rewards and recognition Archives

7 Affordable Ways to Celebrate Employee Appreciation Day

Courtney Shipshock February 25, 2021

Get ready, HR professionals, because Employee Appreciation Day is March 5! While you should be recognizing and appreciating your employees throughout the entire year, this day is the perfect time to go the extra mile and show your employees that you care. Check out some of our favorite ways to celebrate Employee Appreciation Day with options that won’t break your recognition budget.

1. Volunteer Day

Surveys show that a workplace that encourages and even organizes ways for employees to volunteer can help improve employee morale and the overall workplace atmosphere. Yet, many employees find it’s difficult to volunteer simply because they can’t find the time. This Employee Appreciation Day, organize a day dedicated to volunteering. You can find hundreds of volunteer opportunities, both remote and safely in person, via Volunteer Match. From there, choose to volunteer as one organization or give employees the day to volunteer in their own individual ways.

2. Remote Game Day

Inject some fun into your Employee Appreciation Day celebrations! Organize a remote game day that allows employees to stay safe, yet still socialize and compete against their coworkers. Trivia, bingo, or online games like JackBox are all great ways to kick off a virtual game day with employees. Don’t forget some fun prizes too!

3. Personalized Gift Bags

Show your appreciation with a fun and personalized gift bag that shows your employees you care. If your budget allows it, you can outsource this option, but filling and delivering gift bags yourself is also a fun option that allows you to interact with your employees and say hi in person. At PerkSpot, we went for this option ourselves! Gift bags filled with toys for children or pets, plus branded items and tasty snacks were delivered safely by hand to PerkSpotters and proved to be quite the hit!

4. An Appreciation Video

At the core of it, Employee Appreciation Day is about saying thank you. Do so with a fun video compiled of your leadership team delivering some personalized thank yous to their team members and other employees. Us PerkSpotters tried this idea out to great success! We gathered via Zoom to watch the video together and employees chatted about the various fun, appreciative, and kind words for days to come.

5. Floating Day Off

Every employee appreciates a day to themselves. This year, surprise employees with the opportunity to take a day off at a time that works for them. This is both a way to show appreciation for employees. Plus, it gives helpful encouragement to practice self-care for employees struggling with their work/life balance.

6. Peer-to-Peer Recognition

Employee appreciation shouldn’t just come from leadership! Encourage employees of every level to provide recognition and appreciation for their fellow coworkers, managers, and team members. This kind of recognition is incredibly effective as well. Reports show peer-to-peer recognition is 36% more likely to have a positive impact on financial results than recognition that only comes from the top. Plus, studies show 44% of employees will offer peer recognition with an easy tool that allows them to do so. Psst—PerkSpot’s Reward & Recognition platform easily allows for peer recognition!

7. Personalized Recognition

Simply providing recognition via gift cards is a popular choice for employers who want to tie a monetary reward to their recognition. However, why not go the extra step to personalize your recognition? Make it feel customized for each employee by offering them monetary recognition that can be redeemed on a gift card of their choice! With PerkSpot’s Reward & Recognition program, employers can send a value of their choice that employees can redeem on more than 200 different gift cards, from travel to experiences and local favorites to nationwide brands. Plus, PerkSpot’s R&R Program includes options like sending non-monetary recognition and adding a personalized note to the employee’s reward, where the sender can explain what specific actions an employee is being rewarded for.

Employee Appreciation Day is a wonderful day to remind your employees that you recognize and value their hard work. This year, try one of these great and affordable options that will show your appreciation. Plus, if you’re interested in offering your employees even more this Employee Appreciation Day, fill out a form and learn how you can partner with PerkSpot to give your recognition efforts a boost!

4 Questions to Ask Your Employees When Creating a Rewards and Recognition Program

Courtney Shipshock August 14, 2019

Here at PerkSpot, we’d like to think we’re something of an expert on rewarding and recognizing employees. We know a rewards and recognition program can improve areas like talent acquisition, employee retention, turnover, and engagement. But where do you start? Begin by surveying your employees, who are the people that will most directly benefit from this program. To get started, check out these four questions.

