Cash is a short-time employee motivator. Don’t get us wrong; it’s still important to show your employees you value their performance by paying them a competitive salary and offering benefits, but there are other ways to appreciate your employees throughout the year.
We have compiled a list of our favorite ways to reward employees and best of all, they’re not expensive.
Flexible Hours – More employees report that working flexible hours is worth more to them than extra money. This is because many people can save their valuable time and money by not commuting during peak traffic hours, arranging alternative child care services, etc.
Day Off Pass – Let each employee select his or her special holiday every year. You simply give them a day off with pay.
Thank You Notes – In an electronic era, the value of handwritten thank you notes is underestimated. Bosses can write a thank you card to employees. Managers can be selective, yet authentic when writing these notes, which will let employees know they are valued.
Parking – Consider offering top employees excellent parking. Not only is this motivation for other employees, but also it makes good employees shine at work.
Cake and Pizza Parties – Offer office parties to reward employees. Whether it’s for birthdays, milestones or achievements, small and short gatherings help increase employee morale.
Gourmet Coffee – Instead of the run of the mill burnt coffee, consider upgrading the coffee station with a gourmet makeover. Small attention to details can make a significant difference at work.
Tours – If your business works with many vendors or suppliers, consider asking those companies if you can schedule a tour for your employees. This can help employees become better acquainted with products and services, while also giving them a fun field trip out of the office.
Adult Education – Consider paying for one adult education class per quarter or year. Let employees choose the class that interests them, whether it’s crafting, cooking, woodworking or even yoga.
New Chairs – Employees sit at their desk for an average of eight hours a day. Consider allowing them to pick out a new, comfortable and ergonomic chair to help make their days a little easier.
Pets – More businesses are recognizing the importance of pets in the workplace. Consider allowing your employees to bring their pets to work with them, provided they also bring a crate or cage, so pets don’t disturb others.
Employee of the Month – Reward an employee of the month with a special parking space, longer lunch or flexible hours.
Special Causes – Have a designated area where employees can post cards, forms, flyers or photos about special causes or groups they support.
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Workplace violence rarely occurs without warning. People rarely wake up one day and suddenly have the desire to become violent. Experts agree that people display warning signs before acting out. The key to avoiding workplace violence is to recognize the signs of “pre-violence” and assist employees.
The following may be early warning signs and indicators of violent behavior.
Weapons – If an employee has a distinct fascination with weapons, this may be a sign of potentially violent behavior. Please note that weapon ownership is very different from someone being obsessed by weapons.
Violent History – Once people have explored crossing the ethical or moral barrier of violence, they are more apt to reoffend.
Substance Abuse – Studies show there is a significant correlation between substance abuse and violence.
Decreased Productivity – Employees that demonstrate or have a higher tendency towards violence display a harder time maintaining consistent productivity.
Severe Stress – People that display signs of violence use severe stress as an excuse for their behavior.
Poor Hygiene – Poor personal hygiene may be a sign that an employee doesn’t care anymore, which can be a trigger for workplace violence.
Poor Relationships – Experts agree that loners or people that have poor peer relationships are more likely to display signs of violence. This is largely in part because they do not have the social resources to talk to people and work out their problems.
Personality Changes – If someone drastically changes from being super outgoing to very shy, this can be a sign of a personality disorder, manic depression or someone who has a tendency to display violent behavior.
Ninja Gig allows employers the convenience of accepting job applications online. As an added benefit, you can request information for a background check, which may help decrease the chances of hiring an applicant with a violent history. Sign up today for your 30-day free trial!
Experts believe that these tough economic times could be responsible for an increase in workplace violence. As a Human Resources Manager, you can help detour workplace violence by implementing these important elements in your prevention plan.
Screen Applicants – A company’s single best way to avoid workplace violence is to heavily screen applicants. Require applicants to provide both professional and personal references. Always interview applicants face-to-face to help gauge temperament. When calling references, always ask about their impressions of the applicant. Prevention is the key to avoiding workplace violence.
Create an Anti-Violence Policy – Develop a tough policy that doesn’t blend in with other section of the employee handbook. Make sure employees know that you have zero tolerance for workplace violence.
Train Employees – Train employees to take threats seriously and to bring them to management’s attention. Usually, coworkers will see that someone is becoming violent before a situation occurs. By training employees to spot violence and report it, you could be saving lives.
Crisis Management Team – Consider having six to eight employees take crisis management coaching. This can include members of HR, security personnel, legal staff and at least one senior management official. This team acts as coaches, helping to detour violence.
Publicize, Publicize, Publicize – Use email, meetings and newsletters as opportunities to spread that your organization has a zero-tolerance workplace violence policy. Make sure employees know how to contact members of the crisis management team or when they should call 911.
Ninja Gig offers employers the ability to accept online job applications. Employers can also include sections for background reports, which can help detour people with violent histories from being inadvertently hired by companies. While background checks may not be the definitive source for spotting violent behavior, they can give employers a glimpse into applicants’ pasts. Sign up today!
We have all experienced the impacts of a negative employee. They can be pessimistic, uncooperative or even hostile at times. It is important to make sure negativity does not spread within a workplace, as this can be as harmful as a contagious disease taking over and spreading.
To help prevent negativity from taking roots in a workplace, follow these helpful tips.
Setting Standards – While you can’t please everyone with company policies, if an employee doesn’t follow the rules, you can discipline him/her for insubordination. Make sure that company standards are very clear. This can include gossiping about policies, which can influence employee’s morale.
Avoiding the Negative Mindset – Some employees are just negative. You can listen to their points, but don’t let this affect your optimism.
Asking Questions – Ask employees what specifically is making them feel negative towards something. Often, communication is the key to establishing an emotional base.
Avoiding Arguments – Unfortunately, negative people thrive on negative energy, which is why many of them love to argue. Avoid getting into arguments and maintain poise under pressure.
Role-Playing – Try putting the shoe on the other foot. Ask the employee to pretend he/she can resolve the problem that is bothering him/her. Involving the employee may help create positive feelings towards the outcome of a solution.
Listen – Always use active listening techniques to make sure you understand what the employee is saying. This also helps the employee feel as though he/she is being heard, which can also create positive feelings.
Empowering Employees – Employees need to take responsibility for both the good and bad. This reinforces positive behavior so they can try to replicate these events in the future. Bad behavior needs to be pointed out, so it doesn’t reoccur.
Do Not Lower Expectations – If you have a problem employee, remember that a negative attitude doesn’t equate to poor performance.
Feedback – Consider asking employees for their opinions about how major decisions may affect them. By taking an active listening approach to employees’ concerns, studies show negativity decreases.
Hiring Good Employees – Try to identify negative employees during the hiring process. Consider asking the following questions to identify problem employees: “Do you feel you have been treated unfairly in the past?” and “If you were the manager at your last job, what would you change?” Also, consider asking, “What management problems did your last job face?”
Ninja Gig works with employers to create online job applications. These employment applications make it easy for HR Managers to weed through a variety of resumes and applicants, potentially flagging problem employees. Ready to simplify your hiring process? Sign up now for your no-obligation, 30-day free trial.