Can anyone forward me a questionnaire/data sheet for collecting data from employees. What are the details are required for the same? thanx
From India, Bangalore
6From India, Bangalore
hi Geeta,
The Employee Recognition is the process to feel employees that he/she is an asset to an organization.
You have to reward the employees on his/her performance so that they must know that their work is also appreciated in the organization.
The actual rewards can be anything you want. One approach is to have small rewards initially, and make each employee who receives eligible to receive a larger reward at the end of the year.
Some of the awards to consider include the following:
Dinner certificates,
Cash bonus,
Party thrown in the recipient's honor, or for an entire group that has done a great job,
A trophy for achiever
A "top achiever" ribbon,
Movie passes.
We can try any or all of these to give recognition to the employees.
Immediate and low cost rewards:Gift certificates] Magazine subscription Cinema tickets Ice-cream cone Photograph on the employee’s board Day off Card Candy bar Lotto tickets Invitation to the beach Invitation to lunch Surprise boxes Gift vouchers
Acknowledgement rewards Recognition at a meeting Sending performers to external courses Offering trainings support Delegating tasks Thank u letter Smile Communication rewards: Set a system for management to communicate regularly Provide suggestion box Circle meetings Problem solving meetings Informal get together Regular staff management meetings Weekly happy hours meetings Non- financial rewards
Regarding the Retention
Top 10 Retention Tips
1. Treat your employees like you treat your most valuable clients.
It is cheaper to keep your good employees than it is to hire and train new ones. Your top 20-25% should be courted as you would court and then service your top customers.
2. Get your employees to "Fall in Love" with your organization.
Communicate your vision in a compelling way. Show everyone the role they have to contribute to this vision. Create opportunities for people to connect with each other for support and to improve communication in work teams.
3. Strong retention strategies become strong recruiting advantages.
4. Retention is much more effective when you put the right person into the right job. Know the job! Know the employee and their motivations.
Half of the Fortune 500 companies are now using assessments to more fully understand each job and the soft skills that are required for top production within their specific company culture. These benchmarked skills are then compared against qualified applicants to help determine who will be successful in the position and fit well within their company's culture. These assessments are also used as a powerful professional development tool to enhance the training of continuous life-long learning (which is another powerful retention strategy.) Advanced Fibre Communication is beginning to use this assessment process in hiring.
5. Money is important but it is not the only reason people stay with an organization. If your compensation plan is in the top 20-30% of your industry, then money will often not be the reason why people leave.
6. Employee committees to help develop retention strategies is a very effective strategy. Get their input! Ask, what do people like about working here? What would you like changed to make your company a better place to work?
Some companies, such as Advance Fibre Communication (AFC), have recognized that the special engineers and technical experts that are the cornerstones of their business, require special attention. Victoria Perrault, VP of Administrative Services for AFC, says that her company has identified the top 25% of their staff and caters to these special people by meeting their financial requirements and looking for the best package of benefits that these people will find most positive as incentives to stay. They even have employee committees that work as "focus groups" to determine why people stay at AFC and what they might want to see changed to make AFC an even better place to work.
7. Leadership must be deeply invested in retention. Management must be skillful communicating company policies in a way that creates "buy-in" from their staff and be open to employee input. Help create "ownership" in your employees.
The companies with the best retention percentages are the same companies that are actively committed to retention. They know that is costs less to keep good people than to continuously have to replace unsatisfied employees and managers.
8. Recognition, in various forms, is a powerful retention strategy. It does not have to cost a lot. US Dept. of Labor - 46% of people leave their jobs because they feel unappreciated.
9. Remember, the "Fun Factor" is very important to many employees.
Greg Peters, Past President and CEO of Mahi Networks in Petaluma, is one of many executives who reported that retention is often related to interpersonal connections and amount of FUN in work teams. The FUN Factor is part of the generation of workers that use activities as stress management in highly charged production environments where long hours are required. Greg has encouraged Ping-Pong tournaments and basketball leagues for interpersonal interaction, fun, and stress management. Though not everyone can participate in physical activities, this sets the tone in a culture based on competition, health/well-being, and interactions that are inclusive beyond work.
10. Know the trends in benefit packages. Do your best to offer the ones your employees need. Consider offering the best of the rest.
