How to Use Your gThankYou! Ham Gift Certificate
Redeeming your gThankYou! Ham Gift Certificate is easy!
For the best service, we recommend choosing a traditional chain grocery store such as Kroger, Safeway, Shop-Rite, Publix or other similar types of grocery stores in your area.
Redeem (and enjoy!) your Ham voucher today — or whenever works for you. Your holiday gift is good through the end of April of next year. You get to choose when to enjoy your gift and where to redeem it. It’s all up to you!
Read on for a step-by-step guide on how to redeem your gThankYou Certificate.
Employee Appreciation : Digital Feedback Platforms
If you’re reading this blog post, it’s probably because you care about employee appreciation and you may be wondering how digital feedback platforms can help (and which ones could be a good fit for your company).
Why Employee Appreciation Matters
In a Workplace article on Gallup’s website examining the impact of employee recognition, writers Annamarie Mann and Nate Dvorak point out:
Beyond communicating appreciation and providing motivation to the recognized employee, the act of recognition also sends messages to other employees about what success looks like. In this way, recognition is both a tool for personal reward and an opportunity to reinforce the desired culture of the organization to other employees
Three words are key when it comes to employee appreciation according to Gallup’s results: honest, authentic and individualized. Read on to learn how digital feedback platforms can help make employee appreciation a daily work habit.
3 Holiday Ham Glazes to Delight Your Taste Buds
Helping your holiday ham taste its best!
Sometimes foods with distinct flavors need counterpoints to bring out the best taste combinations. Whether it’s strong coffee in barbecue sauce, a pinch of hot pepper in Mexican cocoa, or a splash of balsamic vinegar on a bowl of freshly sliced strawberries, these culinary marriages will delight your taste buds!
Such is the case with ham. . . salty, smoky, and succulent it pairs wonderfully with sour fruit (pineapple, orange, cranberries, currants, rhubarb), sweet elements (brown sugar, maple syrup, honey, even cola!) and spices (cloves, mustard, allspice, ginger, cinnamon).
Whether you are cooking an Easter Ham, a Christmas Ham or just a special ham meal, your guests will enjoy your ham with a new twist, using one of these tasty glazes. Not only will it give your ham a delicious flavor, the glaze keeps it moist and juicy while it bakes. Which one will you try first?
5 Holiday Ham Glaze Ideas
1. Honey gives glazes a sweet base. Try these interesting varieties such as Honey Balsamic Fig or Pineapple Honey Adobo (right) from The Nibble.
2. The perfect blend of sweet and spicy – and so easy to make! This great recipe for Pomegranate Jalapeno Glazed Ham comes from chef Akasha Richmond of restaurant Akasha in L.A., care of Food & Wine Magazine.
3. A gThankYou! favorite from Minnesota’s own Lucia Watson; Cider-Soaked and Brown Sugar Glazed ham from her cookbook, Savoring the Seasons of the Northern Heartland.
Let us know what’s your favorite and if we missed one you think should be on the list! Contact us at info@gThankYou.com.
First Time Cooking Ham?
If you are new to cooking ham, be sure to download our FREE “Holiday Ham” Guide. You’ll be amazed how easy it is to cook a juicy and golden browned ham for your meal centerpiece!
You’ll learn how to choose ham, different methods of cooking and professional tips to ensure your ham centerpiece is juicy and delicious.
Employee Engagement Planning
We all know that New Year’s resolutions are often hard to keep. But if one of your workplace goals was to get a better handle on employee engagement planning in 2019, that resolution is now easier to keep with the use of gThankYou’s 2019 Day-to-Day Employee Appreciation Calendar!
If you are familiar with our annual calendar chock full of engagement and appreciation ideas, then you’ve probably already done the free download because you know what a valuable (and fun) tool it is.
Not familiar with it? Start by filling out the short online form and you’ll have a FREE, indispensable and inspiring guide at your fingertips. Here’s what to expect for each month in addition to meaningful, compelling (yet easy-to-read) articles on an array of topics meant to inspire your planning and workplace activities:
- Key stats (in case you still need to prove to leadership how critical employee engagement and appreciation is)
- Ready-to-Go Celebration examples (so even if you think you aren’t creative you’ll have turn-key approaches to create more fun in the workplace)
- Mini-case studies (learn what’s worked for other organizations)
- Plenty of graphics (which make this ebook feel like fun, not work)
Make Employee Engagement Planning a Focus in 2019
We challenge you to flip through our free Calendar and if you’re new to employee engagement, or stuck in rut – try to implement one new idea each month! For example National Pie Day is coming up on 1/23 (not to be confused with PI day which is on 3/14) and Fun at Work Day is later this month on 1/28. Or take the suggestion from the information on the April page which suggests starting “Thank you note Thursdays.” (We’ve got some thank you note pointers if you could use help.)
