Hi Abraham,
It's a good idea, that you have decided to appreciate your employees. We all need appreciation/recognition to boost our morale.
The forms shared by Malini are some what similar to the ones we used in my earlier organization (KPO). Only thing I would like to add, was to finalize on best employee of the month, we use to take the opinion of the next level too i.e. AM's. We had a fixed target everymonth (numbers) of awards to be given.
And we had a common award not specific to HR but all support functions. This way all support functions i.e. Admin, HR, Finance, Account were categorized as one & Operations team i.e. major crunch of employees as another category.
Regards,
Prachi
From India, Mumbai
17It's a good idea, that you have decided to appreciate your employees. We all need appreciation/recognition to boost our morale.
The forms shared by Malini are some what similar to the ones we used in my earlier organization (KPO). Only thing I would like to add, was to finalize on best employee of the month, we use to take the opinion of the next level too i.e. AM's. We had a fixed target everymonth (numbers) of awards to be given.
And we had a common award not specific to HR but all support functions. This way all support functions i.e. Admin, HR, Finance, Account were categorized as one & Operations team i.e. major crunch of employees as another category.
Regards,
Prachi
From India, Mumbai
Queyn, Malini and Manisha - Good contribution!
I completely agree with Mr. Simhan and Revathi
And this goes along - I dont agree with Abraham's innovative thoughts and Rashid's wierd comments that claims to support his ideas.
Again Revathi - U have made the right observations!
Abraham - u cant set a price tag for our views here - its priceless..
Have u searched citehr? You will see information that u would never have even if u go thru a certification.
Uhhh ohh... DId Rashid mean to say you are not certified??? :confused:
No Offense!
From India, Madras
I completely agree with Mr. Simhan and Revathi
And this goes along - I dont agree with Abraham's innovative thoughts and Rashid's wierd comments that claims to support his ideas.
Again Revathi - U have made the right observations!
Abraham - u cant set a price tag for our views here - its priceless..
Have u searched citehr? You will see information that u would never have even if u go thru a certification.
Uhhh ohh... DId Rashid mean to say you are not certified??? :confused:
No Offense!
From India, Madras
Hi,
I read thru Abraham's request for 'simple' ideas and was keen to provide inputs. Well, his response to inputs provided is outright rude and in poor taste.
"I think, if citehr can make this website as pay site for servies then quality answers will start comming..."
I believe this forum is to share ideas, experiences, help & support each other.
Abraham:
Since inputs you have received are not matching your expectations, and since you are willing to pay the price, hiring a consultant may be the best option?
I still have reservations on sharing my inputs. Let me know if you are interested.
Thanks
kvin
I read thru Abraham's request for 'simple' ideas and was keen to provide inputs. Well, his response to inputs provided is outright rude and in poor taste.
"I think, if citehr can make this website as pay site for servies then quality answers will start comming..."
I believe this forum is to share ideas, experiences, help & support each other.
Abraham:
Since inputs you have received are not matching your expectations, and since you are willing to pay the price, hiring a consultant may be the best option?
I still have reservations on sharing my inputs. Let me know if you are interested.
Thanks
kvin
I am also trying to come up with ideas for employee appreciation. It's been hard because we only have 9 employees including me, and I am management. It's hard to decide, because if I take the other employees suggestions into consideration I know they are making them mostly based on personal feelings and not quality of work. What should I do?
From United States, Pineville
From United States, Pineville
I think this is one of those programs which should be decided by Management based on documented criteria (this eliminates the personal feelings aspect). The practice I introduced in my workplace is the following:
1. Create a drop box for nomination forms (keep it simple) the forms state the Date / Nominated employees full name / Requestor's full name / Reason for nomination. Short and sweet.
2. All Management level employees can nominate one individual each month.
3. Two or three Managers review the ballots for validity and eligibility.
4. Ballots are folded into same size/shape. Tossed in the box and a name of qualifying individuals is randomly drawn.
5. Award and certificate is presented. Name is displayed on a wall mounted plaque with the other employees of the month.
Note: An employee is only eligible for employee of the month once per year. This ensures others have a fair opportunity to qualify.
The process only takes a few minutes. It is too difficult to fill out long forms and evaluate performance based on many criteria. Keep it short and simple, this will ensure the program maintains momentum. Long drawn out procedures tend to fall to the way side and get forgotten. This simple process has worked very well for our company.
Note: If Multiple Managers are not available in a smaller workplace utilize an office administrator or secretary for assistance in doing the prep work and ballot draw. Ballots can also be drawn publicly to show employees the process is fair.
If you are a single Manager and this is your sole responsibility, ensure that you have sufficient documents to justify all candidates that qualify for employee of the month nominations. i.e. Jane Smith nominated for Punctuality. Have the sign in sheets or log to prove that Jane has arrived to work on time for every scheduled shift. These should only be used if validity is questioned.
Different Criteria:
Punctuality (arriving to work on time)
Attendance (booking off / calling in sick etc.)
Beyond The Call of Duty (extraordinary actions)
Volunteer / Initiative (helping / doing extra tasks without being asked)
Deportment (hygiene, grooming, clean and pressed attire)
Exceptional Customer Service (politeness, helpfulness, etc.)
Goals (meeting the daily goals & quotas)
The above is just a simple suggestion. Hope this helps.
Thanks. :-)
From Canada, Toronto
1. Create a drop box for nomination forms (keep it simple) the forms state the Date / Nominated employees full name / Requestor's full name / Reason for nomination. Short and sweet.
2. All Management level employees can nominate one individual each month.
3. Two or three Managers review the ballots for validity and eligibility.
4. Ballots are folded into same size/shape. Tossed in the box and a name of qualifying individuals is randomly drawn.
5. Award and certificate is presented. Name is displayed on a wall mounted plaque with the other employees of the month.
Note: An employee is only eligible for employee of the month once per year. This ensures others have a fair opportunity to qualify.
The process only takes a few minutes. It is too difficult to fill out long forms and evaluate performance based on many criteria. Keep it short and simple, this will ensure the program maintains momentum. Long drawn out procedures tend to fall to the way side and get forgotten. This simple process has worked very well for our company.
Note: If Multiple Managers are not available in a smaller workplace utilize an office administrator or secretary for assistance in doing the prep work and ballot draw. Ballots can also be drawn publicly to show employees the process is fair.
If you are a single Manager and this is your sole responsibility, ensure that you have sufficient documents to justify all candidates that qualify for employee of the month nominations. i.e. Jane Smith nominated for Punctuality. Have the sign in sheets or log to prove that Jane has arrived to work on time for every scheduled shift. These should only be used if validity is questioned.
Different Criteria:
Punctuality (arriving to work on time)
Attendance (booking off / calling in sick etc.)
Beyond The Call of Duty (extraordinary actions)
Volunteer / Initiative (helping / doing extra tasks without being asked)
Deportment (hygiene, grooming, clean and pressed attire)
Exceptional Customer Service (politeness, helpfulness, etc.)
Goals (meeting the daily goals & quotas)
The above is just a simple suggestion. Hope this helps.
Thanks. :-)
From Canada, Toronto
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.