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5 Tips to Make – And Keep – Your Employees Happy

HMG Success on April 1, 2019

 

Workplace morale commonly ebbs and flows. Everything from increasing or decreasing workloads to shifts in the seasons can impact the mood in your workplace, and not always for the better.

Luckily, there are things you can do as an employer to counteract declines in morale, empowering you to improve the mood of your staff. If you want to make and keep your employees happy, here are five tips that can help you do just that.

1. Provide Perks Year-Round

Many companies focus on perks and celebrations during the winter holidays. However, once that period is over, the workplace returns to “normal,” and there is much less revelry.

While acknowledging the winter holidays can be great for morale, only celebrating during that time of year means you are missing out on an opportunity. For example, instead of just offering free food treats in December, consider making it a monthly event. Similarly, looking for other holidays to use as themes for regular celebrations can be a great option.

Spreading out perks and celebrations throughout the year can be great for morale, so don’t feel like you can only mark occasions in the winter.

2. Try Flexible Schedules

Flexibility is nearly always appreciated by your staff. The ability to adjust their work schedules to accommodate their personal obligations can be very stress relieving, as it allows them to accomplish their tasks, avoid using leave, and still manage their lives.

While you can certainly put some controls in place, such as listing certain core hours as mandatory, any level of flexibility can make your workers happier. As long as you are not overly restrictive and have a formal process that governs how they can and can’t adjust their schedule, you can create a win-win.

3. Offer Telecommuting Options

The ability to telecommute has a similar impact as flexible schedules. By allowing employees to work from home, even on occasion, you let them skip their commute and complete their duties in an environment that feels comfortable.

Again, having a formal policy that outlines telecommuting rules is not just acceptable; it is encouraged. Just make sure the rules apply fairly and everyone has a chance to benefit, and morale can soar.

4. Demonstrate Your Appreciation

While group celebrations can be great for morale, you still need to show each worker you appreciate them for their individual contributions. Whether it is cash bonuses, small gifts, or recognizing them personally during staff meetings, any option that allows you to demonstrate your appreciation can go a long way when it comes to keeping your staff happy.

5. Say “Thank You”

Sometimes, the simplest gesture is incredibly effective. Thanking your employees for all that they do makes them feel seen and appreciated, and it’s easy to work into any day, no matter how busy they or your managers are at the time.

Additionally, a heartfelt thank you when they turn in assignments, drop off mail, or complete a requested task creates a culture with appreciation at its core. This can make your work environment more pleasant overall, making it a better place for everyone.

If you would like to learn more about how you can keep your employees happy, the staff at The Advance Group can help. Contact us to speak with one of our knowledgeable team members today and see how our workplace morale expertise can benefit you.

 

 

Important Information on Michigan’s Paid Leave

HMG Success on March 28, 2019

 

Michigan’s Paid Medical Leave Act will take effect on March 29, 2019.  The Act requires most employers in Michigan to provide up to 40 hours of paid medical leave for certain eligible employees to use for the employee’s own medical condition, to care for a family member’s medical condition, and in other emergency situations.  The state’s required posting regarding the Paid Medical Leave Act is below for your reference.

The Paid Medical Leave Act also applies to the Advance Group’s temporary employee workforce.  As with all payroll and benefit issues, Advance will fully administer this leave program and the Act’s related compliance obligations for the temporary employees who are assigned to our clients.  The Paid Medical Leave Act contains provisions that prohibit all employers from retaliating against employees for properly using their paid medical leave benefits, so employees who meet the eligibility requirements and are placed at our clients’ companies will be permitted to take paid medical leave pursuant to the Act and Advance is unable to make assignment decisions based on medical leave eligibility or use.

The Paid Medical Leave Act permits employees to use time off for unforeseeable emergencies, so there may be instances where an employee calls off to take advantage of this benefit.  Advance instituted strict call off procedures to require as much employee notice as the law permits and requires medical or other documentation to substantiate all absences so the paid leave is not abused.  Advance instituted these guidelines to provide the least amount of disruption as possible to its clients as the new law takes effect.  If you have any questions about Advance’s compliance procedures with the Paid Medical Leave Act, please contact your account representative.

