Comments on: Three keys to successful recognition programs

By: Eric

Eric — Thu, 06 Aug 2009 15:44:06 +0000

I agree with Beth, Cindy and Julie. This is not about bonuses, and should not be tied to profitability. Particularly in an economy like today, there is no direct correlation between profitability and hard work, and in actuality, many employees are working harder in the face of decreased profitability because of staff reduction. These employees need to be recognized. Personal recognition by individual supervisors is good, public is better. It does not have to be much, but like Cindy’s example, try not to leave any deserving employees out.

By: julie

julie — Fri, 31 Jul 2009 18:19:22 +0000

Employees will stay and work where they are appreciated, otherwise they move on. One of the greatest, forward thinking recognition companies is OC Tanner. They get it, they are very creative and thoughtful in their approach to putting together recognition programs.

By: Cindy

Cindy — Thu, 30 Jul 2009 13:53:40 +0000

Recognition is a must. I just lost a good employee of 6 years because the mgr of the department never nominated her for Employee of the Quarter. The employee never missed a monthly goal in 6 years. The Employee of the Quarter recieves recognition in front of the entire company, a gift certificate for dinner for 2 and a nice plaque. A very inexpensive program.

The executives of companies need to get on board with good recognition programs and truly support the teams.

By: James b kinn

James b kinn — Thu, 30 Jul 2009 13:16:52 +0000

Giving a bonus makes no business sense unless it is conected to a profit. I am in favor of sharing profit. It can be on any regular time schedule that profit is determined.

By: Beth

Beth — Wed, 29 Jul 2009 22:43:07 +0000

ENG: I do agree with what you are saying but this is not about compensation, it’s about recognition. Two entirely different things.

I just had a visit yesterday from four ladies who told me their manager NEVER does anything to make them feel they are doing a good job. Only speaks to them when they make a mistake or commit some minor infraction. No pats on the back, no “thank you” or any other gesture of appreciation.

The small things mentioned in this article, I believe, are great ideas.

By: ENG

ENG — Wed, 29 Jul 2009 21:06:10 +0000

In addition to compensation, these are good ideas and generate enthusiasm. But at the same time, let’s get real. Until executives are held to the same pay policies that their employees are held to, this comes off as a scam to keep pay artificially low. If large bonusus weren’t motivators, then executives wouldn’t get them. According to the proxy statement of one company I know, the President is guaranteed $26M if he is terminated for cause.

Companies need to do a better job of sharing increases in revenue and productivity with all employees, not just the handfull at the top.

By: Vivian Harvey

Vivian Harvey — Wed, 29 Jul 2009 17:24:54 +0000

You state “Ken Stahlmann spells out four keys” but I see from the title and text that there appear to be three. Did I miss something?

By: HRP

HRP — Tue, 28 Jul 2009 11:49:11 +0000

Sometimes the little things have a greater impact….Although a year-end bonus is great, they are most often distributed according to salary grade/position and can have a negative affect on those in lower paygrades…..