Consider the best job you’ve ever had. What about that job that made it so enjoyable? The challenge of the work? Free donuts every day? A sense you were making a difference in the world? Creative freedom? The people you worked with?

For many people, the biggest factor in what makes a job great is the cast of characters they’re fortunate enough to share workspace with. Workplace dynamics can make even the most high-pressure job feel exhilarating instead of overwhelming. The key difference often lies in building relationships at work.

Office Friendships = Job Satisfaction

When it comes to job satisfaction, don’t overlook the importance of relationships at work. Whether it’s a peer-to-peer relationship or a mentor-mentee connection, the friendships that develop in the workplace can make a good environment even better.

Collaboration is easier when team members have a personal connection with one another. A sense of belonging helps to eliminate pessimism, negativity, and friction in the workplace. Relationships at work increase cooperation and helps team members work toward a common goal. This can boost positive perception of the work environment as well as employee engagement.

Promoting Relationships at Work

There is often a divide in how business leaders view workplace friendships. Some are decidedly “old school” in their thinking. They may frown upon watercooler chitchat and demand their staff focus solely on work tasks. To these leaders, there should be a distinct line drawn between work and everything outside of the office. In this view, office friendships are a distraction that takes away from the work at hand.

Wise office leaders, however, encourage friendship in the workplace. They understand that these kinds of friendships can make the work environment more pleasant as well as more productive. Building these connections between coworkers improves the work environment.

Connection between employees can result in a 156% increase in wellbeing, 374% increase in feeling appreciated, and 47% reduction in employee burnout. In short, your employees are happier, more productive, and less likely to be actively seeking other employment. When you’ve spent a lot of time and effort in recruiting, training, and building a team, keeping this team motivated can be as simple as encouraging connection.

Leading by Example

Company leadership isn’t exempt from friendship in the workplace. It’s just as important for individuals in leadership roles to develop connections with staff members. The most common form of connection is that between a mentor and mentee, but it’s not the only way for leaders to participate in workplace friendship. Taking the time to get to know your staff members personally will help you to understand the often-hidden dynamics of the workplace.

Set a precedent for your staff to follow. Encourage friendships in the workplace by:

• Giving them opportunities to volunteer
• Recognizing their efforts
• Creating company-sanctioned fun times, both during the workday and outside the office
• Placing value on social interaction
• Rewarding them for social activities within the office
• Proudly sharing your workplace culture on social media

Most people spend the bulk of their waking hours with their coworkers. Workplace friendships can provide meaningful connection and help staff members be emotionally invested in their work. Most individuals want to feel as if they contribute to the workplace in a meaningful way and encouraging these connections can help accomplish that.

Encouraging workplace friendships can help you to build a better workplace!

The post Building Relationships at Work appeared first on Workplace Rewards.

This year, the holiday shopping season is shorter than most. That means it’s time to start stressing about finding the right holiday gifts for employees.

Your employees have made the nice list and you want to make sure you get them something meaningful in appreciation for their hard work this past year. But…what do you get them? Do you know what they want? What do they like? Depending on the size of your staff, you may or may not know everyone well enough to choose the perfect gift for each person. Still, it’s possible to find the right holiday gifts for your employees without resorting to bland, boring, generic offerings.

Finding the Right Holiday Gifts for Employees

Whether your business celebrates the season with a workday party or goes all-out on an after-hours gathering, you want your staff to leave your Christmas celebration feeling appreciated. Giving appropriate gifts to your entire staff requires a lot of thought and effort, but don’t ask your loyal assistant to take on this task. It means more when you make the effort yourself. Here are some tips to make it easier:

1. Ask Your Employees What They Want

This seems pretty obvious, but simply asking people their preferences can be a huge help in selecting employee gifts. Employee surveys allow your staff to list their preferences. You can create a digital survey that contains open-ended questions or asks your staff to rate specific ideas. The answers you receive from such a survey can help you to choose meaningful gifts. You can even include a personal, encouraging message with each gift. This kind of consideration is guaranteed to make your employees feel appreciated.

2. Make the Gifts Personal

Gifts that go beyond a standard company-branded coffee mug show that you know your employees’ personalities and preferences. You don’t have to reinvent the wheel to make gifts personal. That logo mug could be part of a gift basket that includes favorite teas or snacks. Personal gifts are the result of thoughtfulness and planning. Knowing that you made such an effort will go a long way with your employees, boosting morale and employee engagement.