 

 

This One Thing Can Make a Big Difference to Your Employees

HMG Success on March 25, 2019

Employees look to their manager for guidance, and not just in regards to their daily duties or critical projects. They often see them as role models and mentors as well, and they want your input to help them shape their careers.

However, figuring out how to approach the topic can seem daunting. After all, you do not want to give them advice that does not pan out, potentially leading them down the wrong path.

Luckily, there is one thing you can do that can make a massive difference in the lives of your employee and those around you. Here’s what you need to know.

Encourage Them to Think Big

Most professionals have a basic plan of where they want to be in the future. However, they may be limiting themselves, even if they are fairly ambitious, partially because they have never considered certain paths viable or within reach.

You can inspire your employees to overcome these barriers by encouraging them to think big. For example, if a team member has a career plan that involves new skills, but they do not mention moving into leadership roles, ask them how they feel about the idea.

The purpose is to challenge them with something that is more ambitious than their current goal. Get them to consider more than just what they have their eyes on today, as it may broaden their horizons and help them realize their potential.

Plus, if you genuinely believe they are capable of what you are proposing, your faith in their abilities will further inspire them. This is especially true if they view you with respect and as an authority on the matter, increasing the odds they will take the question seriously.

It only takes a moment for you to spark an idea in the mind of a talented professional, so it is worth sitting down with your employees individually and helping them explore what is possible.

Offer Concrete Steps When Possible

If you can go further than just presenting an idea by also offering them an opportunity to take a step forward, do it. Often, even those with big ambitions do not always know how to begin or where they can find the opening they need to make progress. If you have it within your power to provide a concrete plan that can make that new goal a reality, you are not just inspiring them to strive for greater success; you are enabling them to achieve their dreams.

Ultimately, these small conversations can be very powerful, increasing the odds your employees will reach their full potential. If you would like to know more, the professionals at The Advance Group can help. Contact us for a free staffing consultation or to discuss your questions with a member of our skilled team today and see how our expertise can benefit you and your employees today, tomorrow, and well into the future.

This One Thing Can Make a Big Difference to Your Employees

HMG Success on March 25, 2019

 

Employees look to their manager for guidance, and not just in regards to their daily duties or critical projects. They often see them as role models and mentors as well, and they want your input to help them shape their careers.

However, figuring out how to approach the topic can seem daunting. After all, you do not want to give them advice that does not pan out, potentially leading them down the wrong path.

Luckily, there is one thing you can do that can make a massive difference in the lives of your employee and those around you. Here’s what you need to know.

Encourage Them to Think Big

Most professionals have a basic plan of where they want to be in the future. However, they may be limiting themselves, even if they are fairly ambitious, partially because they have never considered certain paths viable or within reach.

You can inspire your employees to overcome these barriers by encouraging them to think big. For example, if a team member has a career plan that involves new skills, but they do not mention moving into leadership roles, ask them how they feel about the idea.

The purpose is to challenge them with something that is more ambitious than their current goal. Get them to consider more than just what they have their eyes on today, as it may broaden their horizons and help them realize their potential.

Plus, if you genuinely believe they are capable of what you are proposing, your faith in their abilities will further inspire them. This is especially true if they view you with respect and as an authority on the matter, increasing the odds they will take the question seriously.

It only takes a moment for you to spark an idea in the mind of a talented professional, so it is worth sitting down with your employees individually and helping them explore what is possible.

Offer Concrete Steps When Possible

If you can go further than just presenting an idea by also offering them an opportunity to take a step forward, do it. Often, even those with big ambitions do not always know how to begin or where they can find the opening they need to make progress. If you have it within your power to provide a concrete plan that can make that new goal a reality, you are not just inspiring them to strive for greater success; you are enabling them to achieve their dreams.

