Employee Recognition, could it be possible that your company is doing it wrong?  Every individual is unique, so having a recognition system that rewards uniqueness may be hindering the effort. Forbes Contributor Meghan M. Biro argues that the system needs to reflect time and consideration and not just going through the motions of recognizing an employee. Often time, a failing recognition system can be worse than a bad manager. READ MORE.

It seems we budget for everything.  Yet we rarely seem to budget for appreciation when, in fact, showing appreciation is one of the biggest things we can do to get people fired up, keep them more positive and celebrate the successes we have.  As an employee retention speaker and employee retention author, I run across very few organizations that specifically put money aside for personal recognition or for recognition of group successes.  This leaves things to chance and when things are left to chance the likelihood that they will be done is slim. I advocate setting aside money that can

When asked about rewards versus recognition for employee engagement and motivation, most HR leaders will be hard pressed to make a choice. Darien Mah, Chief Executive Officer of FOREFRONT International, brings out the forms of rewards & recognition that help keep the staff turnover rate below 20%, in this case study. Read More HERE.

All of us have heard “The employee that feels appreciated will always do more than is expected,” and it’s spot on! From an employers perspective, the question is how is this top priority achieved? Sure, compensation always plays a part. However, what else can companies do to ensure their colleagues feel valued and more than a number? The ideas from Forbes Council Member, Laura Hamill, are very good suggestions. A company that displays general care for their people, develops & maintains a transparent/consistent open path of communication, and finds ways to effectively engage their team members, are the companies that