3. It Doesn’t Have to be a Tangible Item

Maybe your employees are telling you they don’t want a physical gift. Sometimes, a meaningful gift isn’t one that can be tied with pretty bows. For more than a quarter of employees, being allowed to leave work early is a perfect gift. Giving the gift of time is priceless, especially during the holidays when many people just want to spend time with their family and friends.  Another option is charitable giving. Many employees support charitable causes, especially when those causes touch their lives personally. Give your employees the option to choose an organization they feel passionate about and make a donation in their name. This shows that you recognize and appreciate the parts of your employees’ lives that make them who they are. Services like CharityChoice allow you to purchase charitable vouchers that your employees can use to donate to a charity of their choosing.

4. Make All Gifts Equal

Equality in gift-giving is important. Just like any other time of the year, the holiday season is not the time to play favorites. Maintaining a positive workplace culture throughout the year includes equity in the holiday gifts you choose for your staff. Be careful, however, in how you define “equity” when it comes to gift-giving. It’s perfectly okay (and often preferable) to not give everyone the exact same gift. What’s important is that your employee gifts are of equal value. If you choose to play favorites during the holiday season, you’ll impose negativity into the workplace, unraveling your workplace culture.

Showing Your Appreciation Through Gifts

Throughout the year, your staff helps to keep your business moving forward. Even though you may recognize them all year long for their efforts, the holidays are an opportunity to boost office morale. Your employees likely do a great job maintaining their efforts despite the busyness of the holiday season. Choosing holiday gifts for your employees is a great way to show your appreciation for their contribution to your company. This appreciation can motivate your staff and help to build employee engagement. Such engagement has been proven to reduce staff turnover and increase productivity. Your investment in holiday gifts for your employees can boost company profitability year-round!

The post Finding the Right Holiday Gifts for Employees appeared first on Workplace Rewards.

“Treat employees like they make a difference and they will.”

— Jim Goodnight

Everyone craves recognition. It doesn’t matter where you sit on the office chain of command, recognition of your contribution is important to how you feel about yourself and your job. Without such acknowledgment, office productivity can suffer.

Employee recognition can be difficult to get right. The concept of fairness in the workplace often includes the frequency and way you thank your employees for the work they do.

The Magic of “Thanks”

If you’re familiar with psychologist Abraham Maslow’s Hierarchy of Needs, you know that acceptance, belonging, recognition, and respect are all upper-tier needs. These psychological needs are only trumped by basic needs such as food, water, safety and rest. In other words, recognition is pretty important!

But how do businesses motivate employees based on this psychological theory?

Some companies get it wrong. They mistakenly believe that salary and benefits are everything an employee requires for job satisfaction. After all, these are the foundation for meeting basic human needs.

Other companies get it mostly right. They understand that recognition is important to their staff members but only encourage recognition from leaders to staff. This often looks like a traditional recognition system, in which top performers garner the lion’s share of praise and rewards.

The companies that get employee recognition right are the ones that consistently recognize employee contributions. No contribution is too small for acknowledgment. Such recognition can flow both ways, from leaders to staff and staff to leaders. It’s also often tailored to individual preference; personalized acknowledgment feels genuine.

“Getting it right” can boost employee productivity – and company success – far beyond expectations.

Fairness in the Workplace: Equality in Recognition

People work for rewards. If you’re a manager, you need to know what makes your employees tick. You must treat employees equitably, and don’t assume all rewards are created equal for all employees. The best managers know how each employee likes to be rewarded.

The concept of fairness goes hand-in-hand with stress in the workplace. Stress is a result of unfair treatment, and this stress can affect productivity. Instead of spending their energy on performing their job duties, people who feel as if they are treated unfairly will seek to balance the scales. Inequity in workplace recognition can result in negative competition, poor employee communication, and lack of effort in job duties.

How do you know whether employees feel they are being treated unfairly? Just ask them! However, when you do, be prepared to act in response to employee perceptions. If left unaddressed, these perceptions can lead to actions and behaviors that aren’t productive or profitable. Employees may reduce the amount of work they do. They may slow their work pace and decrease their productivity.  They may express their frustration and feelings of inequity with other employees. Or they may leave the company altogether.