What motivates you?

One of the most important components of recognizing employees is doing so in a way that feels valuable and motivational. After all, your aim with a program like this should be giving your employees a reason to continue to put forth great performance and reward them for doing so. But to make your program successful, it’s important to know what motivates your employees. Once you have a good understanding of that, you have a much better chance of developing a rewards and recognition program that has a successful and profitable outcome.

How do you want to be rewarded?

It’s easy for an employer or HR manager to guess how their employees want to be rewarded and they might be close to the mark with their guesses. However, if you truly want to reward your employees the right way, it’s important to know what kind of rewards they want. For some, it could be perks, like company outings or vacation days. Others might prefer monetary rewards. For example, consider a yearly bonus or recognition directly connected to quotas or goals. The aim here is to show your employees your appreciation. Do this by giving them something you know they would enjoy.

How do you want your rewards communicated to you?

This question dives deeper into the nitty-gritty of your recognition, but it’s an aspect that should be acknowledged. Your employees may have different preferences for how openly you choose to recognize them. Studies show recognition should remain largely public, as this incentivizes other employees to work towards optimal productivity. However, some employees might prefer more private recognition for their accomplishments. Therefore, it’s vital you check with your employees to confirm they feel comfortable with how you communicate their rewards, both to them and to the rest of the company.

Who do you want to reward you?

Odds are, this answer will dramatically differ depending on the size and structure of your company, so you should take into account the culture of your company when you ask this question. A more relaxed work environment may find employees prefer to receive recognition from all levels: CEO, manager, or coworker. In a more corporate or structured workplace, employees might only feel recognition from their managers makes the most sense. Your aim with this question is understanding whose recognition will have the most impact on work output and productivity for your employees.

When you ask your employees these questions, it’s important to remember that there are no wrong answers. Instead, keep in mind that these answers will help you shape the ideal rewards and recognition program for rewarding your employees. If you’re looking for guidance, or you’re interested in learning about PerkSpot’s Rewards and Recognition platform, click here to learn more!

The Key to Increasing Your Employee Retention Rate

Courtney Shipshock May 22, 2019

According to a study done by SHRM last year, the largest challenge cited by workforce management was dealing with low employee retention rates. Unfortunately, the stats don’t lie on this one. Approximately 3 million Americans have quit their job each month since January 2019. Plus, replacing a highly-trained employee who leaves his or her position can cost up to 200% of their salary. Were some of them your employees? If so, your employee retention rate is probably top of mind.

But what can you do about this? Perhaps you’ve tried some of the common methods, like a new and improved onboarding process, a program that invests in your employees and their professional development, or an overhaul of your company culture. What happens when these don’t work?

How can you increase your employee retention rate? A rewards and recognition program is the key.

A rewards and recognition program allows you to formally recognize an employee for anything from a good deed around the office to a fantastic work ethic they exude to a project that goes above and beyond what you expect from them. What is really great about a rewards and recognition program is that it benefits both employer and employee. For employees, concrete appreciation in the workplace is a motivator and a reminder that the work they do is valued by their employer. For the employer, recognition can lead to increased engagement, productivity, and of course, retention rate.

What sets a rewards and recognition program apart from other recognition methods?

Visibility
Inclusivity
Timeliness

Visibility

Typically, recognition used to be a private thing. Managers would bring employees into their office, or send them an email, letting them know they did a great job. As a result, the recognition goes widely unseen by the rest of the office or workplace, including other managers, executives, and coworkers. Consider the effect public and specific praise has, not only for the employee being praised but for his or her peers. We know that employees want recognition. So, when they see their fellow coworkers receiving it, and more importantly, they understand exactly what they did to receive it, they’re more likely to duplicate that exemplary work ethic. Or, perhaps, they’ll apply that drive and find a new and exciting way to succeed on their own! Either way, employers are guaranteed a more productive employee, and workers feel more motivated and incentivized to work harder.

