|
| | |
|
ELEMENTS OF TRADITIONAL RECOGNITION PROGRAMS
Despite reams of research suggesting a strong correlation between
employee commitment and customer satisfaction, many organizations tend to
overlook this equation in their strategic planning. For, even though both
research and common sense strongly suggest that happy, committed
employees work more productively and provide better service, corporations
have difficulty relating this to profits. So far, the financial analysts
have found it easier to calculate the cost savings of layoffs. It is
appropriate for organizations to recognize and reward employees for
tenure, if that's an integral part of the corporate culture. Traditional
recognition programs allocate a set sum for each year of an employee's
tenure which is used to buy them increasingly more valuable awards for each
service milestone. Award options typically include pins and jewelry,
clocks and watches, and gift items, such as statuettes, vases, bowls, and
even dinnerware. Traditionally, these programs emphasized continuity,
so that all employees who reached a certain milestone received roughly
the same item.
There is little point in conducting service-awards programs unless you
sincerely value service. That's why a genuine expression of gratitude
by management is at least as important as the awards themselves.
Companies that are serious about recognition mark major milestones at company
meetings or at special powwows with top executives. Almost all
publicize the milestones in the corporate newsletter.
|
| |
| | |
|
|
|