Tag Archives: employees

Implementing Service Awards for Employees: What Not To Do

Service awards for employees are employee milestones with the company that should be celebrated. It’s not an option for a company to have an award like this, it’s a requirement. This is the award that shows that the company appreciates the time and the contribution the employees have made as they stayed on and grew with the company.

Here are some the things to avoid doing when implementing this award program:

* Years ago, companies only handed out service awards for employees for the employees’ 10th or 25th year. That is unacceptable now. Most companies begin the recognition on the employee’s 5th year; and then on the 10th year, 15th year, 20th year and so on. There are even some companies that recognize service on the third year of the employee’s stay with the company.

* Do not forget to celebrate the employee’s contribution to the company along with the years of service. Communicate this to the entire organization with a public celebration.

* You don’t have to spend too much on a lavish event for this award program. It can be a dinner to celebrate the employee milestones or it can be a part of a big event in the company like the anniversary. The more important aspect to remember about implementing an award like this is to be able to convey the company’s sincerity and gratitude. This will be able to do more in boosting employee morale and motivation than any kind of lavish event.

* Avoid making it seem like the award is for just showing up to work. Focus on the contributions and the employees’ skills.

* Don’t give the impression that the award is inconsistent and that it depends only on whims of the bosses. Make sure that you convey to the entire organization that the award is fair, objective and transparent. And make sure that it’s consistent. Follow the rules or criteria set for the awards at all times. Hold the awarding ceremony at a consistent period or date.

* Don’t implement an award program like this that operates in a void. It should be connected to other award programs and they should all share common objectives. Begin with the company’s goals. From these company goals, you should have a holistic motivation strategy that has goals that are tied to the company’s goals. And then from the goals of the motivation strategy, build the goals of the other award programs. Other awards programs that you can consider including in your motivation strategy are Employee of the Week or Month or Year, Instant Recognition or Spot Recognition, Peer Recognition, Employee Referrals, Birthday or Special Occasion Awards and Safety Recognition.

* Don’t forget to use both public and private components to the service awards for employees. A public component includes the official announcement, which should be accessible to everyone across the organization, and the awarding ceremony. An example of a private component would be the company’s top executive or executives personally congratulating the employees. Adding a personal touch like this, which should be a simple and sincere gesture, can go a long way towards conveying the right message and helping make the reward program more effective.

Ethics 101: Morals At Work

You have probably heard the word “ethics” thrown around quite a bit, but do you know what ethics are? Ethics are a person or corporations moral philosophy, which involves how a person or business defines and handles right and wrong behavior. A solid ethical foundation is generally based upon human rights, what is fair and what is in the best interest of the workplace (both employer and employee).

Due to the fact that ethics can vary greatly depending on many factors, it can be difficult for a business to determine where the lines are drawn in the sand when it comes to quandaries involving ethical decisions. It is important not to confuse ethics with the law, as some laws may not be in line with what we consider to be ethical. What is ethical can change based on where we work and who we interact with.

Almost all employees will find themselves from time to time in a position where they are being asked to do something that is unethical. If a superior requests a financial report but asks that the numbers be manipulated, it is unethical, especially if you know that finagling the figures will benefit the recipient.

Managers are supervisors are not the only people who can dish out unethical requests and behaviors; colleagues are guilty of the same. Some new employees have reported being asked by more senior staff members to do their assignments or even take tests on their behalf. Of course, because the staff member is new, they feel pressure to be accepted and comply with the requests.

If you are in a position where your ethics or that of your employer comes into question, sit down and have a very frank discussion with the offender or even your Human Resources Department. Chances are, they may not even recognize their own behaviors. Be proactive and take steps towards prevention by educating yourself on workplace ethics.

If you are a job-seeker, it is important for you to know whom you are working for when you are seeking employment. Do research on the companies where you have applied and make sure you are asking questions.

Ask about the work environment, where the company sees itself in 5 years, and what the turnover rate is like. It is just as important for a recruiter to learn about its potential employees, as it is for to determine if the company will be a good fit for you.