This document provides 40 ideas for recognizing and rewarding employees that do not require monetary costs. Some of the ideas include sending thank you emails, placing sticky notes with appreciation messages, publicly recognizing employees in company newsletters or meetings, creating awards like trophies or certificates that rotate among high-performing employees, and designating an "employee of the month" office for top performers to work from for a period of time. The goal is to show appreciation for good work through low-cost gestures in order to improve employee engagement.
You're only as strong as your weakest link. In this presentation, discover how you can empower your employees so that each team member is functioning at their best.
The document provides 20 non-monetary ways to motivate employees including recognition, training opportunities, career development, social activities, and creative awards. It argues that while cash incentives are important, non-monetary rewards can be just as or more effective at motivating employees long-term. The document also discusses understanding different motivators like family, friends, or personal growth and tailoring rewards programs accordingly.
This chapter discusses setting up a graphic design studio. It covers the benefits and pitfalls of running your own studio, including more responsibility but also freedom. It recommends having partners to share the workload, but choosing partners carefully with written agreements. The chapter also provides advice on creating a business plan with accurate financial projections, hiring professional advisers like a bank manager and accountant, and setting up important systems when first launching the studio.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
This document discusses motivation in the workplace and strategies to motivate employees. It provides definitions of motivation and discusses Maslow's hierarchy of needs. It then offers several tips to create a motivating work environment, such as improving the work space, recognizing employees, implementing rewards, and developing relationships. A case study of Kellogg's motivational practices is also included, highlighting how it meets various employee needs to boost motivation.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
22 ways to improve productivity in the workplaceClear Books plc
The onus is no longer just on employees to keep their productivity levels high. Employers also have a responsibility to make sure that employees are given an inspiring, flexible and motivating place in which to work. Making just a few tweaks in the way you maintain your workplace can significantly increase employee productivity.
You're only as strong as your weakest link. In this presentation, discover how you can empower your employees so that each team member is functioning at their best.
The document provides 20 non-monetary ways to motivate employees including recognition, training opportunities, career development, social activities, and creative awards. It argues that while cash incentives are important, non-monetary rewards can be just as or more effective at motivating employees long-term. The document also discusses understanding different motivators like family, friends, or personal growth and tailoring rewards programs accordingly.
This chapter discusses setting up a graphic design studio. It covers the benefits and pitfalls of running your own studio, including more responsibility but also freedom. It recommends having partners to share the workload, but choosing partners carefully with written agreements. The chapter also provides advice on creating a business plan with accurate financial projections, hiring professional advisers like a bank manager and accountant, and setting up important systems when first launching the studio.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
This document discusses motivation in the workplace and strategies to motivate employees. It provides definitions of motivation and discusses Maslow's hierarchy of needs. It then offers several tips to create a motivating work environment, such as improving the work space, recognizing employees, implementing rewards, and developing relationships. A case study of Kellogg's motivational practices is also included, highlighting how it meets various employee needs to boost motivation.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
22 ways to improve productivity in the workplaceClear Books plc
The onus is no longer just on employees to keep their productivity levels high. Employers also have a responsibility to make sure that employees are given an inspiring, flexible and motivating place in which to work. Making just a few tweaks in the way you maintain your workplace can significantly increase employee productivity.
The document provides an agenda and materials for a job fair success workshop. The agenda covers topics like job search tips, using social media for job hunting, preparing a one-minute introduction, resume tips, and next steps after the job fair. The materials include advice on networking, addressing common myths about the economy, how to shine at a job fair through preparation and presentation, and following up after the event.
If you would like to save time and benefit from all the lessons during my 2.5 decades as a successful etiquette expert, I offer one-on-one coaching to help you grow your business. I'll share with you the tools, tactics, and techniques that will shorten your learning curve and help you gain more credibility, increase your visibility, and enhance your marketability.
40 Great Ways to Make your Employees Feel Appreciated6Q
Good employees thrive at work when they know their contributions have meaning. This presentation is filled with over 30 ways to make your employees feel appreciated at the workplace.
Read more via our post at http://inside.6q.io/40-great-ways-to-say-thank-you-to-your-employees/
This document discusses various ways to improve employee engagement and performance, including arranging meetings to discuss goals, fostering a positive work culture and unique office environment, encouraging employees to speak up, holding fun events, giving employees recognition and visibility, fostering friendship in the workplace, providing regular feedback, encouraging innovation, offering incentives and benefits, and allowing remote work opportunities. The overall aim is to motivate employees and improve productivity, retention, and the workplace culture.
