Safari Solutions Newsletter
January 2005, Volume #17
A recent survey conducted by Accenture indicates that 40% of employees plan to leave their current job in the next five years. In this issue we are focusing on recognition as a simple tool to help you retain your best employees. Remember, the good ones leave first because they can!
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
"When was the last time you used illegal drugs?"
(Answer provided at the end of the newsletter.)
It's The Thought That Counts
Employees are happy with small thoughtful gestures according to rewards guru Bob Nelson, author of several best-selling rewards and recognition books. A survey Nelson conducted found recognition methods involving no cost at all ranked at the top.
Several of the top 10 involved praise rather than perks or gifts. The #1 most important recognition from a manager was support and involvement, followed by personal praise, autonomy and authority.
Cash and other monetary awards came in at #10. Employees might even be offended by large bonuses if they are delivered in an impersonal way.
Effective recognition involves a person's feelings. Experts suggest that managers consider the way in which each employee would appreciate being recognized. For instance, while some employees enjoy being recognized in front of peers, others might find it embarrassing. And, not everyone gets a kick out of being seen parking in the employee of the month space. A hand written thank you or congratulations note from their manager may be more appreciated.
(Source: Employees Appreciate Recognition Programs, HR Magazine by Charlotte Garvey)
Tie Recognition to Performance
A recognition program used in connection with a key business strategy or priority provides an additional tool for communicating and emphasizing that goal with employees, says Greg Boswell, director of performance recognition at O.C. Tanner Co., a recognition services firm. Here are 4 ideas to keep in mind.
Set Goals: Establish measurable goals. What changes in employee behavior would make a significant impact on your bottom line? Are you trying to increase employee retention? Improve customer service? Increase safety? Boost innovation?
Plan Rewards: Recognition is most valuable when delivered timely. Better to decide how to handle a situation that deserves recognition before it happens than to be left scrambling and fail to recognize it effectively.
Communication/Feedback: Ask employees for input and then be sure to tell your employees about your program.
Remember to have fun! Employee recognition programs are an important part of a successful corporate culture . . . one that sincerely values employees.
(Source: The Science of Employee Incentives, BusinessWest.com, Laurie Breitner and Employees Appreciate Recognition Programs, HR Magazine by Charlotte Garvey)
Did You Know
Health care coverage is the benefit most valued by employees according to a SHRM survey. Paid time off (vacation, holiday and sick days) came in second, while 401(k) and other retirement savings assistance ranked 3rd.
Safari Success Story
Losing a valuable employee at a critical time is challenging. Right before the holidays, a valued Project Assistant at Charles C. Brandt Construction resigned. Safari Solutions was quickly on the hunt! Within just 3 weeks, Charles C. Brandt successfully made a final hiring selection from a qualified pool of candidates who were sourced and screened by Safari Solutions.
Answer to Today's Dos and Don'ts
"When was the last time you used illegal drugs?" Is it legal to ask?
An employer may ask applicants about current and prior illegal use of drugs. An individual who is currently using illegal drugs is not protected under the ADA. For example, an employer may ask the following of an applicant: "Do you currently use illegal drugs? Have you ever used illegal drugs? What illegal drugs have you used in the last six months?"
But, be careful asking questions regarding how frequently the applicant has used illegal drugs as these questions are more likely to elicit information about whether the applicant was a past drug addict. Under the ADA, an employer may not ask questions that refer to past drug addiction.
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