What makes a great rewards program? 

We continue this mini-series on the 5 Key Elements Of A Great Rewards Program.  Today's episode focuses on the Rules of the Game.

The rules for every program can be a little bit different.  Some programs like milestones can have very simple and straightforward rules.  While others such as peer-to-peer or more complex sales incentive programs can have various levels of rules and approvals.  

Rules may consist of how you get recognized, what you get recognized for, and the outcome of that recognition - whether it is monetary or non-monetary.

If an issue arises, and clear rules have been established, it will be very easy to resolve any disputes.

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What makes a great rewards program? 

We continue this mini-series on the 5 Key Elements Of A Great Rewards Program.  Today's episode focuses on working with data.

Data plays an important role in managing the program and helps communicate with your audience in terms of progress or lack thereof. 

This episode is not a technical discussion on data or a conversation on how to integrate API's. This conversation focuses on what data to look for as you build the targets of your program's results. 

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What makes a great rewards program? 

We continue this mini-series on the 5 Key Elements Of A Great Rewards Program.  Today's episode focuses on understanding your audience. 

The type of employee, work, preferences, demographics dictate the type of program you should be looking to deploy. 

We spend a little longer on this episode because understanding your team is a very important piece of this rewards program puzzle.

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What makes a great rewards program? 

Is it the way managers recognize team members? Is it the marketplace catalog of gift cards and merchandise? 

Over the next few episodes, we will explore the topic of what makes an employee rewards program great. We will break down some of the elements and we will also provide some practical recommendations to improve your program.

In this episode, we look at the Objectives? What is the point, what is the goal, of launching a rewards program in your organization? We will walk through a few real-world examples of setting the right objectives for reward programs.  

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5 Red flags that someone is not fit to be a leader.

Employees leave bad managers not companies.

Very likely, you have experienced these 5 personalities in a manager.  These red flags speak to the lack of leadership training in companies leaving aspiring leaders and managers fending for themselves when it comes to leadership skills. 

This episode is based on an article in Inc. magazine

https://www.inc.com/marcel-schwantes/5-red-flags-someone-is-not-fit-to-lead-people.html

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Is there a difference between a leader and a manager? 

It is possible to confuse the two as the same thing. But, there is a significant difference and a leader and aspiring leader should know the difference.  

In this episode, we discuss what expectations we should have of leaders and what expectations we should have of managers. 

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Right To Disconnect From Work.

The right to disconnect or to break from the office has been a discussion point since the dawn of email and mobile devices.   

The Canadian province of Ontario, following other European countries including France,  is the latest to introduce legislation around the right of employees to disconnect from work-related messages, including email and other forms of messaging or the employer could face penalties.  

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It is very easy for leaders to focus on their particular teams without looking to hold their leadership peers accountable.  

The different teams and departments are interconnected, they are a network that depends on each other to achieve the company's stated goals.  That is why leaders throughout the organization have an impact on the overall organization and an impact on what you as a leader are able to accomplish.

In this episode, we explore the topic of holding our leadership peers accountable.

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How Companies Can Improve Employee Engagement Right Now Part 3

The 3rd item on the Employee Engagement checklist is to create time affluence.

Here are 3 key points about this item: 

1)  Reward employees with time in addition to money.

2) Encourage employees to ​​invest in time-saving purchases.

3) Implement tools that discourage after-hours emails.

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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now

The 2nd item on the Employee Engagement checklist is to make the work itself less stressful and more enjoyable.

Here are 3 key points about this item: 

1)  Offer employees the flexibility to try new work tasks so they can discover their intrinsic interests.

2) Grant employees more autonomy.

3) Boost employees’ sense of confidence.

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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now