World Fence News

64 • JUNE 2017 • WORLD FENCE NEWS Pay and benefits may attract em- ployees to the front door, but some- thing else has to keep them from go- ing out the back. Managing people takes an entire- ly different approach than it did just a year ago. Managers and supervi- sors must place equal importance on employee development as they do on customer satisfaction and retention. Today's workers don't just expect a paycheck, but good employees also want personal fulfillment and a sense of accomplishment. Reward and recognition programs are a vital part of employee motiva- tion. A successful reward recognition program does not have to be compli- cated to be effective. A well-administered program al- lows people to celebrate success, have fun, and feel good about who they are and whom they work for. Motivating employees for high performance Stimulate team motivation by using peer recognition GREGORY P. SMITH, PRESIDENT, CHART YOUR COURSE INTERNATIONAL The size of your organization and the age of your workforce dictates which type of reward recognition ideas work best. One organization improved em- ployee motivation and almost elimi- nated employee turnover by creating a family environment including special incentives. • Every year employees celebrate their work anniversary with a cake and receive $100 for each year em- ployed made out in a check. • Twice a year employees' chil- dren receive a $50 savings bond when they bring in their "all A's" report card. • They reward employees with a "Safety Bonus Program." Each em- ployee's driving record is screened twice a year. Anyone who has a ci- tation is removed from the program. Those employees remaining at the end of the year split $2,000. • To minimize the "we-they" syn- drome, every Friday employees rotate jobs for one hour. For example, the person in the sales department works on the front desk. Someone from maintenance will work in customer service, etc. This builds a stronger team and improves communication within the company. One of the easiest and most effec- tive employee recognition programs is to use peer-to peer-recognition. Peer recognition gives employees the power to reward each other for do- ing a good job. It works because em- ployees themselves know who works hard and deserves recognition. After all, managers can't be ev- erywhere all the time, and employees are in the best position to catch people doing the right things. Queen or King for the Quarter. Dayton Metro Housing created the QUEST employee recognition pro- gram to improve employee motiva- tion and reward their workforce for demonstrating good customer service skills. Each quarter, employees receive three tokens. When they spot a fel- low employee or manager providing good customer service, they hand them a QUEST token. At the end of the quarter, the person with the high- est number of tokens is crowned king or queen. Those with eight or more tokens are "knighted." All the kings, queens, and knights attend a special banquet. At the end of the year all token win- ners can use their tokens to bid on var- ious awards and prizes. Furthermore, the individual with the highest year- ly number of tokens is bequeathed a "scepter." You're Magnificent! At the MAG Insurance Company they use a type of peer recognition called "You're Mag- nificent!" A form is printed in triplicate and given to all employees to nominate each other for outstanding behavior. The top copy goes to the recog- nized employee. The second copy goes to the employee's supervisor. The third copy is posted for everyone to see on a bulletin board. Once a month they take the posted copies and randomly draw the names of five individuals called "You're Magnificents" for $10 gift certificates. Then three additional "Magnif- icents" are drawn each quarter for a $250 gift certificate. Safety Bingo. For every accident- free day at the Emory Conference Center Hotel, associates are awarded a bingo number. Each associate has a card and plays the game. A pot grows at the rate of $1 per day with a starting amount of $100. The associate who wins at safety bingo is awarded the cash in the pot. If they go over 100 days without an accident, it increases by $2 per day. If there is an accident, the pot falls back down to $100 and it starts over again. If someone wins, the pot remains at same pay out level, and continues to grow $1 or $2 per day. This program reduced accidents by 50% each year. Guess Whose Pet This Is? At In- dustrial Developments International, the "Esprit" committee organizes fun activities such as the Pet of the Month contest. A pet's picture is put on the bulletin board and employees guess who the owner is. Shining Stars. Employees use peer recognition to reward each other and are provided an unlimited supply of peer recognition "Shining Star" forms to handwrite notes about a co- worker's good job. On the back of the form is a list of behaviors such as: • Demonstrates friendly, caring service. • Shows flexibility. • Demonstrates teamwork. • Helps to save money, etc. Workers hand completed peer continued on page 66 Ending back breaking post pounding! Skidril is the place for fence post pounders and equipment. With over 30 years of experience and thousands of customers all over the world look no further for the best in the business. We make Gasoline, Hydraulic and Pneumatic powered drivers. The Skidril hydraulic driver line can be powered by the smallest power supply in the industry (only 97 lb. and 2 sq. ft.) or even your tractor, skid loader or digger. From ground rods to 4" pipe or wood we have a solution for you. SKIDRIL.COM • 800-843-3745 American Ingenuity. Back in the 90's we had an idea! 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