Ultimately, these small conversations can be very powerful, increasing the odds your employees will reach their full potential. If you would like to know more, the professionals at The Advance Group can help. Contact us for a free staffing consultation or to discuss your questions with a member of our skilled team today and see how our expertise can benefit you and your employees today, tomorrow, and well into the future.

 

 

Does Your Resume Do You Justice?

HMG Success on March 22, 2019

 

Modesty is often considered a virtue, but it doesn’t always serve you well when you are looking to land a new job. Selling yourself short on your resume can cause you to miss out on opportunities, including an amazing new position.

At its core, a resume is a marketing document, so you need to treat it as such. By using it to sell your experience, skills, and achievements, you increase your odds of standing out in the eyes of the hiring manager, making it more likely that you will be called in for an interview.

If you don’t know if your resume is going you justice, here’s what you need to consider.

Is Your Resume an Attention-Grabber?

Researchers have long said that a hiring manager only reviews a resume for a few seconds initially. This means you just have a couple of moments to grab their attention. Otherwise, they are going to move on to the next candidate.

Ideally, your resume needs to be filled with short statements that pack a punch. Strive to highlight your accomplishments and relevant skills, showcasing exactly why you are right for that particular role.

Are You Overly Modest?

Your resume is an opportunity to politely brag about what you bring to the table. Often, job seekers fear that, if they are too assertive, the hiring manager may assume they are arrogant.

While this can certainly happen if you are overly aggressive, there are ways you can brag that comes off as confident, not arrogant. For example, embracing active instead of passive voice when you discuss your accomplishments is a great way to start. It makes your resume engaging and highlights your trust in your abilities without arrogance.

Using strong action words – like “achieved,” “identified,” “generated,” “solved,” and “upgraded” – also helps your resume pack a punch without going too far.

Did You Include Numbers?

Quantifying your accomplishments is always the best approach. Not only do numbers visually stand out, drawing the hiring manager’s attention, but they also provide valuable context about your achievement.

For example, “Increased sales” is not nearly as impactful as “Increased sales by 20 percent.” Dollar amounts are similarly powerful, so add them whenever appropriate.

Can You Back It Up?

You can’t just tell the hiring manager you are great; you have to prove it. On your resume, make sure to include clear examples that highlight your achievements. Let them know about the situation, the tasks you needed to perform, the challenges you encountered, how you reached success, and the results of your work. Also, discuss any of the relevant skills involved in achieving the resolution, especially if they align with your target role.

By following the tips above, you can ensure your resume is doing you justice. If you would like to learn more about running an effective job search and finding open jobs in Michigan and Ohio, the team at The Advance Group can help. Contact us to speak with one of our staff members today and see how our resume writing expertise can benefit you.

 

 

Use These Tips to Make Safety Training Engaging

HMG Success on March 15, 2019

 

Engagement is critical for the learning process. If the material or approach do not capture the attention of your employees, your safety training will not be as effective. This could result in knowledge gaps, injuries, or worse, simply because your team was not giving the training their full attention.

Finding ways to make your safety training engaging is essential if you want to protect your workers and the company. If you do not know where to begin, here are some tips.

Find Your Priorities

Your training program should align with your safety priorities. Often, this requires a full risk assessment, ensuring you understand your biggest threats as well as which employees are most at risk.

Examine workspaces, tasks, equipment, processes, and anything else that can shine a light on potential issues within your company. As you perform your review, also look at any near misses that could indicate a problem even when there is not an actual injury associated with the event.

Then, you can target these points specifically during your training, ideally at the beginning of the session when everyone is most alert. This increases the odds your priorities will be addressed at a time when recall and retention capabilities are at their peak.

Select the Right Approach

Using the best training approach based on your employees’ preferences is a must. While some workers may be able to tolerate a long lecture, others will start to tune out fairly quickly, so it might not be the best option if you want to increase engagement. Similarly, not everyone thrives if you use computer solutions for independent learning, especially if they are distracted by their duties, face constant interruptions, or are not particularly tech-savvy.