Not every company has a large budget for engagement and recognition strategies, but you’ll get ideas for initiatives that are no-cost and low-cost. Also, all too often, money is poured into recognition programs that aren’t meaningful to employees or fall short on genuine appreciation:
A study by Bersin & Associates found that 87 percent of the $26 billion spent annually on employee recognition goes toward ineffective tenured-based recognition such as pins and awards dinners.
So, while the impetuous behind those types of programs might be sincere and well-meaning, the ROI isn’t there from both a financial standpoint and the impact on employees. Employee recognition is about so much more than end-of-the year dinners and employee of-the-month plaques. The most successful businesses know the importance of sharing sincere appreciation and celebrating employee day-in and day-out.
We’ll Help You Keep Your Resolution
Make 2019 the year you energize your organization with a coordinated employee recognition program that builds a fun, happy, engaged and productive workplace! Download your free “Day-to-Day Employee Celebration Calendar” today. Share it with colleagues and start your inspired thinking today.
Employee Appreciation Calendar for 2019It’s here!! Our very popular Day-to-Day Employee Appreciation Calendar is newly updated and back for 2019!Users have told us they love the monthly and daily idea format and the updated content on how to build a loyal, happy workplace culture through engagement and gratitude. It’s our holiday gift to anyone who wants to build a better workplace.
New Employee Appreciation Calendar + New Year = New Opportunities
Our annual employee celebration calendar is full of creative engagement concepts and festive year-round celebrations. It’s a wonderful resource for supporting employee engagement and recognition planning for the new year. Whether you have big budgets or need no or low-cost ideas, we have content and suggestions for you.
Every year we strive to update our calendar with the latest research and thinking about building great workplace cultures. You’ll find mini-case studies, research, and how-to’s in addition to daily and monthly celebration ideas.
Our intent is to provide a fun resource that helps workplace leaders:
- Stay current in the space of employee engagement and recognition
- Provide actionable gratitude-based engagement and celebration how-to’s for busy HR personnel
- Share new ways to engage and celebrate employees
- Spark creative thinking for building the workplace culture you want
Why Is Employee Engagement and Appreciation So Important?
A quick scroll through the gThankYou blog will reveal a wide variety posts about appreciating and engaging employees. We talk about it all the time, because it’s key to the success of any business. No surprise, it seems like every week there are articles describing how vital the need for engagement and gratitude in the workplace is.A Huffington Post article outlines 10 reasons why engagement is key and it’s hard to argue with the writer’s points and the research behind them.
We won’t go into all ten reasons, but here are just a few:1. Profits increaseA Gallup study shows that companies with engaged employees have higher earnings.2. Retention rates improveEngaged employees have lower turnover than disengaged employees.3. Workplace happiness is boostedRecognition means a lot, in fact only 12 percent of employees leave a job just for a bigger check.4. Productivity risesEngaged employees outperform their less engaged peers by up to 202 percent.5. Recruitment ratesEmployees who are engaged and happy are more likely to refer friends for job openings.As the article’s writer (and CEO of TalentCulture) Meghan M. Biro put it:…employee engagement is perhaps the most critical ingredient to achieving your company’s top goals. It’s in your best interest to invest in your employees because they’ll become invested in your company’s success—and that’s a sure way to boost your company’s bottom line.
Not Sure Where to Start?
Just take a few minutes to look over the calendar! We bet that even if you are thinking you don’t have the time, budget or staff power to focus on employee engagement you’ll find something that will resonate with you. You don’t need much of a budget to make employees feel valued and important to the business.Make it a (totally do-able) New Year’s Resolution to take just one idea from the 2019 Calendar and implement it. Let us know how it goes.Use our how-to calendar to make your own working calendar of employee and even customer events. Learn more with our post “Build Your Own 2019 Employee Engagement Calendar”.