8 Effective Steps to Boost Your Business Onboarding Value.docxSameerShaik43
The process of integrating new hires into a firm is known as business onboarding. It is a procedure in place that develops them into devoted professionals over months or years after they have been hired. As new hires are engaged in the business culture and allowed to contribute, turnover rates are reduced.
https://www.tycoonstory.com/tips/8-effective-steps-to-boost-your-business-onboarding-value/
How To Reward Employees When Your Budget IsSelf Creation
The document provides 7 low-cost ways for employers to reward employees when budgets are tight. These include personally thanking employees for specific accomplishments, providing specific praise in writing, sharing company information, including employees in decisions, giving opportunities to learn new skills, celebrating successes, and providing employees with free time and flexibility. The rewards are designed to show appreciation and recognition for employees' work through non-monetary means that don't require large budgets.
The document discusses various ways to recognize employees through an effective employee recognition program (ERP). It provides suggestions for creating an ERP, such as establishing incentives, objectives, clear communication, and management support. Recognition can take many forms, from public acknowledgments to gifts, and should be tailored to each employee. The impact of recognition can be powerful for motivating employees and improving performance, commitment, and morale.
The document provides 25 ideas for employee engagement organized by number. Some of the ideas include assigning company values to best employees, encouraging personal projects, assigning mentors for new employees, having team photos in the office, celebrating achievements, and empowering employees. It emphasizes the importance of consulting experts in employee engagement and developing a long-term engagement strategy.
The document discusses implementing a 90-day employee inspiration program to boost morale and engagement. It outlines conducting employee surveys and feedback sessions to understand issues. Various initiatives are proposed such as redecorating offices, improving communications, recognizing employees, clarifying career paths, and aligning incentives to keep the workforce motivated and reduce costs from attrition. The goal is to make the company a great place to work and inspire discretionary effort from employees.
Starting a new business requires careful planning and consideration. You should thoroughly test your business idea through market research before starting. Developing a detailed business plan is essential to outline your operations, marketing strategy, finances, and goals. Choosing a memorable business name is also important. Once operating, maintaining your brand, motivating employees, and constantly reviewing finances are key to keeping your business afloat. Seeking additional sources of funding like government grants can also help support your growing enterprise.
Referrals, finding new employees via your network, is the most valuable source you can have concerning the retention of new employees. It is far more effective in costs, time to hire and retention than f.i. recruiting via a headhunter.
Being a high performer at work has its fair share of advantages. Everyone wants to work with and look up to the star. You will be considered a valuable asset to the company and your team, and the most appealing of all- you’ll have a sense of job security. If you feel you aren’t there yet, you can elevate your performance level right away by bringing in small changes in your daily performance, and before you know it, you’re rising up above the sky so high!
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Having a strong onboarding can promote success from both the employee and business on day 1. In the long run an effective onboarding strategy will save you money and keep your employee longer. Explore why a structured onboarding process really matters.
How to increase productivity at workplace. Being more productive at work isn't rocket science, but it does require being more deliberate about how you manage your time.
By- Acropolis
The document discusses methods to improve productivity in the workplace. It lists several steps such as setting goals and measuring progress, reviewing employee performance, streamlining processes, improving communication, and offering incentives. Specific tactics mentioned include providing clear instructions, maintaining good attendance, fostering teamwork, ensuring the right tools are available, and addressing job satisfaction and morale. Productivity is influenced by factors like accountability, follow-up, avoiding micromanagement while still providing oversight, recognition and motivation of employees.
WEBINAR
How to Recognize Employees the Right Way
How to Recognize Employees the Right Way
Scheduled: December 19, 2018 3:00PM ET / 12:00 PM PT
Employee recognition is among the top factors that influence whether or not an employee chooses to stay with a company. Plus, having a recognition-rich culture also attracts candidates to join your company. Underappreciation and undervaluing employees accounts for nearly half of overall unhappiness in the workplace. Studies show that employees who are recognized are more engaged, more productive, and less likely to leave their current role.
How can your organization leverage this secret weapon for recruiting and retention? This presentation will:
- Share an update on the current state of employee recognition through real data from Namely and Bonusly.
- Provide tips for program qualifications and guidelines.
- Offer advice on setting up recognition programs to increase engagement at your company.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
If you lead a business, you must treat your compensation plan as a strategic tool that can accelerate company growth. If you don’t, it can become a profit diluter and a drag on company performance.
