Staff appreciation both affects the culture of a workplace and is simultaneously shaped by it.

1. corporaterewards.co.uk
Thank you Cultures in the
Workplace
Dan Kelly, Sales and Marketing Director, Corporate
Rewards

2. • Dan Kelly, Sales and Marketing Director at award-winning incentive
recognition and reward, motivation and events agency Corporate
Rewards, examines the impact of technology on incentive
programmes today
• Connect with Dan on LinkedIn.
Thank you Cultures in the
Workplace

3. • Staff appreciation both affects the culture of a workplace and is
simultaneously shaped by it.
• A business ranking staff appreciation as low priority will see:
– a lacklustre office environment
– a high level of indifference in staff
• Companies that actively reward and thank their staff will:
– directly boost motivation and morale
– create a positive and productive atmosphere
– attract like-minded employees
The Impact

4. • Businesses are unlikely to have structured rewards initiatives from
start-up.
• In the beginning rewards are unlikely to be monetary and personal
interaction is of the utmost importance.
• Pertinent attitudes and beliefs should be built into a company’s
foundation.
• Creating good feeling drives loyalty, so staff want your company to
succeed as much as you do.
• Done right, this creates teamwork, as everyone works for a positive,
common goal.
The Beginning

5. • A delicate balance is required.
• Some feel rewards are unnecessary when you’re doing the job you
get paid for.
• There is a difference between recognising ‘going the extra mile’
compared to ‘getting by’.
• Recognising this difference has dual benefits:
– rewarding and further motivating the over-achievers
– encouraging slower staff members without having to remonstrate
with them
The Balance

6. • As companies grow, face to face recognition remains imperative.
• If rewards stay hidden behind closed doors:
– staff will feel less appreciated
– your company loses the opportunity to shout about its successes
• Publicising staff rewards:
– promotes the feelgood factor for individuals
– highlights company culture to staff members and the outside
world
– nurtures and attracts talent
• If employees know about the rewards that exceptional performance
can reap, they will be more driven to work towards them
The Public Personal

7. • Recognising and rewarding staff the right way is a challenge for a
growing company.
• Tracking and measuring performance across an expanding workforce
is not straightforward.
• Establishing a uniform programme that everyone can strive within is
tricky.
• This is where bespoke incentives companies are invaluable.
Managing Growth

8. • The personal touch should not be abandoned.
• It should take place alongside a programme that is accessible to all
and provides tangible rewards.
• An established, positive company culture facilitates these
programmes.
• Staff tend to be more receptive and therefore keen to buy into in a
new route to rewards.
Cultural Impact

9. • Contemporary rewards programmes are often run online, bringing two
key benefits:
– Enhanced tracking and monitoring
– Maintenance of face to face interaction
• As companies grow, senior staff struggle to maintain universal people
engagement.
• Online systems help to track exactly who is due what, for example a
long service award, so:
– reminders are set up
– alerts are sent online
– the reward is presented personally.
• When used thoughtfully, technology can enhance personal
relationships.
The Programme

10. • Whatever rewards system you choose, it’s critical to do the research.
• Different approaches suit different company cultures - you need to
know what your staff will respond to.
• The best incentives systems will adapt to fit your needs, so that you
can introduce them without complication.
• The right system can help to achieve 360 engagement and reap long
term benefits.
It’s All About You

11. • Modular systems can include a number of levels to make them
accessible:
– peer to peer recognition
– manager awards
– long service awards
• Advanced systems can include gamification to keep engagement
levels high and maintain staff satisfaction.
• Online systems help to support:
– performance reviews
– reporting
– auditing
so company processes can be incorporated seamlessly.
Your Options

12. • Fitting a rewards programme to your company culture is important.
• It provides an ideal opportunity to consider exactly which rewards will
realistically work for you:
– breakfast with a Director
– golden cone parking
– upgrades for business travel
– an extra day’s holiday
• Non-monetary rewards may better reflect your company ethos and
create a longstanding feelgood factor.
• If you are making the effort to say thank you, then your company
culture must be in good shape or all set to improve!
In Conclusion

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Find out more

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