Free Resource: Your Day-to-Day Employee Engagement Calendar
Looking for easy ways to thank employees year-round? Check out our 2022 Day-to-Day Employee Celebration Calendar! This one-of-a-kind resource gives you the tools and inspiration to build a culture of appreciation every day of the year. Download yours today, absolutely free.
“In life, one has a choice to take one of two paths: to wait for some special day — or to celebrate each special day.” – Rasheed Ogunlaru, coach and author
Last-Minute Gift Ideas Employees Will Love
Hanukka just ended and it’s not long until employees start taking off for the Christmas holiday and business winds down for the year.
There’s still time to choose a thoughtful holiday gift that will show employees how much you appreciate them.
Last-Minute Gift Ideas Employees Will Love
Here are five affordable employee gift ideas that are convenient enough to arrange at the last minute. Don’t forget to share your gifts with gratitude – the most meaningful gift of appreciation is free!
- A group gift.
If your time is short, consider a group outing, an upgrade to the break room, or a holiday luncheon or party (if you’re not already planning one).
- Productivity apps or tools.
Digital apps can be delivered instantly, with no physical orders or trips to the store. Poll your employees on which app will save them time or make them even better at their jobs.
No longer just for magazines, subscriptions exist nowadays for everything from streaming entertainment to socks. Subscriptions can be ordered easily online.
- Gift certificates for turkey or ham.
The workplace gift of a turkey or ham is a beloved tradition of gratitude that stretches back decades. Gift certificates eliminate the logistical difficulties of storing and distributing frozen turkeys or hams, and they give your employees the flexibility to choose the sizes and preparations they want.
- Holiday dessert.
A homemade treat is heartwarming but impractical with a large organization. Keep it easy and affordable with gThankYou Gift Certificates for pie and ice cream.
It’s Not Too Late To Create Workplace Halloween Fun
The Benefits of Workplace Celebrations
Whether it’s for Halloween, Thanksgiving, or the winter holidays, celebrations at work foster team unity, spark creativity, and relieve stress. Workplace parties are seen as an expression of gratitude, which boosts employee engagement and loyalty.
Halloween checks all the boxes for a successful workplace celebration; it’s participatory by nature, creative, and the focus is on fun. We all love Halloween!
Plan Now For Your Employee Holiday Gifts
Yikes…summer flew by and it seems that we’re careening into fall. Now that we’ve cleared the hurdles of Back to School and Labor Day and are about to switch thermostats from cool to heat, wouldn’t it be a relief to actually be able to check something important off of your to do list?
If the speed in which the seasons are changing is any indication, the holidays will be upon us soon and things will only get more intense as the fourth quarter approaches.
Employee Holiday Gifts – Planning Now Is The Smart Strategy
By planning ahead, your own holidays may just be a bit brighter and less stressful.
Wouldn’t it be nice to be able to spend time with your own family and friends without the worry looming that you haven’t completed your employee holiday gift purchasing?
Perhaps you’ll even be able to slow down enough to curl up with a blanket and a book about hygee, the Scandinavian pursuit of coziness and the celebrating life’s simple pleasures.
Why Gifting a Turkey Is Always Appropriate and Appreciated
Gratitude seems to be a trending topic these days, but showing appreciation and giving thanks is certainly not a new concept – we just seem to be learning more about the benefits.
A turkey is the quintessential symbol of our national holiday that celebrates the tradition and importance of thankfulness. It’s place at the center of the table where family and friends gather makes it a significant and meaningful representation of the appreciation you have for your employees.
The gift of a turkey for Thanksgiving has been a traditional business gift for over a century. It’s valued and appreciated by everyone.
Read more about why turkey makes an ideal employee gift at the holidays.
Here to Help
The team at gThankYou can make employee holiday gift giving as smooth as possible. gThankYou offers Turkey Gift Certificates good for any brand of whole turkey and redeemable at most major grocery store chains in the U.S.
If you haven’t ordered turkey gift vouchers before, relax, it’s easy! Order online or by phone. Most orders ship the same day too.
No need for messy and complicated logistics with a frozen turkey gift. Management can still hand out your turkey gifts personally and recipients will love the opportunity to purchase the size, brand and preparation of turkey that’s best for their family.
