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Recognition and appreciation are foundational elements of all strong relationships. This applies to our work life just as much as our home life.

And employee recognition isn’t just about money. We’re talking about the simple act of sharing your verbal appreciation for employees and their hard work. This practice–which is virtually free–can have a huge impact on employee engagement. In fact, a recent Harvard Business Review study showed employees who said their managers were great at showing positive recognition were 40% more engaged than those with managers who didn’t show the same level of recognition. That’s just simple verbal appreciation!

Since recognition and appreciation are so vital, we assume that giving it should be natural and straightforward, right? Just go up to someone and let them know that you appreciate them. 

In reality, giving impactful recognition isn’t always so simple and effortless; it’s a management soft skill that can take practice to develop. So if you’re one of those leaders who struggles with sharing your appreciation, don’t worry too much, as you’re far from being alone.

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Growing a culture of recognition

At Qarrot, we’re here to support you! We’ve helped numerous companies get started on growing culture of recognition in their workplace, and a common challenge for leaders is not being exactly sure what to write when it comes time to craft that first recognition message. They get a recognition writer's block, so to speak…

First off, we want to say: Don’t overthink this.

Giving ANY recognition is always better than giving none at all. And as you get more accustomed to giving frequent recognition, this habit will become second nature.

Whether your company is implementing an official recognition platform or program or you’re just looking to spread a little more informal appreciation in your workplace, we’ve put together an extensive list of recognition message examples that will help you get started on the right foot.

45 Employee Recognition and Appreciation Message Examples

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Recognition messages for achievements & contributions

• "Congratulations on surpassing expectations! Your dedication and innovative approach have significantly elevated our team's performance. Thank you for your outstanding contributions."
• "Your hard work and commitment haven't gone unnoticed. Your exceptional achievements have made a lasting impact, setting a high standard for excellence."
• "Your relentless pursuit of excellence shines through in your work. Your accomplishments are a testament to your skill and dedication. Well done!"
• "Fantastic job! Your exceptional performance and commitment to excellence make a significant difference. Your contributions are truly appreciated."
• "A big thank you for your work! Your dedication and exemplary achievements have not only met but exceeded expectations. Your contributions are invaluable to our success."
• "Your hard work and achievements have not only impressed but inspired the entire team. Your commitment to excellence is truly commendable."
• "Your remarkable contributions have played a key role in our success. Your dedication and hard work are truly appreciated. Thank you for going above and beyond."
• "Your exceptional achievements have not only made a positive impact but have set a new standard for excellence. Thank you for your outstanding contributions."
• "Congratulations on a job exceptionally well done! Your hard work, creativity, and dedication have not only met but exceeded our expectations. Thank you for your outstanding efforts."
• "Thank you for your outstanding contributions to our team's success. Your hard work and commitment have not only made a difference but have set a benchmark for excellence."

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Recognition messages for positive attitudes & other soft skills

• "Your ability to articulate ideas and actively listen contributes immensely to a harmonious and efficient work environment. Well-deserved recognition!"
• "Your positive approach to challenges is admirable. Your optimism and willingness to push through any obstacles make you a standout team member. Thank you for your resourceful and industrious spirit!"
• "We are consistently amazed by your communication skills. Your ability to convey ideas clearly and foster a collaborative environment has improved our team dynamics and made us more productive than we thought possible. Well done!"
• "Your positive attitude is a true asset to the team! Your cheerful demeanor and optimism create a welcoming environment, uplifting the entire team. Thank you for spreading positivity."
• "Your ability to communicate effectively and maintain a constructive approach in all situations is commendable. Thank you for your impactful contributions."
• "Kudos on spreading positivity! Your infectious optimism and support contribute greatly to team morale. Thank you for creating a positive and motivating work environment for everyone."