Inclusivity

When you consider your employee retention rate, and the employees you want to retain, who comes to mind first? The executives, who will be the most costly to replace? The high performers, which will leave a gaping hole in your workplace? The under-engaged, who are at the most risk to quit their jobs? Instead of focusing on a specific target in your workforce, why not target everyone? A rewards and recognition program that puts everyone on the same playing field, and rewards everyone with the same kind of praise and monetary compensation means you don’t have to choose which employees you should focus your efforts on. Not to mention, employees will notice this change in the hierarchy. No one wants to feel as though their employer values another coworker over themselves, so remove that problem entirely with a rewards and recognition program that emphasizes inclusivity.

Timeliness

Imagine you just nailed a presentation or finally hit your lofty goal for your team. You know you’ll be recognized for your achievements, yet you find yourself waiting until the end of the quarter for the company to meet and hand out recognition, or even the end of the year, for that bonus to drop. Soon enough, you’ve forgotten about the achievement and the recognition that comes with it. Worse, you feel no drive to repeat those actions because you saw no praise or appreciation for them. Employee recognition should be given in real time, as soon as a manager (or peer!) hears of it. In doing so, an employee understands the connection between the output of good work and the reward that comes with it. Better yet, they will continue to strive for more rewards, meaning a continued stream of high-quality work.

A decreasing retention rate is something several HR managers are currently dealing with and unfortunately, many of their strategies to fix it aren’t working out well. That’s why a rewards and recognition program is the answer. It allows you to give public, on-the-spot recognition that all your employees can use. Click here to find out more about PerkSpot’s Rewards and Recognition program!

The ABCs of Why Perks Matter

Courtney Shipshock February 6, 2019

Back in 2016, Glassdoor predicted that employee perks would be a huge job trend for the year. Well, they weren’t wrong. Three years later, perks are still one of the leading trends throughout the country in workplaces that are looking to offer their employees more than just run-of-the-mill benefits. We know that perks work. (In fact, we like to think of ourselves as perk experts.) But why do they matter?

Here are the ABCs of why perks matter:

Show your Appreciation.
Foster a sense of Belonging.
Create an atmosphere of Consideration.

A is for Appreciation

First, it’s no secret that employees appreciate being recognized for their work. But, for an employer, it can feel difficult to recognize each employee for their contribution in a way that feels meaningful and impactful. That’s where perks come in. Implementing perks as an added bonus for employees sends a message to each one that says, “I see you and I appreciate you.”. Just like you enjoy small acts of kindness from a friend or family member, it feels the same to experience small gestures from your workplace that show you are being thought of and cared for. If you want to go one step further, consider a rewards & recognition platform for your workplace!

B is for Belonging

Twenty years ago, most workplaces looked the same. Fast forward to 2019 and it’s all about making your company stand out for job-seekers and creating a strong sense of identity for your employees. Perks are a great way to make your culture meaningful. Perhaps it’s having a pet-friendly office space that makes every day “Bring Your (Fluffy) Friend To Work” Day. Maybe it’s offering a paid sabbatical for your employees to develop their professional skills. (Cough, cough, we’ve got both!). Whatever it is, perks like these help illustrate the values and culture of a workplace and create a sense of belonging for your employees.

C is for Consideration

One of the great things about perks is that one size does not fit all, and it doesn’t have to! Offering an option like an employee discount program (we can help you out here!) allows an employer to provide perks to each employee that they can then customize for their own personal preferences. A wide variety of perks, all under one umbrella, means your employees get to choose how and when they want to enjoy their them. Through meaningful discounts, you’re not just checking a box, but providing perks that matter to them.

These days, it’s not just about offering your employees perks that you think might momentarily spark their interest. Instead, we’re focusing on finding perks that actually mean something to them. In doing so, you’re demonstrating your gratitude to each employee, plus setting yourself apart from the rest!

What perks do you offer your employees to illustrate culture and show your appreciation?

Tips for Employee Recognition

Katie Williamson December 12, 2018

As we explore what it means to build a better workplace, we can’t help but dedicate some time to employee recognition. Recognizing employees should be an integral part of any workplace, so here are some tips for employee recognition that are quick and easy to implement.