Not sure whether a turkey gift certificate is right for your business or confused about the difference between a turkey gift certificate vs. gift cards and gift checks? You’ll find answers from gThankYou in this article.
Wrap Your Gift in Gratitude
All you need to do is add the gratitude for your employees’ contributions throughout the past year.
Write a holiday letter to employees…see examples of letters and learn from real workplace leaders in gThankYou’s free ebook.
Or take advantage of our FREE gift Enclosure Cards to share your personal message of holiday thanks along with a company logo or management signature. We are happy to send you a proof to share with management and then include it with your order. Easy, meaningful employee holiday gifts that take the stress out of gift-giving.
While it’s human nature to procrastinate, let gThankYou help you appreciate your deserving workforce this holiday season. gThankYou offers speedy order fulfillment, but your pre-holiday burdens will be lightened when you plan ahead and order soon.
For more tips on great employee gift-giving, download this free guide and be an office hero!
Want a Happy Workplace? Embrace Equality & DiversityBuilding a happy workplace is a priority for many employers. It starts with doing the fundamentals such as diversity, equality and fairness well. Embrace these and you’ll have the foundation needed for building a great workplace. Add a commitment to employee appreciation and you’ll create a happy, productive and loyal workforce.
Inequality Breeds UnhappinessWhy is that even when, in general, we are more prosperous, we are less happy? Jonathan Rauch explores this issue in-depth in a New York Times op-edIn America (and also in other countries), an impressive postwar rise in material well-being has had zero effect on personal well-being. The divergence between economic growth and subjective satisfaction began decades ago. Real per capita income has more than tripled since the late 1950s, but the percentage of people saying they are very happy has, if anything, slightly declined.Rauch, when conducting research for his book, The Happiness Curve: Why Life Gets Better After 50, learned that happiness is local and relative.Although moral philosophers may wish Homo sapiens were wired more rationally, we humans are walking, talking status meters, constantly judging our worth and social standing by comparing ourselves with others today and with our own prior selves.Rauch further explained, “…people will tolerate and sometimes even embrace inequality if they believe the system is fair and lets them get ahead.” He described a witticism that is often attributed to Gore Vidal, “it is not enough for me to succeed; others must fail” as being “uncomfortably accurate.” Rauch cited a striking experiment, in which certain households in Kenyan villages were the random recipients of large financial windfalls. The lucky households were happy, but their neighbors experienced increased unhappiness because they felt as they had fallen behind.
Life Lessons From the Happiest Countries
Why are people in some countries happier than others? What factors contribute to happiness and how can we improve happiness at home and in the workplace? We can apply lessons from the happiest countries in the world on how to be happy.
Listen and LearnFreakanomics recently released a podcast “How to be Happy” addresses those questions and does a deep dive into Denmark’s consistently high happiness ranking. It’s definitely worth a listen (or a read since it’s also been transcribed). It includes engaging interviews with: Meik Wiking, CEO of the Happiness Research Institute in Copenhagen; Jeff Sachs, economics professor at Columbia University, special adviser to the UN Secretary General on the Sustainable Development Goals and co-editor of the World Happiness Report; and Helen Russell, journalist and author.
What are the Happiest Countries?
The U.N.’s World Happiness Report, which ranks 156 countries by their happiness levels and 117 countries by the happiness of their immigrants (and also serves as an antidote to our unhealthy obsession with Gross Domestic Product), is typically topped by Nordic countries. In 2018 Finland took the top spot as the happiest country. The rest of the top ten in order of overall happiness were Norway, Denmark, Iceland, Switzerland, Netherlands, Canada, New Zealand, Sweden, and Australia.
The U.S. ranked 18th, dropping down four spots from last year. Sachs explained, “The U.S. happiness ranking is falling, in part because of the ongoing epidemics of obesity, substance abuse and untreated depression.”
There’s a Science to Happiness in the Workplace“The Science of Happiness at Work.” Based on the center’s hugely popular free course “The Science of Happiness,” this new course will teach attendees why it matters so much to promote happiness in the workplace and how to do it. As the center puts it:On September 3, the Greater Good Science Center at the University of California, Berkeley, will launch a new online course, Read Full Post
People who are happier at work are more committed to their organization, rise to positions of leadership more rapidly, are more productive and creative, and suffer fewer health problems. More and more, research is suggesting that happiness should not be an afterthought for workplaces; it should be an essential goal, entwined with the kinds of 21st century skills that are key to individual and organizational success today.