Regards
shubha
From United Arab Emirates, Dubai
The Employee Recognition is the process to feel employees that he/she is an asset to an organization.
You have to reward the employees on his/her performance so that they must know that their work is also appreciated in the organization.
The actual rewards can be anything you want. One approach is to have small rewards initially, and make each employee who receives eligible to receive a larger reward at the end of the year.
Some of the awards to consider include the following:
Dinner certificates,
Cash bonus,
Party thrown in the recipient's honor, or for an entire group that has done a great job,
A trophy for achiever
A "top achiever" ribbon,
Movie passes.
We can try any or all of these to give recognition to the employees.
Immediate and low cost rewards:Gift certificates] Magazine subscription Cinema tickets Ice-cream cone Photograph on the employee’s board Day off Card Candy bar Lotto tickets Invitation to the beach Invitation to lunch Surprise boxes Gift vouchers
Acknowledgement rewards Recognition at a meeting Sending performers to external courses Offering trainings support Delegating tasks Thank u letter Smile Communication rewards: Set a system for management to communicate regularly Provide suggestion box Circle meetings Problem solving meetings Informal get together Regular staff management meetings Weekly happy hours meetings Non- financial rewards
Regarding the Retention
Top 10 Retention Tips
1. Treat your employees like you treat your most valuable clients.
It is cheaper to keep your good employees than it is to hire and train new ones. Your top 20-25% should be courted as you would court and then service your top customers.
2. Get your employees to "Fall in Love" with your organization.
Communicate your vision in a compelling way. Show everyone the role they have to contribute to this vision. Create opportunities for people to connect with each other for support and to improve communication in work teams.
3. Strong retention strategies become strong recruiting advantages.
4. Retention is much more effective when you put the right person into the right job. Know the job! Know the employee and their motivations.
Half of the Fortune 500 companies are now using assessments to more fully understand each job and the soft skills that are required for top production within their specific company culture. These benchmarked skills are then compared against qualified applicants to help determine who will be successful in the position and fit well within their company's culture. These assessments are also used as a powerful professional development tool to enhance the training of continuous life-long learning (which is another powerful retention strategy.) Advanced Fibre Communication is beginning to use this assessment process in hiring.
5. Money is important but it is not the only reason people stay with an organization. If your compensation plan is in the top 20-30% of your industry, then money will often not be the reason why people leave.
6. Employee committees to help develop retention strategies is a very effective strategy. Get their input! Ask, what do people like about working here? What would you like changed to make your company a better place to work?
Some companies, such as Advance Fibre Communication (AFC), have recognized that the special engineers and technical experts that are the cornerstones of their business, require special attention. Victoria Perrault, VP of Administrative Services for AFC, says that her company has identified the top 25% of their staff and caters to these special people by meeting their financial requirements and looking for the best package of benefits that these people will find most positive as incentives to stay. They even have employee committees that work as "focus groups" to determine why people stay at AFC and what they might want to see changed to make AFC an even better place to work.
7. Leadership must be deeply invested in retention. Management must be skillful communicating company policies in a way that creates "buy-in" from their staff and be open to employee input. Help create "ownership" in your employees.
The companies with the best retention percentages are the same companies that are actively committed to retention. They know that is costs less to keep good people than to continuously have to replace unsatisfied employees and managers.
8. Recognition, in various forms, is a powerful retention strategy. It does not have to cost a lot. US Dept. of Labor - 46% of people leave their jobs because they feel unappreciated.
9. Remember, the "Fun Factor" is very important to many employees.
Greg Peters, Past President and CEO of Mahi Networks in Petaluma, is one of many executives who reported that retention is often related to interpersonal connections and amount of FUN in work teams. The FUN Factor is part of the generation of workers that use activities as stress management in highly charged production environments where long hours are required. Greg has encouraged Ping-Pong tournaments and basketball leagues for interpersonal interaction, fun, and stress management. Though not everyone can participate in physical activities, this sets the tone in a culture based on competition, health/well-being, and interactions that are inclusive beyond work.
10. Know the trends in benefit packages. Do your best to offer the ones your employees need. Consider offering the best of the rest.
Regards
shubha
From United Arab Emirates, Dubai
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