Research different training options and see which one (or ones) best align with your company goals and your workers’ preferred learning styles. That way, you can select an approach that is more likely to engage your staff, increasing their recall and retention.

Make Safety Training Part of Your Culture

When workplace safety is an aspect of your culture, you do not have to rely on formal training to increase learning. Instead, make every accident, near miss, or issue a training opportunity, encouraging people to explore solutions and learn how they can avoid the problem in the future.

Inadvertently, this approach also promotes bite-sized training, which may be more digestible. Instead of long sessions, you are focusing on single topics for a short period, making it easier for employees to stay engaged during the discussion.

While this may not substitute for formal training, it can increase safety awareness quickly and efficiently, ensuring your workforce always has safety on their mind.

If you would like to know more about effective safety training options, the professionals at The Advance Group can help. Contact us for a free staffing consultation and see how our workplace safety expertise can benefit you.

 

 

Performance Management Tips for 2019

HMG Success on January 25, 2019

 

Performance management is a critical business process. When properly used and implemented, it helps keep your employees productive, ensuring everyone has the information they need to succeed.

However, if your performance management process is lacking, you might not be seeing great results. If you want to make sure your approach is on target, here are some performance management tips for 2019.

Update Your Job Descriptions

The job description for each position defines the expectations for the role. It outlines the position’s purpose, duties, and key responsibilities, serving as a guide for what the employee needs to accomplish.

Without clear and updated job descriptions, you can’t identify critical KPIs, outline expectations, or create goals for the worker. Without these points, effective performance management is incredibly challenging, if not outright impossible.

Take some time to review all of the job descriptions and adjust them if needed. While it may take some time, it is crucial for company and staff success.

Identify Priorities

Once you have the job descriptions updated, find any priority duties or responsibilities for each position. This gives you critical areas of focus as it allows you to determine which potential issues are the most damaging, ensuring managers concentrate on these areas when evaluating performance or providing feedback.

Define Expectations

An employee can’t meet your needs if they don’t know what they are, so defining all expectations regarding their performance is a must. Then, you need to share these details with the worker, ensuring they are well informed regarding what they need to do and what standards they need to meet.

Adopt a Continuous Approach

After the previous steps are complete, adopting a continuous approach to performance management is usually best. Annual or quarterly reviews aren’t always the most effective, as they rely on reviewing missteps with employees long after the incident occurs.

Instead, encourage managers to be active in the process. When they see an employee is struggling or on the wrong path, have them intervene quickly. Similarly, if a worker is performing above expectations, make sure their manager lets them know their efforts are seen and appreciated.

Now, this doesn’t mean you have to abandon formal reviews, especially since they often ensure an employee’s performance is well-documented. Plus, they can create opportunities to reinforce feedback given previously or assess their progress, making them beneficial.

The important part is to stop seeing performance management as being tied to a calendar. Instead, it should be part of the overall culture, empowering managers to provide feedback and guidance at the right moment, even if a formal review isn’t on the horizon.

By following the tips above, you can improve your approach in 2019 and beyond. If you would like to learn more about effective performance management, the skilled team at The Advance Group can help. Contact us to discuss your company’s goals for 2019 with one of our knowledgeable staff members today and see how our performance management expertise can benefit you.

 

 

What Your Body Language Says in Job Interviews

HMG Success on January 18, 2019

 

During an interview, your mouth isn’t the only thing talking. Your body language is also sending messages to the hiring manager and, if not properly managed, can even contradict the words you are saying.

While most body language is fairly instinctual, you can learn to control it. If you want to make sure your body language is working in your favor, here’s what you need to know.

First Impressions

When you first meet with the hiring manager, there is usually a fairly common sequence. You stand face-to-face, share a handshake, and exchange quick introductions. While the whole thing may take 30 seconds or less, it is a critical moment, as the hiring manager has already started assessing you.