With that in mind, we invite you to learn the 3 areas of strategic impact you should be having on your company’s pay design and development. We will discuss which compensation decisions only you should make and those that can be delegated to someone else.
The document discusses retention strategies used by companies to reduce employee attrition. It outlines 10 tools for curbing attrition, including offering competitive compensation and benefits, training managers, providing clear roles and responsibilities, offering retention bonuses for longevity, encouraging employee engagement practices like surveys, promoting teamwork, emphasizing fun activities, implementing induction programs, and encouraging further education. Various companies are cited that practice these strategies successfully, such as conducting climate surveys, roadmap meetings, treating all employees equally, and having open-door policies.
6 Ways to Get Employees to Care About Knowledge SharingNerdio
This document provides tips for getting employees to care about knowledge sharing. It recommends making company-wide templates for common documents, centralizing client contacts, appointing efficiency champions, having all-star teams ask how information can be shared, and applying rewards like points or badges for knowledge sharing. It also stresses keeping initiatives simple, creating a shared location and language for collaboration, and pairing new programs with internal marketing like launch parties and promotions.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
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Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
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Read more via our post at http://inside.6q.io/40-great-ways-to-say-thank-you-to-your-employees/
This document discusses various ways to improve employee engagement and performance, including arranging meetings to discuss goals, fostering a positive work culture and unique office environment, encouraging employees to speak up, holding fun events, giving employees recognition and visibility, fostering friendship in the workplace, providing regular feedback, encouraging innovation, offering incentives and benefits, and allowing remote work opportunities. The overall aim is to motivate employees and improve productivity, retention, and the workplace culture.
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The document discusses various ways to recognize employees through an effective employee recognition program (ERP). It provides suggestions for creating an ERP, such as establishing incentives, objectives, clear communication, and management support. Recognition can take many forms, from public acknowledgments to gifts, and should be tailored to each employee. The impact of recognition can be powerful for motivating employees and improving performance, commitment, and morale.
The document provides 25 ideas for employee engagement organized by number. Some of the ideas include assigning company values to best employees, encouraging personal projects, assigning mentors for new employees, having team photos in the office, celebrating achievements, and empowering employees. It emphasizes the importance of consulting experts in employee engagement and developing a long-term engagement strategy.
The document discusses implementing a 90-day employee inspiration program to boost morale and engagement. It outlines conducting employee surveys and feedback sessions to understand issues. Various initiatives are proposed such as redecorating offices, improving communications, recognizing employees, clarifying career paths, and aligning incentives to keep the workforce motivated and reduce costs from attrition. The goal is to make the company a great place to work and inspire discretionary effort from employees.
Starting a new business requires careful planning and consideration. You should thoroughly test your business idea through market research before starting. Developing a detailed business plan is essential to outline your operations, marketing strategy, finances, and goals. Choosing a memorable business name is also important. Once operating, maintaining your brand, motivating employees, and constantly reviewing finances are key to keeping your business afloat. Seeking additional sources of funding like government grants can also help support your growing enterprise.
Referrals, finding new employees via your network, is the most valuable source you can have concerning the retention of new employees. It is far more effective in costs, time to hire and retention than f.i. recruiting via a headhunter.
Being a high performer at work has its fair share of advantages. Everyone wants to work with and look up to the star. You will be considered a valuable asset to the company and your team, and the most appealing of all- you’ll have a sense of job security. If you feel you aren’t there yet, you can elevate your performance level right away by bringing in small changes in your daily performance, and before you know it, you’re rising up above the sky so high!
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Employee recognition is among the top factors that influence whether or not an employee chooses to stay with a company. Plus, having a recognition-rich culture also attracts candidates to join your company. Underappreciation and undervaluing employees accounts for nearly half of overall unhappiness in the workplace. Studies show that employees who are recognized are more engaged, more productive, and less likely to leave their current role.
How can your organization leverage this secret weapon for recruiting and retention? This presentation will:
- Share an update on the current state of employee recognition through real data from Namely and Bonusly.
- Provide tips for program qualifications and guidelines.
- Offer advice on setting up recognition programs to increase engagement at your company.
15 Employee Engagement activities that you can start doing nowHppy
As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
If you lead a business, you must treat your compensation plan as a strategic tool that can accelerate company growth. If you don’t, it can become a profit diluter and a drag on company performance.
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40 ideas to reward or recognize employees that won't cost you a thing!
