With budgets remaining tight, more employers are focusing on nonfinancial rewards and customizing recognition at the local level to motivate and retain top performers.Read More
Companies with operations scattered around the world believe centralized reward plans reach more people and their value can be assessed more easily. Multinationals also reap financial benefits from a global approach, says one executive.Read More
Our IT product development company mostly serves large financial institutions. Although we have best practices in place for performance management and training, we continue to lose top-notch employees to some of these same companies that also are our clients. I’d like to know what combination of cash-based and noncash retention tools we could set up to help reverse the trend.Read More
What incentive plan elements do you recommend for an in-house recruiter? We are in the health care industry and want to provide incentives for the recruitment of clinical professionals, such as physicians and dentists. We are considering an incentive plan for our in-house recruiters to help achieve this goal. Is this a good idea, and, if so, what incentives should we consider offering?
I manage recognition across an employee population that spans multiple generations—some employees have more tenure with our company than other workers have been living. How do I convince top management that one size does not fit all when budgeting recognition dollars for programs, especially since these different employee groups sometimes have vastly different needs and expectations? What data are there to help me make a persuasive business case?
After a rough start this year due to the recession, rewards and recognition vendors are bringing in more business as layoff-battered clients look for low-cost ways to keep their remaining employees engaged.Read More
Employers are trying to build loyalty through recognition that starts from day one. Timeliness and frequency are key.Read More