If you want to nail this initial encounter, you stand up straight, make eye contact, and smile. Otherwise, if you avoid eye contact, slouch, and keep a neutral or sour expression, you may look insecure, unhappy to be there, or sloppy.

A firm, but not overpowering, handshake is also essential. If your handshake is too soft, it makes you seem less confident. If it’s too firm, you seem aggressive.

During the Interview

After the introduction, you typically head to the meeting space. As you sit down, make sure to maintain good posture, sitting up straight and keeping your chin up. Additionally, maintain an open position. Avoid crossing your arms or hunching your shoulders, as this can make you seem disinterested, judgmental, or unsure.

When you talk with the hiring manager, it is OK to lean forward. This can actually make you seem interested and confident, as you are closing the distance between you slightly.

Resting your hands on the table is fine during the interview, but don’t be afraid to gesture when you speak. While dramatic movements are usually off-putting, small ones are natural and can make you seem open and energetic.

Also, make eye contact with the hiring manager regularly, both when they are speaking with you and when you are responding. Smile often, but don’t keep one uncomfortably plastered on your face. Most natural smiles shift, so holding a toothy grin the entire time doesn’t seem right.

As You Leave

Once the interview is over, stand up calmly. Then, gather your belongings and thank the hiring manager for their time. Finally, shake hands again, using the same technique as you did when you arrived.

As you walk out of the office (and even the building), maintain good posture and a steady pace, not rushing or meandering as you make your exit. Remember, someone may be keeping an eye on you until you get in your car and leave the property, so keep your body language under control until you are somewhere else.

By following the tips above, you can use your body language to your advantage during your interview.

If you would like to learn more about how to interview successfully or are looking for new Michigan and Ohio jobs, the knowledgeable team at The Advance Group can help. Contact us to speak with one of our skilled recruiters today and see how our interviewing expertise can benefit you.

 

 

Put an End to Employee Attrition This Year

HMG Success on January 14, 2019

 

With the labor market remaining tight, most businesses are finding themselves in a job seeker’s market. Skilled professionals can quickly find new opportunities, some employers that aren’t measuring up will often end up shorthanded.

During periods such as this, retention needs to be a priority at every company. Otherwise, employee attrition can leave your struggling to meet deadlines, maintain productivity, and even keep morale up.

While a certain level of turnover is unavoidable, there are things you can do to keep it at a minimum. If you want to put an end to employee attrition this year, here are some tips to get you started.

Offer Competitive Wages

While money isn’t everything to employees, it is always something. If your pay rates aren’t in line with industry standards or what your competitors are offering, retaining your best and brightest is going to be difficult.

Make sure to review your salaries regularly and compare them to known norms. Researching your competitors is often a necessity, though you can also find out information on websites that are dedicated to tracking worker pay, such as Salary.com or Glassdoor.

Provide Additional Benefits

Salary is only one part of a worker’s compensation package. Medical insurance, retirement options, and vacation time are just some of the additional benefits that also make up total compensation.

As you review your salaries, it’s also wise to research benefits packages. If you aren’t meeting expectations in these areas, you may need to bolster your offerings or add new benefits, ensuring you remain competitive.

Improve Your Culture

A company’s culture has a big impact on whether skilled professionals choose to stay. Businesses that offer opportunities for growth, a warm and welcoming environment, and a positive experience are more attractive to top talent.

Employees prefer to work at companies that have missions they can get behind, as well. This creates a level of intrinsic job satisfaction, making their contributions feel more meaningful. Similarly, if their values align with the organization’s, they will usually feel more integrated into the company, and potentially more loyal as well.

To keep workers engaged, it is also wise to provide them with opportunities to face challenges, such as by taking part in exciting projects or having the chance to use emerging technology. If the work is too simple, it doesn’t require as much thought or dedication. Additionally, if a process is antiquated, it usually isn’t inspiring. Over time, it can even become boring, and that is one of the primary enemies of engagement.