Equal Opportunity Recognition

Building a work environment in which all employees feel valued can be the difference between a successful business and one that doesn’t live up to its potential. Employee recognition programs can go a long way toward creating respect and trust among staff. Equality in recognition means that you should:

• Make everyone eligible for recognition

“Everyone” means every person on staff. This can include interns as well as management. After all, your staff is a team and as a team, each member has value. Never exclude any employee or group of employees.

• Establish objective standards

Objectivity – quantifiable effort – means that the playing field is level for everyone. This can help circumvent the playing of favorites or “gaming the system” by a few individuals.

• Allow employees to recognize one another

When recognition only flows from the top down, some staff members may not get the praise they’re due. Allowing everyone to contribute to recognition means acknowledgment for some of your unsung heroes.

• Tailor recognition programs for different departments, if needed

Depending on your company structure, it may make sense to have different programs for different departments. That way, individuals can more easily earn recognition in their own department, boosting pride and self-esteem.

Positive company culture is important in today’s workplace, particularly since prospective employees will seek out an environment that values their contribution. Making your recognition program equal opportunity can help your business to build positive company culture. Giving everyone in your organization the same opportunity for recognition and appreciation creates respect and loyalty. These two qualities can attract top-tier talent, retain valued employees, and set your company on a path toward success!

The post Is Your Recognition Program Equal Opportunity? appeared first on Workplace Rewards.

Communication is the foundation of any successful relationship, both in your personal life and at work. While it’s easy to see how it affects personal relationships, we often don’t consider the importance of workplace communication.

Building a team that trusts and communicates with one another doesn’t happen automatically. In a typical office setting, the primary focus is on the business at hand, not on building personal relationships between employees. However, it is this bond that creates positive office culture. This positive office culture allows a business to operate smoothly, encourages swift resolution of conflicts, and fosters increased productivity. An engaged workforce is at the heart of positive office culture, and this engagement often relies on the personal relationships your staff develops with their coworkers.

Establishing Connections

Over the course of a typical workweek, the demands of your business and individual workloads may mean that your employees have fewer opportunities to connect on a personal level. While one might argue that the purpose of the workplace is to work and not to socialize, it is the relationships between coworkers that often drive the success of a business.

Fostering personal relationships between employees, then, is critical if you want a positive office culture. One way to do this is to plan activities that take place outside of the office. These types of events give employees a way to reduce workday stress and enjoy each other’s company. Getting out of the workplace setting can help coworkers learn others’ personalities, create a sense of unity, and establish better workplace communication.

Building Bonds

Developing relationships outside of the office creates a stronger bond between co-workers. That might sound like a “feel-good” goal, but such bonds benefit the business in the long term. Bonds built outside of the office setting translate into stronger bonds within the office, ultimately motivating team members to work productively toward a common goal. In fact, a single one-day team-building event can improve time management and communication by up to 62%.

Planning Your Outing

It might feel counterproductive to host an out-of-office event during the workweek. The workload at many businesses often requires the full attention of their staff during business hours. Setting that focus aside requires careful planning. Still, stepping away from the workday grind can boost productivity.

There’s nothing like a little company-sanctioned fun to help build camaraderie among staff members. When planning your outing:

• Consider your team and their personalities. What do they like and dislike? Would they appreciate physical activities over mental activities? The more personalized your outing is to your employees, the more meaningful it will be.
• Think about your goals for this event. Do you want to build relationships among team members? Would they benefit from collaboration and problem-solving events? Do you simply want to show them appreciation for their hard work?
• Coordinate your event with your staff in mind. Some employees may have other responsibilities outside of work that can make an after-hours event impossible for them to attend. Others may have limited ability to set aside their duties during working hours.
• Be realistic. A single out-of-office event likely won’t solidify your staff into a close-knit work community, but it can plant the seed for improved working relationships. Learning more about one another can increase your team’s trust in and reliance on each other.

A Change of Scenery

Just like a vacation can reset one’s perspective, a change from the ordinary at work can stimulate the brain. No matter what type of team-building event you plan, taking your staff out of their day-to-day routine can be incredibly effective. This “change of scenery” can:

• Improve communication
• Get rid of negative energy and cynicism
• Enhance relationships and collaboration
• Build camaraderie
• Increase employee motivation
• Promote creativity

Building relationships through workplace communication allows employees to view their work through a personal lens, which can provide a greater sense of ownership and accountability. These factors can help create a positive office environment and improve productivity, which in turn can make a business more successful.