Get Social

One of the easiest ways to recognize employees is by utilizing your social media channels. There are 2.62 billion people in the world who use social media. Chances are, the majority of your employees are included in this number. What better way to show your appreciation than by posting it publicly in the channels that they already visit throughout the week? Celebrate your employees on your social channels – it’s free and easy.

Stretch Their Paycheck

At PerkSpot, we love being in the business of stretching paychecks. Of course, you might be thinking we do this in the form of exclusive discounts, but we’ve also launched a recognition program that makes recognition practical and meaningful. Managers or peers can send an email recognizing an employee for a job well done along with credits to spend at our Gift Card store. It doesn’t have to be a million dollars to be meaningful. Even $5 can make someone smile and enjoy their favorite cup of coffee in the morning.

Recognize Their Strengths

As we state in our Ultimate Guide to Build a Better Workplace, 60% of employees believe that working for a place that enables them to use their strengths is very important to them. At PerkSpot, we understand the value that comes with recognizing an employees’ strengths. That’s why one of our milestone recognition programs comes in the form of sabbaticals. After an employee reaches a three-year tenure at PerkSpot, they get two weeks off and a small stipend to grow professionally and advance their skills. This may not be the most obvious form of recognition, but it’s definitely impactful.

Embrace Your Culture

Each Friday at PerkSpot we celebrate the week with beers and cheers. It fits our culture and reminds us all that one of our core values is to “Have Fun”. As a bonus, we also choose one PerkSpotter as a “PerkSpot Super Star” where they are recognized for their achievements that week and given a gigantic blue trophy along with some extra cash to spend in our R&R platform. This casual atmosphere works really well for our culture and makes recognition easy to remember. Find what works for your company and make sure your recognition aligns with your values and your culture.

What are some ways you’ve implemented recognition at your company? We’d love to hear your tips for employee recognition.

Starting the Conversation

Courtney Shipshock October 10, 2018

World Mental Health Day was yesterday, which makes this the perfect time to start the conversation in your workplace about mental health.

What is Mental Health?

Before we can begin the conversation about mental health, let’s dive into understanding mental health and the stigma surrounding it. At a general level, mental health can be defined as “our emotional, psychological, and social well-being.” It directly relates to how we think, feel, and behave. Most common of the mental health conditions are anxiety, mood, and schizophrenia disorders, according to Medical News Today. Mental health problems, which can be diagnosed at any point in our lives, have the ability to affect every aspect of your life, but especially in the workplace. According to the World Health Organization, we spend one-third of our adult life at work, which can be a source of happiness and satisfaction, but also stress and anxiety at times. In fact, a quarter of Americans say work can be the root of their mental health issues.

So, Why the Stigma?

Despite 25% of Americans suffering from a mental illness due to work, eight of 10 report that “shame and stigma prevent them from seeking treatment,” according to the National Alliance on Mental Illness. Largely derived from the fact that there is a widespread lack of education regarding mental health and mental illnesses, it is often assumed that someone affected by a mental illness is merely being “irresponsible, lazy, or dangerous.” People fear disclosing any details about their illnesses because these qualities could become associated with them. In turn, this could open the door for colleagues and management to view them as incompetent employees.

One of the most important ways we can break down the negative stigma surrounding mental health is to talk about it. At times, it might feel awkward or inappropriate, but there are some great ways to beat the stigma and make a difference for mental health, without becoming too intrusive. Try these helpful tips when discussing mental health with coworkers, employees and yourself.

Talking to … Yourself

Perhaps the most important person in this conversation is yourself. You can only begin to feel secure talking about this subject once you have analyzed your own personal mental health. If you, like 20% of adults today, suffer from a mental health condition, reach out to the resources you feel will help the most. Sometimes it’s a coworker or boss, sometimes it’s a family member or friend, and sometimes it’s someone completely out of your personal circle, such as a mental health counselor.