1. to
reward
or
recognize
employees
that
won’t
cost
you
a
thing!
40
ideas
2. 1.
Thank
you
email
Write
a
simple
email
once
in
a
while.
It’s
truly
effec;ve
when
it's
authen;c
and
detailed.
2.
S6cky
note
Post
a
s;cky
note
on
their
monitor,
saying
thanks
and
why.
3.
Public
recogni6on
Recognize
in
the
company’s
news
media
(weekly
emails,
monthly
paper,
newsleCer,
etc.)
4.
“From
the
team”
recogni6on
Get
each
team
member
or
department
employee
to
write
a
posi;ve
note
about
the
person
you
wish
to
recognize.
You
give
all
the
notes
to
the
employee,
read
them
at
a
mee;ng
or
use
the
best
ones
to
make
a
poster/frame
and
hang
it
in
his
office.
5.
Management
recogni6on
Invite
the
employee
to
your
office.
When
he
gets
there
have
some
members
of
senior
management
in
the
room
and
ready
to
congratulate
him
on
his
accomplishment.
visit
www.herdwisdom.com
for
more
ideas
about
employee
engagement!
6.
Wisdom
wall
Create
a
“Wisdom
Wall”
filled
with
quotes
from
your
employees.
It
will
show
your
team
that
you
respect
them
and
serve
as
inspira;on
for
peers.
***
7.
Thank
you
video
***
If
your
company
has
access
to
employees
with
video
edi;ng
skills
you
can
be
very
crea;ve
about
this
one.
You
can
include
tes;monials
from
colleagues
and
a
special
message
from
the
CEO…
8.
One
million
thanks
Write
your
team
a
check
for
“One
Million
Thanks.”
Enlarge
the
check
on
a
copy
machine.
9.
Social
media
Recognize
an
employee’s
great
work
on
the
company
website
or
on
the
social
media
accounts
of
the
company.
10.
Cheer
tee
Someone
went
the
extra
mile
at
work?
Have
teammates
sign
a
company
tee
with
a
thank-‐you
message.
Make
them
Shine!
Recogni;on
reward
***
The
Herd’s
Favorite
***
3. 1.
Rota6ng
trophy
Find
a
fun
trophy
that
you
can
pass
around
the
office.
Give
it
to
an
employee
who
has
exemplified
one
of
your
organiza;onal
values.
Let
that
employee
hand
it
off
to
one
of
their
peers
the
next
month.
2.
Above
and
beyond
Mascot
Find
a
stuffed
animal
that
represents
your
company
and
make
it
your
symbolic
mascot
that
will
sit
on
the
desk
of
the
employees
that
goes
above
and
beyond!
3.
Employee
collectable
cards
Include
a
photo
and
sta;s;c
(e.g.,
Worked
12
months
without
being
absent).
4.
Ever
changing
trophy
Trophy
is
awarded
to
one
employee
for
a
month.
Every
employee
who
receives
the
trophy
must
add
something
on
it...
but
only
one
thing.
A_er
X
period,
re;re
the
trophy
and
place
it
in
the
employee’s
break
room.
5.
Wall
of
fame
Have
a
wall
of
fame
where
employees
compete
for
a
spot.
The
wall
can
be
renewed
every
year
or
be
everlas;ng
to
encourage
a
company
tradi;on
.
visit
www.herdwisdom.com
for
more
ideas
about
employee
engagement!
***
6.
Funny
employee
awards
***
Make
them
smile
with
a
funny
and
original
award
cer;ficate!
You
can
find
examples
here
7.
Award
ceremony
Host
an
annual
award
ceremony
for
all
employees.
Recognize
the
most
deserving
employees
with
an
award.
8.
LeVer
of
recommenda6on
Write
a
leCer
of
recommenda;on
for
the
employee.
The
leCer
is
included
in
his
personal
file
and
can
be
considered
when
applying
for
a
job.
9.
Coffee
mug
Have
custom
coffee
mugs
for
“Elite
Employees”.
When
a
special
achievement
happens,
offer
the
mug
to
the
employee
or
the
team
that
helped
make
it
happen.
10.
Team
wellness
trophy
Implemen;ng
healthy
behaviors
inside
the
workplace
has
become
a
vital
piece
of
employee’s
lifestyle.
Organize
sport
compe;;ons
and
award
the
champions
with
a
“Wellness”
trophy.
Make
them
Proud!
Awards
***
The
Herd’s
Favorite
***
4. 1.