While it may not be possible to eliminate turnover entirely, by following the tips above, you can improve your retention rates, potentially dramatically. If you would like to know more about what you can do to put an end to employee attrition this year, the skilled professionals at The Advance Group can help. Contact us to discuss your goals with one of our specialists today and see how our employee retention expertise can benefit you.

 

 

Help Employees Create Career Plans for 2019 and Beyond!

HMG Success on January 7, 2019

 

With the business world in a constant state of evolution, often because of advances in technology, and the labor pool shrinking, companies need to go the extra mile if they want to keep their employees engaged. Your workers are an asset and, by helping them identify clear pathways for advancement, you can show your appreciation, boost morale, and even become an employer of choice.

Helping your employees craft career plans is an excellent way to differentiate yourself from other employers. It shows you are invested in their growth, development, and overall career success, creating a culture that feels supportive and positive.

If you want to know how you can assist your employees, here are some tips for creating career plans with them.

Identify the Pathways

Certain positions naturally connect to one another. Usually, they represent single steps up the career ladder, a direct line that keeps moving up. However, other options typically exist, involving slight lateral shifts along with forward progression.

Before you assist your staff with career plans, identify any existing pathways in the organization. Figure out which roles flow logically into others, along with those that are closely aligned enough where making a transition would be possible if the employee gathered the right additional skills.

If your current job descriptions are complete and thorough, completing the analysis is fairly straightforward. However, if you find you don’t have great starting information, you may need to update the descriptions before you proceed.

Talk With Your Employees

Once you have the pathways identified, it’s time for some initial conversations. You need to find out what goals and aspirations your workers have today, giving you an idea of which pathways may be of interest.

This is an important step because some employees may not want to head in the direction that represents the straightest line forward. Many professionals incidentally fall into a career, so where they are today may not be the best baseline for judging where they want to go.

Find Opportunities for Growth

After you’ve spoken with your employees, you can begin to help them forge a plan that will get them where they want to go. This may include furthering their education, taking part in training activities, assigning them a mentor, allowing them to job shadow, or anything else that enables them to acquire the skills, experience, and perspective necessary to take the right step.

As you create the plans, remember you can’t use a one-size-fits-all approach. Each worker is unique, so their goals and preferences will vary. Instead, customize each one, and make sure their input is guiding light throughout the process. Otherwise, you risk coming up with a path that isn’t very enticing, and won’t be as effective.

If you would like to learn more about how you can help employees create career plans, the skilled professionals at The Advance Group can help. Contact us with your questions today and see how our career planning expertise can benefit you.

 

 

Disagree With Your Year-End Evaluation? Here’s How to Handle It

HMG Success on December 28, 2018

 

As the year draws to a close, employees around the country are sitting down for one of their hardest meetings of the year: their year-end evaluation. While many will likely receive compliments on their performance, constructive criticism usually comes along too.

When the negative feedback is valid and insightful, it can actually be beneficially, giving you clear ideas on how you can improve in the coming year. However, when the negative feedback feels blatantly false or unjustified, dealing with the situation can become a challenge.

Luckily, there are things you can do to address any disconnect between what your manager is telling you and what you believe is true. If you disagree with points in your year-end evaluation, here’s how to handle the conversation.

Request Examples

If you are being criticized for a lack of timeliness, but you haven’t been late to work (or even a meeting) in your life, that is understandably frustrating. Similarly, if you are told that you don’t take the initiative but personally spearheaded multiple projects that fall outside of your job description, you’ll likely be a bit at a loss for words.

Whenever you receive feedback that doesn’t seem to align with your performance, ask your manager to provide you with examples of your missteps. This helps you gain clarity regarding their perspective and may lead you to hear details that didn’t immediately spring into your mind.

In cases, where they can’t think of an example, this betters your position. It either gives you grounds to discuss how the feedback may not be valid (or accurate) or may lead your manager to realize that they are mistaken, eliminating your need to participate further in the discussion as the misalignment practically resolves itself.