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Recognition messages for work anniversaries

• "Congratulations on reaching this [X year] work milestone! Your dedication and hard work over the years have been instrumental to our success. Thank you for your outstanding contributions."
• "Happy work anniversary! Your commitment and achievements during this time have made a lasting impact. Here's to many more years of success together."
• "Cheers to your work milestone! Your consistent excellence and dedication have been key to our achievements. Thank you for your invaluable contributions to the team."
• "Congratulations on your work anniversary! Your unwavering commitment and exceptional contributions have been pivotal. Here's to celebrating your accomplishments and the journey ahead."
• "Happy milestone achievement! Your hard work and dedication have set a high standard. Thank you for your significant contributions to our team's success."
• "Congratulations on reaching this work milestone! Your dedication and passion have greatly contributed to our achievements. Here's to more years of collaboration and success."
• "Happy work anniversary! Your commitment to excellence and continuous efforts are truly commendable. Thank you for your valuable contributions to the team."
• "Congratulations on your work anniversary! Your unwavering dedication and positive impact on the team are truly appreciated. Here's to celebrating your accomplishments and the years ahead."

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Recognition messages for taking initiative & great ideas

• "Kudos for your innovative spirit! Your initiative and fresh ideas consistently propel our team forward. Thank you for driving positive change and contributing to our success."
• "Congratulations on your proactive approach! Your initiative and creative ideas are invaluable. Thank you for constantly bringing innovation to the table."
• "Your proactive mindset and innovative ideas have truly set you apart. Thank you for taking the initiative and contributing to our team's success."
• "Cheers to your inventive contributions! Your initiative and forward-thinking ideas have been instrumental. Thank you for being a catalyst for positive change."
• "Your proactive approach and creative ideas enhance our team's dynamism. Thank you for driving innovation and contributing to our success."
• "Your initiatives have been an asset to our team! Your innovative ideas consistently elevate our projects. Thank you for your forward-thinking contributions to our team's success."
• "Thank you for consistently bringing fresh ideas to the table. Your initiative and innovative approach add tremendous value to our team."
• "Your initiative and innovative ideas have been a driving force in our success. Thank you for consistently bringing fresh perspectives to our projects."

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Recognition messages for the embodiment of company values

• "Congratulations on embodying our core values! Your commitment to integrity, teamwork, and excellence shines through in your work. Thank you for setting a stellar example for the entire team."
• "Kudos for consistently living our company values! Your dedication to innovation and collaboration is truly commendable. Thank you for being a true ambassador of our core principles."
• "Your commitment to customer satisfaction and teamwork is outstanding. Thank you for upholding the essence of our company in everything you do."
• "Cheers to you for exemplifying our core values! Your dedication to integrity and excellence is truly inspiring. Thank you for being a living testament to our company's principles."
• "Your commitment to diversity, collaboration, and excellence is remarkable. Thank you for being a beacon of our company's core principles."
• "Bravo for living our values! Your dedication to integrity, accountability, and teamwork is admirable. Thank you for being a true embodiment of what our company stands for."
• "Thank you for consistently representing our core principles. Your commitment to excellence, collaboration, and customer satisfaction is truly commendable."

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Recognition messages for teamwork & collaboration

• “Outstanding teamwork! Your collaborative spirit has greatly contributed to our recent success. Your ability to work seamlessly with others is truly commendable. Thank you for fostering a positive and cooperative environment.”
• “Your dedication to collaboration has significantly elevated our collective achievements. Your commitment to working effectively with colleagues is inspiring.”
• “Thank you for being such an amazing collaborator. Your teamwork has not only enhanced project outcomes but also fostered a supportive work atmosphere. We value your positive influence and cooperative attitude as valuable contributions to the success of our team.”
• “You're awesome at collaborating! Your ability to work effectively with diverse team members has been instrumental in achieving our goals. Thank you for consistently embodying the spirit of teamwork and collaboration.”
• “Recognizing your outstanding collaboration! Your teamwork has been a driving force behind our achievements. Your willingness to collaborate and support your colleagues has not gone unnoticed. Thank you for being a crucial part of our success.”
• “Applauding your team spirit! Your collaborative mindset has played a pivotal role in our accomplishments. Your ability to work cohesively with others is truly commendable. Thanks for being a dedicated team player and contributing to our success.”