Awesome
office
Have
one
incredibly
awesome
office
in
the
company.
Even
beCer
than
the
CEO’s
office.
Every
week
someone
else
gets
the
office
depending
on
performances
or
from
a
vote
or
anything
you
wish.
2.
President’s
office
Not
all
companies
can
make
an
Awesome
Office
but
all
of
them
have
a
CEO’s
office.
Let
the
employee
work
from
there
for
a
day
or
a
week.
3.
Leave
early
Let
them
leave
an
hour
early
for
one
week
or
more...
4.
Task-‐free
Give
the
employee
the
ability
to
delegate
one
task
or
project
of
his
choice
to
his
manager.
5.
A
Day
off
Give
them
the
day
off
without
any
strings
aCached.
visit
www.herdwisdom.com
for
more
ideas
about
employee
engagement!
6.
Casual
day
coupons
Get
coupons
for
casual
day
at
the
office
where
you
don’t
have
to
follow
the
dress
code.
7.
Concert/Sport
event
6ckets
If
the
company
owns
a
suite
or
season
;ckets
for
an
event
or
sport
venue,
some
employees
would
be
ready
to
compete
really
hard
to
get
their
hands
on
those
rare
;ckets.
8.
Flex
6me
Offer
an
employee
to
choose
his
schedule
for
a
whole
week.
He
can
do
his
hours
however
he
wants.
***
9.
Off-‐site
day
***
Take
the
whole
team
to
work
off
site
for
the
day
—
work
at
cafes
or
anywhere
with
Wi-‐Fi.
You’d
be
surprised
at
how
a
change
of
scenery
can
really
boost
produc;vity.
10.
The
front
parking
spot
Reserve
the
front
parking
spot
for
the
deserving
employee.
Or
simply
offer
a
parking
spot
when
parking
is
not
included.
Make
them
Happy!
Perks
&
Privileges
***
The
Herd’s
Favorite
***
5. 1.
Improved
job
6tle
A
new
job
;tle
can
be
a
nice
way
to
recognize
an
employee’s
achievements.
It
can
be
as
simple
as
adding
“Senior”
before
their
;tle
or
“Specialist”
at
the
end.
2.
Mentoring
Offer
the
deserving
employee
a
one
day
mentoring
session
with
a
senior
employee
or
manager.
3.
Offer
in-‐house
training
Employees
can
win
a
training
session
by
the
in-‐house
specialist
or
a
guest
speaker.
4.
Make
them
lead
a
mee6ng
Offer
the
opportunity
to
lead
a
department/team
mee;ng.
Most
people
like
learning
new
skills
and
it
keeps
mee;ngs
interes;ng
for
everyone
because
it’s
always
different.
5.
Job
rota6on
Recognized
employee
can
switch
job
with
someone
for
a
determined
amount
of
;me.
visit
www.herdwisdom.com
for
more
ideas
about
employee
engagement!
***
6.
Breakfast
with
the
CEO
***
To
recognize
a
whole
team,
offer
them
a
breakfast
with
the
CEO.
CEO
will
be
able
to
share
with
them
the
vision
of
the
company,
how
happy
he
is
with
their
efforts
and
employees
will
be
able
to
share
their
vision
to
the
CEO.
7.
Orienta6on
session
Offer
them
an
hour
with
HR
and
their
manager
to
speak
about
their
career
plan.
Where
they
would
like
to
be
in
a
couple
of
years
and
how
to
get
there.
8.
The
welcoming
employee
Acknowledge
employee’s
quali;es
by
designa;ng
them
to
welcome
and
educate
new
employees
in
the
company.
9.
Promote
employee
educa6on
Congratulate
publicly
employees
who
graduate
or
decide
to
take
extra
specialty
classes.
10.
Innova6on
Summit
Schedule
a
special
brainstorming
mee;ng
with
the
most
crea;ve
employees
of
the
moment.
Make
them
Empowered!
Learning
&
Career
***
The
Herd’s
Favorite
***
6. Don’t
overdo
it!
It's
temp;ng
to
create
awards
recognizing
every
accomplishment,
from
most-‐improved
sales
performance
to
the
cleanest
cubicle.
But
don't
create
so
many
that
they
become
meaningless.
When
everybody
is
extraordinary,
nobody
is
extraordinary.
From
the
movie
The
Incredibles
visit
www.herdwisdom.com
for
more
ideas
about
employee
engagement!
“
”