Don’t feel guilty or ashamed of how you’re feeling, but do try to seek out assistance. Whatever you choose is perfectly acceptable as long as it aids you in finding the help you need. Our mental health goes beyond mental illness, and everyone can take steps to preserve their mental health. Sleep, health, and exercise are all vital elements to a healthy mind and body. Pay attention to what your body and mind are telling you before you reach out to others.

Talking to … Employees

According to the Fortune.com, approximately 43.8 million adults in America experience mental illnesses in a year. However, only 41% of those adults have received the help they needed! Often the aforementioned negative stigma pervades many workplaces. Leaders in the workplace can break down these walls by helping employees feel comfortable approaching them with this information, especially if they believe it is negatively impacting their work. That being said, the best thing you can do for your employees is to educate yourself. Learn about the resources available, how to appropriately discuss them, and extra steps you can take to ensure the best mental health for your employees. Reinforce with each employee that it is a judgment-free zone if and when they choose to discuss their mental health.

Talking to … Coworkers

Maybe you don’t have the status in your workspace to completely implement new mental health resource programs, but that doesn’t mean you can’t have an effect throughout the office. Encourage fellow coworkers to participate in any educational programs available to them. If these don’t exist, there are still options! Suggest activities both in and outside of the office that can help foster a strong relationship among co-workers. This camaraderie will ensure they have support if they ever need to speak to someone. In fact, studies show that having friends at work can improve employee happiness and morale.

In addition, take the time to recognize your colleagues when they’ve done some great work. Some companies offer a designated program for this (like PerkSpot’s Rewards & Recognition), but if yours doesn’t, something as simple as a handwritten note or e-card sending your appreciation could help in boosting someone’s self-esteem and mood!

Beginning the discussion about mental health can be difficult, but it’s absolutely vital to your employees’ overall health and wellness. Not only that, but it can also impact your company’s productivity and employee engagement. Creating an environment that makes your employees feel comfortable and welcome is of the utmost importance. While you can use World Mental Health Day to start the conversation, remember it’s something you should continue to talk about all year long.

Implementing a Culture of Recognition

Katie Williamson September 19, 2018

Everyone needs recognition. From a young age, we crave the attention and respect of those around us, especially those we hold in high regard. Of course, this force of nature translates to our workplaces as we seek recognition and value from our careers.

A common misconception is that all employees want is more money. But while 89% of bosses believe employees quit for more money, the truth is that only 12% of employees actually leave for more money. What employees really want? You guessed it – Recognition.

Although it may seem fundamental, many companies are already facing challenges when it comes to recognition. There is no one-size fits all approach, but there are many tips that may help when it comes to implementing a culture of recognition in your office.

Make Recognition Part of the Big Picture

An easy way to make sure your recognition program is effective is to align the program with your core values. In fact, an SHRM report found that recognition programs aligned with these values reported a 70% ROI. By aligning recognition with core values, you’ll help employees see how their work contributes to the big picture. They’ll be more motivated to work hard when they understand how their contributions impact the organization. Especially for organizations that are undergoing large changes or growth, this type of recognition becomes even more crucial as employees long for security and clarity on how their work is valued.

Make Recognition Timely

Have you ever received a thank you note a year after a wedding or significant event? Chances are it didn’t mean much to you and may have even irritated you because of its tardiness. By the same token, recognition should be timely. 47% of employees said they’d like to receive rewards spontaneously. We aren’t saying to throw out your birthday celebrations or annual awards, but consider other ways to recognize and reward employees on-the-spot.

(Oh hey, did we mention PerkSpot does this?)

Make Recognition Appropriate

A handwritten note, a quick email or a literal pat on the back can go a long way. But, they don’t always work in every situation. Someone who has just completed a lengthy project probably deserves more recognition than an employee who helped out on a quick assignment. Make sure your channels and rewards for recognition are aligned with the achievements themselves so that employees continue to feel valued and appreciated.

Make Recognition Easy

No manager wants to jump through hoops to recognize their employees. Better yet, what about peer-to-peer recognition? Formalizing a recognition program is a great way to implement a culture of recognition, but it should be painless. Make it simple for managers or employees to recognize and reward each other. Using PerkSpot’s recognition program, we make it simple for recognizers to send rewards in just 2 minutes.