And a key element of happiness in the workplace is gratitude. In fact, gratitude is a key element of happiness anywhere, according to decades of research on the subject. As researcher Sonja Lyubomirsky — author of the bestselling The How of Happiness and The Myths of Happiness — explains in this short video, gratitude does a number of things to pave the way for happy feelings.
Resources to Build an Employee Wellness Program
Thinking about building an employee wellness program?
They’re still quite popular with businesses looking for perks that will benefit both workers and leadership. Per HR Dive, in a 2017 study by Virgin Pulse, 85 percent of employers surveyed said their wellness programs were good for employee engagement, recruitment, retention, and overall company culture. More than just offering exercise- and diet-related options, these programs are increasingly incorporating mental-health components as well. That shift has proven popular with employees, 85 percent of whom say they want help managing stress.
That said, employee wellness programs are far from a magic bullet. Further research reported by HR Dive reveals that while 56 percent of employers think building an employee wellness program has made their employees healthier, only 32 percent of those employees concur with that assessment. And in another survey, 55 percent of employers claimed to offer wellness programs, but only 36 percent of employees said they were aware of those programs.
If your company is interested in building an employee wellness program, you’ll want to think hard about what kinds of wellness are most meaningful to your workers. You also want to design a program your employees will actually use and that has practical benefits for the company as a whole.
How Companies Cultivate Workplace Friendships
In an article about workplace friendships for L & D Daily Advisor, writer Lin Grensing-Pophal cites a Gallup Q-12 employee engagement assessment tool which asks the questions, “Do you have a best friend at work?” Why ask that question? Well, research by Gallup indicates that having a best friend in the workplace correlates with higher job satisfaction rates AND a reduction in the likelihood that an employee will depart to find a different job.
Sadly, a New York Times opinion piece by Adam Grant indicates that the number of employees who say they have a friend (not even a best friend) in the workplace is declining.
Employee Perks That Candidates Actually Want
When It Comes to Employee Perks, Trendy Is Out.
What kind of employee perks are you offering?
A study from Oregon State University, cited in HR Dive, has found that at least one trendy workplace “extra” probably isn’t doing recruiters much good: Companies that tout in-office happy hours and other opportunities to drink alcohol can turn off certain job candidates.
And those candidates who are fine having drinks on the company tab don’t care enough for it to make a real difference in whether they take the job. So unless there’s good reason for drinking to be a significant part of your corporate culture, there’s little benefit to plugging alcohol among your employee perks.
In fact, research in general has shown that most job candidates aren’t interested in flashy, hip, or faddish employee perks. The savviest candidates — in other words, the ones you may well want working for you — see through the hype. Wellness programs, another fashionable perk, are often more popular with employers than with the employees who are supposed to take advantage of them, another HR Dive post notes. The post suggests that customization — finding ways to mold perks more closely to employees’ individual needs — is key.
Indeed, what both current workers and job candidates want are employee perks that demonstrate an employer’s appreciation for them. As we’ve mentioned, appreciation is about seeing people as individuals and treating them as more than just their job titles. Really, your whole hiring process should be designed to show appreciation for candidates, HR Dive points out:
If a recruitment process lacks personal interaction, applicants may assume that, once hired, they’ll be just another cog in the wheel. And that’s not a great impression to give if you’re looking for employees who can stand out.
And the employee perks you offer should be in line with that philosophy, as well. Rather than trendy, your perks should be aimed at recognizing that employees have a larger life beyond the time they spend working for you.
4 Tips To Maximize Employee Recognition Time
As a leader you’re probably getting pulled in a million different directions and your time is in short supply. But the time you spend really being present in a sincere, mindful and purposeful way when interacting with your employees and recognizing them for their efforts and contributions is time well-spent.
With a bit of effort you can break some bad habits and start embracing some new practices and ways of thinking that can help boost morale (and ultimately your bottom line). Read on for straightforward ways to maximize employee recognition time.
4 Tips to Help Maximize Employee Recognition Time
1. Put away your smartphone
HR Dive explored the impact of bosses taking calls and checking their phones while in face-to-face exchanges with employees and not surprisingly, employees dislike being treated in this dismissive way, in fact 75% of employees who were surveyed on this issue said that it led to a lack of trust and decreased engagement. There is even a term for this phone snubbing – “boss phubbing.”
