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Check out this interesting infographic about what social media outlets are being used by women vs men. Women lead the charge in usage of all social media outlets and are a close second to men on LinkedIn. Interesting information to consider when developing a strategy for utilizing this medium in the framework of your online rewards program whether your target be customers, employees, or prospects.
I consider myself a bit of a branding junkie. I am intrigued at the way that brands (big and small) choose to position and themselves and the impact those decisions have on consumer buy-in. In my former life I was in public relations and specifically worked with McDonald’s – one of the world’s most iconic brands. It was a challenge to keep the brand fresh, relevant, and protected especially when the biggest brands are very often the most frequent targets of negative news. In today’s world – social media has the ability to change things in an instant.
At All Star, we work with some of the most notable brands to include their products in our programs. Samsung is one of those brands and so it was interesting to see the buzz and related consumer action that was created from Ellen’s star-studded selfie at the Oscar’s.
The bottom line profit impact for Samsung might not be completely measureable however the feel good vibe that surrounds the brand after this much retweeted moment is immeasurable. Kudos to Samsung and Ellen (because she is her own brand after all) for their ingenious photo – even if they won’t ever admit that it was actually planned!
Today is Employee Appreciation Day and while we at All Star agree this is a worthy day to celebrate….the most important takeaway is that employee appreciation really should be an ongoing occurrence.
The historical purpose of naming a specific day for employee appreciation was to focus attention of all employers across all industries on thanking their employees – on the first Friday of March.
According to the Journal of Extension, employee appreciation ranked in the top three most motivating factors for employee satisfaction.
The impact that employee recognition can have on a business is profound. Increased employee satisfaction has proven to translate into:
89% of employees say that positive feedback is their biggest motivator, yet only 39% get any feedback, be it positive or negative (Business 2 Community – August 2012).
So whether today started out as the only day that your company choose to recognize employees or one of many days – consider the positive impact and infinite benefits that daily employee recognition can have on:
A recent article on Boston.com sites a survey which finds that employers are spending more on wellness programs than ever before. 95% of the companies participating in the survey plan to offer some kind of health improvement program for their employees with 74% offering associated incentive programs in 2014.
Employee wellness and engagement have evolved from buzz words to solid fixtures in many company’s strategies for overall performance improvement. Healthy and engaged employees are happier, work more efficiently, remain loyal, and in turn provide a more positive experience for customers.
The fact is that study after study is finding that wellness initiatives are worth their weight in gold. Not only does the employee win but also the company’s bottom line. According to a study by Hewitt Associates – for every $1 an employer spends on wellness programs, employers can expect a $3 to $6 return. Certainly a fact that positions wellness as a top contender for inclusion in overall employee benefits strategies.
Tying incentives to wellness is an effective tool because participants are able to set concrete goals that are achievable and measurable. In addition, the incentive program can be utilized to reinforce “maintenance plans.” For example, employees that set and achieve goals for weight loss, smoking cessation, financial savings, etc. can be rewarded for maintaining the weight loss or remaining smoke-free for certain periods of time beyond the original goal-date. Ultimately, wellness programs are meant to encourage employees to change behavior for the long-term and incentive programs can be just the reinforcement needed to take these types of programs to the next level.
In a recent article “7 Things Your Employees Won’t Tell You But Should” the author makes some very valid points that speak to the crucial need for companies and management to engage their employees on various levels and in a multitude of ways.
One such way is to survey your employees – a recommendation that we make to our clients day in and day out. The survey can be both optional and anonymous – but making it available shows that your company is open and interested in feedback and helps build trust with your employees. It’s important to not only have a baseline by which to measure against but also a temperature check with your employees throughout the year. There are times where it makes sense to reward them for completing a survey – best done within the framework of an existing online rewards and recognition program.
Suggestion programs may seem a bit “old school” but they too offer an option for open and honest feedback from employees. Here at All Star we can earn points for suggestions that, if cost-saving in nature, are implemented company-wide. Being able to submit suggestions offers your employees a tool to be involved in shaping the day-to-day life in the office (where they spend the majority of their time)!
Consider a company newsletter to communicate about initiatives happening within the company. Make the newsletter available wherever your employees are obtaining information – an intranet site, an incentive program, etc. Make it a forum to communicate about company happenings but also recognize employees.
Lastly – consider a “state of the company” meeting or gathering. All Star holds a Summit each year where we learn about the current state of the business and the future outlook. Even better – employee survey findings (good and bad) are presented and compared against results from previous years. Knowledge truly is power and employees that feel connected to and trusted by their company to learn the “inside scoop” are likely to feel more valued, engaged and ultimately more loyal.
Any way you look at it – communication and engagement are keys to success. Make sure communication isn’t a one-way street. Communication works best when all parties involved feel the freedom, trust, and comfort level to speak up and give an opinion.