10 guaranteed, foolproof, effortless ways to take care of your employee engagement and company culture once and for all. Or not.
Maritz Motivation was once again honored as the giant category winner of St. Louis Business Journal’s “Best Place to Work” Award. Today we are highlighting one of our employees, Leah Harwell, who helps make the culture so special.
In major league baseball, it’s not uncommon to see a team, saddled with a regretful contract, trade an established player for next to nothing, trying to get dead money off its books and onto someone else’s. Addition through subtraction, as it were.
The larger the team, the harder it is for an employee to be singled out for individual praise. And, not coincidentally, the easier it is for an employee to hide from being singled out for individual blame.
What’s better than free money?
Actually, when it comes to reward and recognition programs, quite a few things may be. So says a new study by the Incentive Research Foundation, Award Program Value & Evidence.
It’s always good to do the right thing, for no other reason than that it’s the right thing. What’s even better is when there are multiple reasons for doing the right thing.
Have you ever been concerned that competitors have been diligently measuring the ROI on their employee reward and recognition programs, while your company hasn’t?
“If you want one thing too much, it’s likely to be a disappointment,” declares Augustus McRae in Larry McMurtry’s Pulitzer Prize-winning Lonesome Dove. “The healthy way is to learn to like the everyday things, like soft beds, and buttermilk…a sip of whisky of an evening…”
Given a choice between serving on the committee to write your company’s mission statement or a trip to the dentist, which would you choose?
The Incentive Research Foundation (IRF) released its annual trends report, and as is always the case with IRF offerings, it includes plenty of pertinent and interesting information. The 10 trends with implications for incentive travel and reward and recognition programs include: