If there’s one metric that can determine a business’s productivity, profitability, and turnover rate, it’s employee engagement. A recent study by Reward Gateway showed that “ 70% of employees say that motivation and morale would improve with managers saying thank you more. ” MORE

Managing talent is arguably the most important job for any HR department. In this article, we will dive into the nitty-gritty of creating a talent management process, including all the steps involved. What is talent management. The importance of talent management. MORE

They win by creating amazing company culture. Great cultures drive exceptional business results, not the other way around. But where can you find company culture examples that deliver winning results? Company Culture Examples — Why Now? MORE

Plus, they had to calculate tax implications and manage any needed currency conversions manually for each piece of recognition. Often it’s because of culture. There is quite a bit of research data to support this finding, and we also have real-world examples. MORE

The following quotes from Jonathan Nolan and Lisa Joy’s AI masterpiece offer actionable insights into dealing with less-than-stellar employees, recruiting woes, and toxic management. How to prevent toxic cultures. Company Culture MORE

Here are 5 examples. The London School of Economics has found that cash performance bonuses can actually demotivate employees. Plus, it takes the recognition work off a manager’s shoulders. Not many managers have time to walk around the office noticing every small action of their employees. Creating a public platform for peer-to-peer recognition can help managers see great work that their employees do, without having to eagle eye every action. MORE

It’s a key part of a successful performance enablement program. Using Incentives for Performance Enablement. It’s very flexible, and a small number of points can go a very long way toward building performance across your teams. 500 points for most high fives of the month. MORE

managers rewarding individuals or teams ad hoc to show appreciation without documenting it) or lack participation (we’ve all seen the employee reward programs that are only used between a handful of friends in organizations). Delta Airlines, for example, has a clearly communicated set of core values that includes “put yourself on the other side of the desk.” The end result – the pizza group performed best, with the complement group coming into a close second. MORE

A high-stress environment, lack of regular feedback , and generally feeling purposeless can lead to employee burnout. Arrange for a team to show their work to upper management (or even the whole company!) Studies show that rewarding an entire team builds everyone’s performance. So even if you have a top performer, make sure your staff appreciation is tied to the team’s goals. And make it public — copying their manager or teammates gives the comment much more impact. MORE

And for a long time engagement scores have been the go-to metric that HR teams use when they need to demonstrate their impact on business results. Take a hospital, for example. What if high engagement at your organization is the result of high bonus payouts? MORE

If the specific reason for appreciation isn’t clear, employees aren’t appreciated in a timely manner, employee appreciation ideas aren’t personalized to your people and culture, or your company isn’t delivering it consistently , the delivery of your ideas may be doing more harm than good. Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. MORE

The following quotes from Jonathan Nolan and Lisa Joy’s AI masterpiece offer actionable insights into dealing with less-than-stellar employees, recruiting woes, and toxic management. How to prevent toxic cultures. Company Culture MORE

They may be formal – like an annual or quarterly bonus tied to meeting performance objectives. Or they may be informal – like a stack of gift cards in a manager’s drawer. On top of that, poorly planned employee rewards can ruin your company culture. MORE