Bottom line, it’s disrespectful and the trickle down effect on management can increase stress if managers feel they must also immediately respond to texts, emails and calls on their phones.HR Dive sums it up: “Smartphones, like most technologies, have made it easier for people to connect with each other, organize their lives and access information. But smartphones also have minimized the face-to-face time that remains essential to building trust among colleagues and between managers and employees.”
2. Spend a little compassion
A Harvard Business Review article on how power can corrupt leaders but compassion can save them, discusses how power impairs mirror-neurological activity which is our ability to understand and associate with others. A survey of CEOs indicated awareness that more compassion in their roles was needed, but they also admitted uncertainty on how to achieve more compassion.
HBR suggested these strategies: apply compassion to any engagement – start asking yourself “How can I be of benefit to this person?” and use this as a mantra when you interact with clients, colleagues, family and friends; seek opportunities to show compassion like John Chambers of CISCO who is notified within 48 hours when an employee suffers a severe loss or illness so he can extend his support through a letter underscoring his care and compassion; and do a daily compassion meditation – the article includes step by step prompts that can help you rewire you brain to be compassionate through meditation.
3. Just be nice
In an HR Dive article, Cord Himelstein reveals that the “big secret to employee engagement” is simply – be nice! He suggests that the correct answer to these typical employee engagement questions is – you guessed it – be nice: How do I get people to respect me? How do I get people to work more efficiently? How do I get people to work more efficiently? How do I get people more excited about work? How do I motivate a team? How do I increase profits? How do I change my corporate culture? How do I make genuine connections with people?
Himelstein explains, “…you can always squeeze and cajole a little more work out of someone but there’s no cheese at the end of that tunnel. You have to make it a rule from the top down to always be nice and stick to it. Everyone, no matter who they are or where they come from, will work harder for someone who is nice to them and work less hard for someone who is mean to them.”
Some Bonus Tips If You’re Feeling Inspired
More strategies you can try include: learn to have more meaningful conversations with staff, pursue values-based recognition, don’t buy into Silicon Valley workaholism, and embrace usefulness and gratitude.
Why Are These Tips Key?
With 1 in 5 employees leaving their jobs due to lack of support from management (according to HR Bartender’s poll), it’s time to confront this issue and reflect on your current approach. If you could benefit from incorporating some (or all of these tips) then try a mini-makeover on the way you interact with employees.
Celebrate Your Employees’ Contributions Now
July is National Ice Cream Month so you still have time to plan a fun event to mark the occasion with an ice cream social, sundae buffet or ice cream gift certificates.
Check out more celebrations that can make your workplace more lively and help with opportunities to engage and recognize employees by downloading gThankYou’s handy and free, “2018 Day-to-Day Employee Celebration Calendar”.
gThankYou’s annual calendar is full of useful information – insights into the latest HR trends, how-to tutorials for engaging and thanking employees, case studies to inspire you, examples of holidays to celebrate each month, and research statistics to help you make the business case for appreciation. We hope it inspires you and your colleagues.
Download yours FREE now!
Being a Good Citizen is Good for Business
Being a Good Citizen Is Good for Employers and Workers
Being a good citizen is good for business — in more than one way. Last year, Harvard Business Review reported on the beneficial effects when employees engage in “citizenship behaviors.” That’s another way to say going above and beyond: “helping out coworkers, volunteering to take on special assignments, introducing new ideas and work practices, attending non-mandatory meetings, putting in extra hours to complete important projects, and so forth.”
Research has found that employees who voluntarily demonstrate citizenship behaviors tend to find their work more meaningful. They also perform better and improve their companies’ performance, as well. For all of these reasons, smart employers want to encourage being a good citizen at their companies.
HBR’s recommendation is to promote “citizenship crafting,” or offering workers the opportunity to figure out how their own strengths and preferences can best be utilized to add value to the business. The idea is straightforward: When employees can help in ways they find personally satisfying and that align with their own values and goals, the help will be better and come more frequently. This is also a relief for managers, who don’t have to push so hard when extra help is needed.