The post Improve Workplace Communication Outside of the Office appeared first on Workplace Rewards.

On any given evening, in any city, at any restaurant, a common scenario plays out: a group of waitstaff marches out of the kitchen with a complimentary dessert in hand and proceeds to clap and sing a celebratory birthday song to one of their customers.

Most people have one of two reactions to this kind of birthday celebration. Some enjoy the loud clapping and singing by the wait staff. Others do not. Much of this reaction is rooted in how comfortable they are with attention focused on them.

How people react to such attention when they are among friends and family extends to the workplace, as well. Some individuals enjoy public recognition and attention, while others prefer a more low-key acknowledgment. Consider how individual employees perceive recognition in the workplace and plan your efforts accordingly.

Motivation Matters

The methods you use to praise employees affect their perceptions of their value to the workplace. Because each employee is unique, praise and recognition are not a one-size-fits-all approach. Instead, recognition in the workplace needs to be strategic and tailored to individual temperaments.

Recognition can be public or private. When planning your efforts, consider these questions:

1. Who am I going to recognize?
2. What actions or behaviors am I recognizing?
3. When do I want to recognize this employee?
4. How does this employee prefer to be recognized?
5. Where do I want to recognize? At an event? In the office? Employee recognition program?

The answers to these questions will guide you into a suitable form of recognition for individual employees. Both public and private praise can be appropriate in the right context.

Giving Praise Publicly

For many workplaces, public recognition is the norm. Public praise can create a positive and engaging workplace culture and motivate the entire team. It encourages individuals to support each other. It is also a good way to demonstrate your expectations to employees.

Typically, public recognition begins as a top-down exercise in which managers acknowledge effort and accomplishment. In turn, it sets a standard in the workplace for celebrating individual contributions to a team and encourages peer-to-peer recognition. This can have a powerful effect on employee motivation.

Public recognition in the workplace doesn’t have to be over-the-top in order to be effective. Simple ways to publicly praise employees include:

• Social recognition on a digital recognition wall like Workplace Rewards.
• Honoring individuals or teams at an annual event or awards banquet
• Offering a shout-out in the company newsletter
• Expressing appreciation during a company meeting
• Highlighting accomplishments using the company’s social media platforms

Public praise doesn’t always need to be planned. Spontaneous public praise, when genuine and specific, can also help to build positive energy and motivation in the workplace. It helps to understand, however, that not all employees want or need such public recognition.

Giving Praise Privately

Some employees are uncomfortable with public attention and prefer private praise. These individuals are often internally motivated and don’t require a turn in the spotlight to be productive. As exciting and encouraging as public praise can be for the whole team, it can have the opposite effect on those with quiet temperaments.

That’s not to say, however, that you should refrain from recognizing those who avoid the spotlight. Internally motivated individuals still need your appreciation and encouragement – they just don’t need everyone to know about it. In this scenario, one-on-one communication is incredibly effective.

Private praise, delivered thoughtfully, can motivate and empower these reserved individuals to continue doing their best work. You can use any number of discreet methods, including:

• A handwritten letter or thank you note
• Face-to-face acknowledgment of specific actions
• A positive email of thank you and recognition
• Sincere appreciation delivered during a private meeting
• A small token of appreciation, such as a gift card

Such private expressions of appreciation help to boost employee self-esteem and motivation. Even though they shun the spotlight, your internally-focused employees still want your recognition and appreciation. It’s worth the effort to determine who on your staff craves public recognition and who does not.

Determining Employee Recognition Preferences

Recognition in the workplace should be personal. To keep it meaningful, employees should be a part of the recognition process. A simple poll can provide useful information, provided you ask the right questions:

• What do you prefer to be called?
• What kind of recognition is meaningful to you?
• Are you comfortable with public praise?
• From whom do you prefer to receive recognition?
• What form of recognition motivates you – gift certificates, personal notes, team celebrations, etc.?
• Are you internally or externally motivated?

Just by asking a few questions and knowing how your employees like to receive recognition will ultimately lead to:

• Increased engagement
• Reduced employee turnover
• Increased productivity
• Improved customer relations
• Fewer workplace accidents and better safety records

As you move through the process of employee recognition – both public and private – it’s important to evaluate the response. Did you get the response you were anticipating? Do you get the sense that the employee feels appreciated? Make adjustments to your recognition program as you receive this feedback. Meaningful recognition will improve not only organizational culture but also relationships within the workplace.

