Offering a Monthly Theme Day and Improving Employee Recognition of the Company
In my opinion, the changes in policies and the implementation of new approaches for the organization will ensure better productivity. One of the strategies that I would suggest is the implementation of the monthly theme day and improvement of employee recognition of the company. In the workplace, there are millions of theme dates that we can celebrate. Theme days include dressing in red and blue in some days, third-person Thursdays, where people can refer to themselves as the third person and having an entire month dedicated to a specific topic, business, culture, or customer service. Theme months will ensure that our organization fosters a continuous improvement mindset, which will enable the creation of traditions that will make our organization culture stronger, including the development of better working habits, and adding some fun to the workplace (Hennekam & Bennett, 2017). Some of the few ideas that can enable us to get started include assigning each of the company’s values to a particular month, then challenging all employees to live these values in the loudest ways possible. Also, the organization’s management can issue a price to any employee that does something the extra mile to improve both external and internal customer service. There can also be an excellent idea month where each employee submits any great idea that they have for the growth of the company. Face to face month is another way to improve communication within the organization by allowing each employee to put their phones aside and communicate in person about everything. One of the best themes for a month is that of appreciating a colleague, by encouraging anyone to make more efforts in thanking workmates in thoughtful and sincere ways. These fun ideas will ensure that the business grows and that it laughs all the way to the bank.
When it comes to improving employee recognition for the company, most successful enterprises are aware of the fact that recognizing staff goes a long way in increasing the motivation of employees and the company’s productivity. The ultimate goal of identifying employees will be to reinforce certain behaviors, activities, and practices that will result in positive business outcomes (Kobayashi, 2018). The benefits of recognition of employees include; happier employees, employee retention, cultivation of the culture of self-improvement, and enhancement of morale. To start with, employees can be recognized through appreciating their days and events, by praising them in front of other co-workers, celebrating their anniversaries and birthdays and other life attainments. Recognition of employees can be done by giving bonuses and treats for doing a great job. Through monetary rewards, gifts, and food treats, employees will feel valued and appreciated and will work harder to better the company. Some companies have succeeded through the incorporation of the employee recognition wall, where the attainments of the best workers are pinned. This inspires employees to work harder to be seen in the list and challenge those who do not find their names posted to put more effort. Also, a company can use extra tips and all-inclusive recognition programs by not excluding any employees. It is always encouraging when the management thanks and congratulates the employee, which makes them ensure the same behavior that resulted in excellent performance (Ellenkamp et al., 2016). There are many ways that the organization can provide a better performance, but theme months and employee recognition are winning programs that will ensure top performance and motivation. These will be done by putting the already existing culture of the company into action. Theme month and employee recognition will be the foundation for substantial staff engagement, the organization’s future retention strategy, and employee development.
References
Ellenkamp, J. J., Brouwers, E. P., Embregts, P. J., Joosen, M. C., & van Weeghel, J. (2016). Work environment-related factors in obtaining and maintaining work in a competitive employment setting for employees with intellectual disabilities: A systematic review. Journal of occupational rehabilitation, 26(1), 56-69. https://link.springer.com/article/10.1007/s10926-015-9586-1
Hennekam, S., & Bennett, D. (2017). Creative industries work across multiple contexts: common themes and challenges. Personnel Review. https://www.emerald.com/insight/content/doi/10.1108/PR-08-2015-0220/full/html
Kobayashi, I. (2018). 20 Keys to workplace improvement. Routledge. https://www.routledge.com/20-Keys-to-Workplace-Improvement-1st-Edition/Kobayashi/p/book/9781563271090