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The Importance of Employee Recognition
Employee recognition plays a vital role in the success of any organization. A recent infographic from Work.com explores how the recognition process is perceived by both managers and the employees. The report outlines popular practices, common mistakes, employee preferences, and helpful tips to shed light on the recognition process as a whole. Some highlights from the report include:
- 63% of those who do not feel treated with respect intend to leave within two years.
- 69% of employees would work harder if they were better recognized for their work.
- 78% of US workers said being recognized motivates them in their job.
- 51% of employees want some form of recognition once a quarter or less. Only 16% wanted recognition on a weekly basis.
- The most common reason why companies use recognition programs is to recognize an employee's years of service, closely followed by an effort create a positive work environment.
- The most common mistake that employers make in attempting to recognize employees is not getting facts straight and incorrectly acknowledging an individual.
Click here to view the full infographic...
Millennials Embrace Self-Disclosure in the Workplace
Historically, employers have been very tight lipped about the salaries of their employees. However, a recent article from the Wall Street Journal explains that the millennial generation is challenging the idea that discussing personal wages is off-limits in the office. Social media forums have made this generation accustomed to self-disclosure and milennials are translating this mentality to the workplace. This type of transparency within an organization can be both beneficial and detrimental to an organization. For the employee, salary disclosure increases their bargaining power when negotiating a their current or future pay because it brings any wage discrimination or unfairness to the forefront. On the other hand, it can increase jealousy among coworkers and create an unhappy work environment. Not to mention, it puts an organization's salary structure under the microscope.
Click HERE to read the full article...
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Performance Evaluation Policy
Too many companies have a policy that essentially commits to the employee that they will receive a formal performance appraisal annually...only to put it off, never actually providing anything more formal than a quick pat on the back. A good start to address this is to add some qualifying language that says the company will make every effort to formally communicate performance appraisals or similar. While you should focus on telling your employees how they are doing, stating you will do so without fail may get you in some trouble down the road.
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Interview Question of the Week
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Q: How often should we update a job description?
A: Job description updates should be performed annually, starting with asking the individual performing the role to create a description of what they do each day/week/month/quarter. In fact, it is helpful for them to start from scratch vs. just work from the previously developed description as this generates a more pure response. Using the collected data, their manager should then update, edit and augment, with HR taking a look before its issuance.
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Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
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New I-9 Form
Click HERE for article
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3/8/13 FMLA Poster Update
Click HERE for article
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USCIS Reaches FY 2014 H-1B Cap
Click HERE for article
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2013 Minimum Wage Increases
Click HERE for article
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New York Minimum Wage to Increase in Stages
Click HERE for article
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Upcoming Training Events
Norwalk, CT
Microsoft Excel 2010 Intermediate Training
May 22, 2013
Norwalk, CT
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Upcoming Webinar
The Affordable Care Act
April 30th
11:00am - 12:30pm
The Affordable Care Act (ACA), also known as ObamaCare, is slated to take a firm hold on January 1, 2014. The impact will stretch to a multitude of strategic decisions we make as business owners - It will take the rest of 2013 to sort out the missing pieces, with all that time needed for most businesses to consider their options and prepare.
Spend ninety minutes with us and we'll get you up to speed with the critical information you need as you plan.
Cost: $75
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Did You Know...
OperationsInc offers Pre-Hire Testing, which enable organizations to determine whether a candidate is the right fit before they commit to hiring. With Pre-Hire Testing from OperationsInc, you'll gain critical foresight and insight into the behavioral characteristics & historical information that may predispose a candidate to excel or fall short in your organization.
We Offer: - DISC Analysis - Testing vehicle which provides in-depth analysis of the job candidate's overall skill set - a simple and cost-effective method of identifying a candidate's hidden strengths and weaknesses.
- Background Check Administration Services - Complete administration of the background check process including all paperwork, third party administration & results findings.
- Select2Perform and Total Testing - Assessment tools offering various products to help predict employee success by evaluating several core skill sets.
Try candidate testing from OperationsInc...it's the next best thing to having a crystal ball to help you determine whether a candidate is right for your organization.
Click HERE for more information.
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