As you move towards implementing a culture of recognition in your workplace, use these tips to ensure your program is a success. Make sure your program is easy to use and tied to your core values, make your rewards appropriate, and make your recognition timely.

Want to get started? We’ll help formulate a program that’s right for you! Click here to learn more.

6 Everyday Employee Engagement Tips

Katie Williamson September 5, 2018

Today’s world of HR focuses a lot of time, effort and money on fancy employee engagement systems. While obviously it’s important to develop a clear strategy and invest in your employees, there are also simple ways to focus on employee engagement right now.

Here are six everyday employee engagement tips:

Revise Your Onboarding Strategy

Employee engagement starts on day one. Maybe you work in a small company (like PerkSpot!) that doesn’t have a full-blown onboarding program for new hires. For many employees, stepping foot into a new office can feel like stepping out of a plane into a foreign country. Be sure to include them in team activities, cross-departmental meetings, and explain any concepts that may be unique to your business or brand. This will ensure they feel included and as a result, engaged!

Listen and Respond

This is a complete no-brainer, but so many times we go through the motions without stopping to take a moment to listen to our employees. Think about the last time you had a one-on-one with one of your employees. If it’s been over two weeks, it’s time to schedule another. In today’s fast-paced world, it’s super important to keep up with your employees. Whether it’s a five-minute check-in or an hour-long chat at the nearby coffee shop, take time this week to learn how you can serve them a little better.

Talk About Something Other Than Work

As managers or HR officials, it’s often difficult to engage with employees on a more personal level, but when it comes to employee engagement, this might be the missing key. We aren’t telling you to spill your deepest, darkest secrets to your employees, but maybe take a moment this week to ask them about that movie they saw recently or that restaurant they just visited. Spend time getting to know them. You may find yourself understanding more about their work habits as a result and they’ll appreciate your interest.

Recognize Their Efforts

Again, a complete no-brainer when it comes to employee engagement, but why is it that only a third of U.S. employees say they’ve received recognition in the past week? It’s easy to forget to say “thank you” or “job well done”, but it’s so important. Consider ways to recognize your top performers this week and show your appreciation.

With PerkSpot, we make it easy to acknowledge employees with real-time recognition and rewards.

Be Transparent

Do you sit on a board that receives inside information? Are you part of the C-Suite? If you’re privy to info that the rest of the company might not know, consider opportunities to share these insights with your employees. Obviously, some information is sensitive and can’t be shared, but where there are opportunities to be transparent, make sure you are taking advantage. Share different challenges leadership is facing or exciting new directions where the company is looking to grow.

Evaluate Responsibilities

One of the quickest ways for employees to get burnt out or bored is to fill their lives with checklists, not responsibilities. In the chaos of work, it’s easy to get lost in millions of to-dos, without taking time to be strategic. Consider ways your employees can step up and own projects, not just simple tasks. Give them ownership and responsibility and find ways to push them to grow. This will ensure they stay engaged and motivated throughout their career.

What are some ways you’ve found to keep your employees engaged every day?

What Culture Is (and Isn’t)

Katie Williamson August 7, 2018

We throw the word around a lot but many of us don’t really spend time thinking about what company culture really means. You may think of unlimited vacation days, ping pong tables, outings with coworkers, or fun office events. These things may be a part of your culture, but is that all there is to it? What makes a company culture good or bad? How do we define what culture is (and isn’t)?

Culture Is… the Feeling Before Work in the Morning

We all get the Sunday Scaries so we’re not talking about a total escape from the actual work aspect of your job. But, the way you feel before work in the morning does speak a lot to your company culture. Do you dread seeing people when you get to the office? Are you overwhelmed with pressure from your boss? A great company culture knows how to motivate you to be your best and gives you work that challenges you in the right ways. It means waking up in the morning with an excitement for what lies ahead and anticipation for your future at the company.

