About Customer and Employee Loyalty and Recognition Programs
The age-old question of 'What's in it for me?' is one that many of us ask ourselves as we go through life each day. This is the question that every company tries to answer for the people it does business with. As a business owner, it is a good idea to have a plan that keeps your customer's attention while you show them 'what's in it' for them.
There are many companies who develop customer and employee recognition, incentive and loyalty programs that targets your audience, grabs their attention and gives you a chance to show them how important they are to you. These companies are experienced in the performance improvement and recognition industry and know what it takes to build strong programs that work in increasing productivity at the workplace and in keeping customers coming back to your business. These businesses will handle the setup and management of your program from start to finish. Beginning with a consultation and on through the administration and prize fulfillment, every aspect of the program is implemented to be sure you achieve the results you want.
Loyalty programs are widely used today by companies of all types. Statistics tell us that nearly seventy-five percent of consumers in the United States belong to at least one loyalty program. Today there are frequent-flier programs, frequent-buyer programs and frequent-dining programs. There are loyalty cards, smart cards and cell phone codes being used as ways to reward consumers for their business. You could call it the loyalty craze and it shows no signs of letting up anytime soon. The key to succeeding with loyalty programs liel in the execution and in making the 'average Joe' feel special.
The profits of any company rises as a customer's relationship with that company lengthens. If you have a great loyalty program in place that rewards your repeat customers with something they want, the chances are good you will retain them as your customer for a long period of time. A top-notch loyalty program is also likely to result in your program members telling their friends, co-workers and family members about the program, which could very well drive new customers through your doors.
When your employees are properly recognized for their contributions, they are truly engaged, understand their roles and share your company's value. The positive impact of this connection on your company is undeniable. Behind each positive customer experience is a well-motivated employee. Employee recognition programs reinforce behavior that promotes brand image and which aligns employees with the core values of the company they work for. Performance improves, morale is boosted and your employees feel as though they are a vital and very important part of your company. One example of a rather simple employee recognition program is to have an 'employee of the month' program in place. Each month you simply select one employee who has demonstrated outstanding work performance. You feature him in your company newsletter and post fliers around the workplace with his photo and achievements included for all to see. The chosen winner could be given a reward for his achievements such as a bonus or an extra day of vacation.
Offering your employees incentives such as tangible rewards, extra vacation days or monetary rewards is a proven way to increase productivity. Every company owners knows how important it is to praise his employees for a job well done. It makes employees feel appreciated and helps to ensure that they will continue to strive to do good work in the future. Sure, giving an employee a slap on the back and telling him that he has done a great job is good, but if you really want to show your employees that you care you should choose a great employee incentives program that allows you to really show that you care. If your employees have a clear goal in mind and know that they will receive an award of some type for providing you with outstanding service, you should see an improvement in attendance records, a higher level of productivity as well as increased customer satisfaction.
Questions and Answers
While we continue to stretch our budgets tighter and tighter, there seems to be less and less room for employee recognition and incentives. Even on a tight budget, employee recognition does not have to suffer. Studies show that simple employee incentive ideas can be just as effective as high-priced alternatives when you’re looking to show employees how much you appreciate their work and loyalty.
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Regardless if you run a small business with just a few employees working for you or a large corporation consisting of hundreds of employees, your greatest asset is the devotion and loyalty of your employees. However, you cannot expect your employees to remain loyal to you if you do not make any effort to reward them when they perform above and beyond what is expected. Below are a few ideas for inspiring your employees which will increase their loyalty
SaaS based employee recognition system providers host their applications so as new trends like employee recognition through social media emerge they can easily add and adapt new features and functionality to keep you current and in the know with your clients.
Truly, there is not inappropriate time to recognize the work and dedication of your employees, but with the tough and turbulent economic times still effecting many individuals and businesses alike, there is not better time than the present to show your employees how valuable they are to your business. Small businesses and large businesses alike can benefit from the practice of improving their business' success through employee recognition and improved employee relations.
Not all incentive programs remain effective forever. But you don't have to fix a broken incentive program. You can give it new life.
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Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor. Employee loyalty to management died.
Public and private organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by Chevron, NUMI, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers. Estimates are that the State of California may jettison 47,000 positions.
Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor. Employee loyalty to management is dead – get used to it.