxter, 60portraits, employee, 156-157positive words, hearing, 11posting online photos of super

employees, 36Post-it messages, 65-66president, message from the, 59private training companies, 30pro, one-on-one with a, 148-149professional counseling, 118-119program,

management development, 31-32scholarship, 102-103

programs,community clean-up, 107educational, 29-30home building, 107youth, 107

promotional sporting goods, 48promotions and formal

announcements, 37promotions, 36-37psychological rewards, 13psychologically wipe the

slate clean, 39

raises as rewards, 36, 62-63random approach to recognition,

161-162recognition

and credit to employees, 11form, 127-128opportunities, 77-78subscription, 19

recognize, making extra effort to, 20

recycled materials, using, 24referral rewards, 93-94rental car coupons, 117resistance, input leading to less, 115respected, employees feel, 12responsibilities and objectives,

reviewing, 19retirement plans, 168retreats, 153-154rewards on the spot, 43-44rewards,

providing two, 17psychological, 13

ribbons, 41-42

sabbaticals, 75-76safety, 116sandwiches, sub, 51scarves, 56scholarship program, 102-103scoreboard, flashing names on the, 48screensaver, personalized, 173-174self-worth, building a sense of, 13seminars, 29shopping, personal, 105significant others, 81-82signs, 166snack breaks, 101-102soccer, 46softball, 46solar power, 24speaker, going off site to hear a, 28sporting events, ticket to, 47-48stamps, personalized postage, 58-59stamps.com, 58stress, experience less, 53struggling, employee, 18subscription recognition, 19

RRRRR

SSSSS

190


subsidizing childcare, 104Suggestion Program, Employee, 64-65suggestion system, online, 64-65suggestions, 116surveys, 90-91sweatshirts, 56

talent team, 171-172task force, 95-96team, talent, 171-172teams, creative, 95-96Technology, Friends of

Information, 50telecommuting, 86tennis balls, 48thanks and appreciation to

employees, 11Thanksgiving, 82360-degree feedback, 181ties, 56time off as a surprise, 27TIP award, 18TIP-TOP level, 18title, changing job, 78-79Totally Improved Performance, 18toxins, reducing, 24training, personal, 151-152transfers, 180-181transit passes, 159-160travelers, recognizing, 141-142tree planted in employee’s name,

158-159trip, field, 109-110trip, rewarded with a special, 108trophies, 41-42trophy ideas, write down 10, 43trophy, original, 42-43

tropical fish, 156T-shirts, 56tycoons, 28

V.I.P. Award, 127-128vacation, winning, 108-109ventilation system, redesigning, 24vertically expanding jobs, 15videos, employees featured in, 91-92visiting, 13vocabulary, sports, 47volleyball, 46voluntarism, 107-108, 116volunteer work, 67

Wall of Fame, 38, 46, 81, 139wall, recognition, 37-38watch or clock as award, 144-145watches in place of rubber bands, 98water, bottles of, 89weekend vacation, 179welcome-back e-mail, 175-176wellness program, 34-35wine, bottles of, 89work hours, flexibility in their, 85-86work, appreciating, 113work, handling strain of, 130workplace context and culture, 12work-related articles, 17workstation with promotions,

better, 36

yearbook, company, 140-141yoga, 155yoga instructors, 151youth programs, 107

TTTTT

VVVVV

WWWWW

YYYYY

191

About the Author

About the Author

Ken Lloyd, Ph.D., is a nationally recognized consultant,author, and newspaper columnist based in Encino, California.With specialties in organizational behavior, management train-ing and development, and communication, Dr. Lloyd has con-sulted in a wide range of industries including health care, apparel,financial services, electronics, Internet service provider, andentertainment. His workplace advice column can be found innewspapers across the United States.

He is the author of the widely acclaimed Jerks at Work:How to Deal With People Problems and Problem People(Career Press, 1999; revised edition, 2006), available in nu-merous languages including Chinese, Japanese, Polish, andKorean. He also authored Be the Boss Your Employees De-serve (Career Press, 2002), and he co-authored Ultimate Sell-ing Power: How to Create and Enjoy a Multimillion DollarSales Career (Career Press/Penguin Books, 2002), along withthe best-selling book Unlimited Selling Power: How to Mas-ter Hypnotic Selling Skills (Prentice Hall, 1990), now in itsninth printing and available in numerous languages. Dr. Lloyd isalso the author of The K.I.S.S. Guide to Selling (DK Publish-ers, 2001), part of Dorling Kindersley’s popular Keep It SimpleSeries. He also wrote the business film Communication: TheName of the Game (Roundtable Films and Video), award win-ner at the National Educational Film Festival and the AmericanFilm Festival.

Dr. Lloyd is a frequent television and talk-radio guest, andhe has appeared on “Good Morning America,” CNN, “Morn-ing Edition” on NPR, along with several appearances on KABC,KTLA, and Fox Morning News “Ask the Expert” segments.

192


He received his B.A. from UC Berkeley, and his Ph.D. in or-ganizational behavior from UCLA. He teaches frequently inthe MBA program at the Anderson Graduate School ofManagement at UCLA, and he continues to lecture at variousuniversities and speak before numerous organizations andassociations. Dr. Lloyd is a member of the American Psycho-logical Association and the Society for Industrial and Organiza-tional Psychology.

Documents

151 Quick Ideas to Recognize and Reward Employees