Thank Them

While it may seem counterintuitive, thanking your manager for their input is a smart move. Ideally, constructive criticism (even if someone inaccurate) is a sign that they want to see you succeed and they are trying to steer you in the right direction.

Take a moment to thank them for their feedback and let them know you appreciate their insights and bringing the point to your attention.

Respectfully Disagree

Once you’ve completed the first two steps, you are in a position to respectfully disagree. While it can be a nerve-wracking experience, largely because it may make you seem argumentative or closed to constructive criticism, it is necessary if your manager is genuinely out of line.

However, only openly disagree if you can provide clear examples that contrast with the feedback. That way, you are backing up your position and making the reason behind your perspective easier to see.

Ask Follow-Up Questions

After respectfully disagreeing, don’t end the conversation there. Instead, if your boss responds calmly to your disagreement with their assessment, include a question that can further the discussion. For example, if you were accused of not taking the initiative, you can ask if there is an approach that can make your efforts more immediately visible. This shows your willingness to engage in further conversation regarding the perception of your actions and are hoping to find a viable solution that meets everyone’s needs.

By following the tips above, you can disagree with your year-end evaluation in a respectful, professional, and constructive manner. If you’d like to learn more, the professionals at The Advance Group can help. Contact us to discuss your questions or concerns with one of our knowledgeable staff members today and see how our workplace expertise can benefit you. If you’re ready to start a new job this year, click this link to check out our newest openings!

 

 

Rewarding Employees Without Breaking the Bank

HMG Success on December 7, 2018

 

When you manage an exceptional team, wanting to reward their effort is completely natural. However, many companies can’t afford to spend a bundle on their employees, or even just their top performers. When options like expensive gifts, generous bonuses, or raises aren’t affordable, it can be frustrating. This is especially true if you want to make sure your staff feels valued, something that is critical for retention.

Luckily, you can reward your employees without breaking the bank. If you aren’t sure where to start, here are a few options worth exploring.

Work-Life Balance

When administered properly, flexible scheduling and telecommuting programs can function as rewards. If the entire team consistently meets or exceeds expectations, letting them explore alternative arrangements – like compressed work weeks, work-from-home options, or flexible hours – can actually boost overall productivity while providing greater work-life balance.

If you can support such a program, them make sure to craft a formal policy that outlines the rules. For example, if everyone needs to be available during core work hours or minimal in-office staffing levels must be maintained, make sure that is listed in the policy.

Professional Development

Unless your entire team has reached the peak of their career, offering opportunities that help them learn and grow in their field can serve as great rewards. Plus, the company gets to benefit from the employee’s increased skill set, which can increase productivity, help prevent skill gaps, and more.

While formal training is always an option on the table, it can be expensive. Similarly, sending workers to industry conferences can be a great approach, but might not suit your budget.

If you need to find low-cost professional development approaches, opt for alternatives like mentoring programs and job shadowing opportunities. These arrangements give your team a chance to advance their skills or explore new arenas, while other professionals get to pass down their knowledge.

Another option is to give your top performers first pick when new projects come available. This may allow them to explore areas of interest and expand their knowledge, giving them a chance to learn while simultaneously boosting engagement.

Workplace Improvements

Since your team spends so much time at work, providing improvements to the environment can function as a reward, making their workspaces more comfortable and pleasant. When your staff feels good about the physical space, morale can increase.

You can improve any areas that benefit the workers. For example, adding amenities to the break room may be appreciated if it increases convenience. Providing ergonomic chairs or standup desks can enhance individual workspaces, making them more comfortable and functional.

While these items do come with a price tag, they may be more affordable than certain other rewards, so consider exploring them if you have some room in the budget.

Ultimately, all of the options above can serve as rewards, allowing you to demonstrate your appreciation without breaking the bank. If you’d like to learn about other approaches, the team at The Advance Group can help you explore options that align with your budget. Contact us to discuss your employee recognition goals today and see how our workplace management expertise can benefit you.

 

 

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