Regardless of how your employees prefer to be recognized, having an employee recognition program in place can help you to acknowledge the efforts of your staff. Workplace Rewards can help – contact us for more information!

The post Public vs. Private Recognition in the Workplace – Doing It Right appeared first on Workplace Rewards.

Business podcasts are a great resource for business owners, managers, and employees. The ease and convenience of podcasts allow listeners to find new perspectives and gain better knowledge in business-related subjects. Business podcast topics vary in range and scope; however, they all provide valuable information to take with you to the workplace.

Best Business Podcasts

For businesspeople, podcasts can provide a wealth of education and inspiration to help them improve their work life. Here are some of the best business podcasts to give you a pick-me-up when you need a little boost:

The Tim Ferris Show

The name Tim Ferris pops up on numerous lists of go-to business podcasts, and with good reason. Ferris interviews individuals from a wide variety of industries and professions, unraveling the tools, routines, and tactics that make them successful.

The Tony Robbins Podcast

Business strategist and life coach Tony Robbins is well-known for his message of positivity and self-confidence. His podcast highlights his proven strategies for success and includes in-depth interviews with some of the world’s most successful individuals.

Akimbo

Author, marketer, speaker, and entrepreneur Seth Godin talks about success in terms of culture – business culture, societal culture, community culture. Godin’s primary focus is changing culture by seeing what is happening and making the choice to do something to create change.

HBR Ideacast

The Harvard Business Review is a leading online and print publication among business leaders and managers worldwide. The HBR Ideacast is a weekly podcast exploring themes relating to the workplace, including career advancement, company culture, and business leadership.

The Culture Chat 

Developing and encouraging a positive company culture can be one of the keys to a successful workplace. Company culture drives employee engagement and productivity, and the Culture Chat podcast takes a deep dive into organizational values, recruiting, accountability, and much more.

Business Wars 

Ever wonder how the giants of business operate in such a competitive marketplace? Business Wars takes a deep dive into the personalities of the inventors, investors, leaders, and executives at some of the top companies. You’ll learn what makes them take risks, what drives their victories, and what happens when they fail.

Inside LaunchStreet

Innovators drive the business world forward in many ways. Inside LaunchStreet with Tamara Ghandour interviews innovators to learn how they apply innovation in their personal and business lives, giving listeners actionable ideas for their own lives.

Back to Work 

From the entry-level worker to the CEO, challenges are common in the workplace. Hosted by Merlin Mann and Dan Benjamin in a talk-show format, Back to Work looks at practical methods of communication, productivity, barriers, constraints, and tools that anyone can use to overcome their own workplace challenges.

Freakonomics

As a companion to the best-selling book of the same name, Freakonomics is an award-winning podcast about the oddities of human nature and how they affect everything around us. Host Stephen Dubner interviews entrepreneurs, social media scientists, Nobel laureates, and many others in an examination of “the hidden side of everything.”

TED Radio Hour 

TED Talks are popular all around the world, and the TED Radio Hour brings the same variety and detail of the Talks into a podcast format. Learn about amazing inventions, fascinating ideas, and new ways of thinking and creating from leaders in their respective fields.

Love Your Work

What is your definition of success? Entrepreneurs, solopreneurs, authors, and startup founders all have their own definition of the term, but all approach it in different ways. Podcast host David Kadavy interviews individuals who are forging their own path, making their own discoveries, and defining their vision of success.

Mixergy 

Experienced mentors are invaluable to entrepreneurs. The Mixergy podcast brings the knowledge and wisdom of been-there-done-that mentors to individuals forging their own path in business.

Building Your Own Podcast List

Part of the attraction of podcasts is their ability to fit into anyone’s life. You can listen to them to anywhere, at any time. No matter what your interests are, you’re sure to find a podcast that will hold your attention.

The sheer number of podcasts, however, can make choosing one an overwhelming task. How do you find podcasts that fit your interests? You can search out podcasts through the player of your choice, or you can use a search engine designed specifically to help you locate topics, people, or shows.

Already a dedicated podcast listener? What is your go-to podcast? Share it with us on Facebook, LinkedIn, and Twitter!

The post 12 Motivating Business Podcasts appeared first on Workplace Rewards.