But we know that being a good citizen matters to employees in the more literal sense, too. HR Dive cites two different studies showing that workers overwhelmingly want to work for companies that make a positive difference in the world. Sustainable Brands shared similar findings in a 2016 post:
Nearly three-quarters of employees (74 percent) say their job is more fulfilling when they are provided with opportunities to make a positive impact on social and environmental issues – and seven-in-10 (70 percent) would be more loyal to a company that helps them contribute to important issues. Corporate responsibility (CR) is also a significant consideration for candidates when deciding which job to take:
- 58 percent consider a company’s social and environmental commitments when deciding where to work
- 55 percent would choose to work for a socially responsible company, even if the salary was less
- 51 percent won’t work for a company that doesn’t have strong social or environmental commitments
Employers can use the same basic idea behind citizenship crafting to motivate employees to get out and serve their communities, too. By encouraging them to find their own ways of being a good citizen, and giving them the necessary time and support, you can enable your workers to help in places beyond the office — leading to greater satisfaction with themselves and with you. And for many businesses, summer is the perfect time to start thinking in this direction!
The Power of Shared Workplace Experiences
In an article on shared experiential learning on HR Dive, author Tess Taylor explains the basics:
Employees benefit from having a common experience during the learning process. This social interaction helps individuals digest new concepts and gives them an opportunity to learn from each other.
When employees have shared learning experiences, this can create a common experience that generates conversation and learning even after the event has passed.
Shared experiences give people a chance to learn about each others norms, emotional cues and working habits. Apparently experiences that combine the right balance of meaning and stress seem to be the most effective. For example “light meaning” and “light stress” events like a happy hour can produce small increases in bonding while others with “high stress” and “high meaning” like boot camp can quickly achieve exponential affects in bonding.
Activities like team dinners, intense workout classes, improv classes and volunteer events can help team members learn about each other’s personalities and break down some of the awkwardness of working together. An engaged team is a strong team. They understand each other’s strengths and weaknesses and can problem solve more effectively.
On the flip side, shared experiences that are high stress with little meaning like hazing are negative, not appropriate and should be avoided.
It’s Summer! Throw an Employee Thank You Party
Why Summer Parties Rock
In a blog post on Special Events’ website about why Fortune 500 companies are opting to host summer parties, Nicole Lavin points out:
Companies are recognizing that their employees’ hard work should be celebrated all year-long–and they’re hosting exciting summer events to prove it…
With a “Christmas in July” mind-set, companies are planning off-site corporate events to get their employees out of the office during the hottest time of the year. By hosting corporate events in July and August, companies can enhance employees’ year-round satisfaction and, in turn, increase employee retention.
Small Workplace Gifts Can Have Big Heart
With Small Workplace Gifts, a Personal Touch Matters
Gifts don’t need to be large or expensive to be meaningful. Small workplace gifts can express your gratitude and make employees feel appreciated. But you need to give them in the right way. As a Balance Careers post on gift-giving etiquette explains:
Adding a personal touch can give a small gift a much bigger impact. For example, if you hand-deliver your gift … instead of sending it in the mail, your gesture will give that present much more meaning. A card with a personal message and handwritten signature is more meaningful than a pre-printed card …
With small workplace gifts, this personal touch is key. Of course you want your employee to value the gift itself, but often it’s going to be something they could afford on their own. What they should remember is that they felt recognized and cared for. And the best way to communicate that feeling is to put in a bit of extra effort.
For starters, think about the intended recipients of your gifts. If your employee picks up coffee every morning at the cafe down the street, even a $5 gift card is going to be a treat for her. On the other hand, no matter how good your home-baked cookies are, they’re not a good fit for an employee with a gluten allergy. As we’ve noted before, the best workplace gifts of any size will bring meaning into the recipient’s life. A small gift they can use or share — or that they just treasure for its uniqueness — is a gift they’ll love.
Don’t (Just) Recognize Employees…People tend to think of recognition and appreciation as the same thing, but knowing the difference and focusing on genuinely appreciating the employees working for you can impact morale, engagement and satisfaction in the workplace. So don’t (just) recognize employees, appreciate them with your sincere gratitude!
What is the Difference?
In an article for Ladders, Paul White described the reasons why employers should stop recognizing employees and start appreciating them. White shared that too often he has encountered employee recognition programs that not only don’t seem to be working, but are in fact generating apathetic, sarcastic and cynical reactions from employees. White believes this is because recognition is different from authentic appreciation.