Culture Isn’t… All Play and No Work

Sure, ping pong tables and beer on tap are great and can be a piece of your culture, but they aren’t the true meat behind what makes a company a great place to work. Perhaps you notice that more people seem to be extending their lunches but the number of new projects is slowly dwindling. If that’s the case, you might be in danger of having a sinking culture. What started off as an opportunity to motivate employees has become a distraction and there may be something deeper going on beyond the surface. Maybe these perks are nothing more than workplace traps.

Culture Is… Freedom to Express Ideas and Concerns

True company culture values transparency and honesty in the workplace. You should have open forums to discuss ideas and opportunities to ensure employees are heard. Great company cultures don’t pretend like everything is going well when it isn’t. Great cultures embrace the challenges and find ways to create solutions. They know how to include employees in solving problems and moving the business forward.

Culture Isn’t… Meaningless Perks

There are some crazy perks out there. From breast milk shipping to helicopter rides, not all perks are created equal. That’s why it’s important to provide benefits and perks that will apply to every employee. Culture doesn’t mean adding to your long list of (unused and unwanted) company perks. Provide perks that matter to everyone. Because 48% of employees are worried about their current financial state, providing an employee discount program that puts cash back in your employees’ pockets is a great way to add perks that make an impact for any employee.

Culture Is… Saying Thank You

One of the best ways to create a great company culture is by saying two little words: thank you. In fact, 80% of employees said they are more motivated to stay at a job longer and work harder when they receive appreciation for their work. Cultures with built-in recognition programs know how to reward employees the right way.

How would you define culture and what makes your company culture great?

5 Things Not to Do for Employee Retention

Katie Williamson July 25, 2018

We all want to keep our top talent. We want to see our companies thrive and grow while rewarding and incentivizing the right people to stay.

But sometimes this simple goal is not that easy to accomplish.

In fact, if you’ve done one of these five things this week, you could be costing your company valuable talent:

Here are five things not to do for employee retention:

Balanced Recognition

It’s easy to recognize the loud, outspoken extroverts for their achievements because they pretty much make themselves known. Although many of these employees may be very deserving of the recognition, introverts are also equally deserving, and in many ways require even more acknowledgement of their success in the workplace. Peer to peer recognition is a great way to help these quiet performers feel valued in the workplace. So the next time you hear someone saying great things about one of these employees, make sure they also say it to their face.

Empty Promises

A sure-fire way to annoy your employees is to promise something and not deliver. This could be as simple as “I’ll set up a meeting to discuss” and not following through. Consistently promising things and not delivering will leave your employees disappointed and will cause them to lose trust in your management or organization. Understanding that things happen, make sure you’re communicating clearly when plans change or you don’t have an answer in the time frame you expected. And, of course, make sure you’re not promising too many things you can’t deliver on in the first place.

Unrealistic or Inaccurate Expectations

Maybe this week an employee completed a project that was NOTHING like you wanted or expected. Again, constant and clear communication is vital to making sure you’re both understanding what is expected for your employee’s role. Make sure if they aren’t delivering, you speak to them and figure out where the misunderstanding happened. Approach the situation with an open mind, being willing to hear their perspective and figure out how you can improve. Of course, if this happens repeatedly, it may be time to evaluate their performance overall.

Unspoken Apologies

We’re all human. Including managers. If you realize you have fallen short for your employee this week, find a way to make it right. This could mean not carving out enough time to chat with them about an issue they were having, responding negatively to a certain situation, or not communicating expectations properly. If you screw up, own it, and make it right before your employee begins to harbor bitterness and resentment.

Constructive Criticism

Did you find a way to challenge your employees this week? One of the greatest ways to improve employee retention is to consistently provide feedback on their performance and make sure they are being challenged. Needless to say, not every week is going to be challenging. We all have weeks when we have to focus on the mundane, but necessary tasks at hand. However, if this is becoming the norm for your employee, you can believe that they won’t stick around for long. Give feedback, push them harder, and make sure they are doing work that challenges them in the right ways.

Which of these did you do this week? What will you strive to do better in the future?