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Pro Tip For Giving Impactful Recognition

Hopefully, some of these employee appreciation messages can help you get started on the path to growing a culture of recognition within your team. Yet, we urge you to use these as a jump-off point.

In other words, don’t just copy-paste; try to add your own personal touch as well. Sincerity is one of the most important factors of impactful recognition. And the best way to deliver sincere recognition is by ensuring that your recognition is personalized.

What are some concrete ways to make your recognition more personal?

• Ensure your message highlights a specific accomplishment. (i.e. “Great job on closing this deal/account.”)
• Ensure your message highlights the impact of the employee's work on your team or organization. (i.e. “Because of your hard work, we surpassed our quota by 10%!”)
• Your message highlights the unique qualities and traits of the employee. (i.e. “Your persistence and dedication are admirable.”)

Being specific will ensure that your recognition message is not generic but rather a personalized reflection of your employees' unique accomplishments and qualities. In turn, the message will be most impactful and energizing for employees to see and read. In other words, a genuine, personalized message will be more likely to result in eliciting those positive emotions that lead to greater engagement, motivation, and happiness. 

With more employees working both in-office and remotely, it's clear that the future of work is hybrid. In a recent study conducted by Benefits Canada, more than half (54%) of Canadian employers reported that they have begun using a hybrid work model. While this setup has many natural advantages for employees, it also presents a unique opportunity for companies to upgrade their employee benefits, both to attract and retain top talent.

This is important to consider since many traditional employee benefits are not hybrid-friendly, and cannot be fully utilized by employees. By upgrading these benefits, companies can create a win-win situation where employees are happier and more productive, while the employer benefits from increased loyalty and retention. Below are some ideas on hybrid-friendly benefits that your employees are sure to appreciate.

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Desk equipment

Whether companies provide a budget for equipment or provide the actual equipment themselves, allocating resources for employees to be able to build better desk set-ups at home is crucial. Studies have shown that ergonomic desk equipment can improve employee health by reducing strain on their bodies, making them less likely to experience back pain, neck pain, and other posture-related issues. Feeling comfortable in workstations can also reduce fatigue, discomfort, and stress, leading to fewer breaks and higher productivity levels. In addition, better desk equipment like updated laptops or computer models, high-quality microphones, and noise-cancelling headphones can improve communication among both employees and employers.

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Vision insurance

With continuous screen time brought about by the hybrid work setup, employees need to take care of their eyes more than ever. Eye strain and other vision problems can negatively affect productivity and even cause increased absenteeism. This is why vision insurance is a crucial aspect of hybrid work benefits, and why it is in the employer’s best interest to not only offer but also teach their employees how to use vision insurance. Employees can easily cash in these insurance packages for comprehensive eye exams, prescription lenses, and other vision-related expenses, or they can claim back the costs through direct or manual billings. This is easily accessible as some of these insurance processes can be done online through eyewear websites.

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Wellness budgets

While specific wellness programs on their own can be a good employee benefit, these programs assume a one-size-fits-all approach. A company-chosen program may or may not be a good fit for an employee in a hybrid setup, which is why it would be good to amend this type of benefit by converting it into a wellness budget. This allows for flexibility and customization in wellness offerings. Like many other benefits, this can be done through reimbursement for eligible services such as gyms, spas, and various other wellness offerings. This approach can greatly reduce costs associated with traditional in-person wellness programs, and can even accommodate virtual wellness programs for employees who wish to avail of the benefits from the comfort of their own homes.

Flexible schedules

By allowing employees to set their own schedules, especially during remote working days, companies can help reduce their stress and promote work-life balance. Working during hours that suit personal needs and preferences can greatly increase productivity as employees are able to work during the time of the day when they are most awake and alert. Flexible schedules will also enable employees to accommodate other commitments, from prioritizing their mental health to spending time with their families, and many other personal endeavours. All things considered, flexible schedules are a low-cost benefit that can bring about high employee satisfaction. In addition, this benefit will help employers attract and retain top talent, especially those with caregiving responsibilities.


These are only a few benefit ideas that can help your employees and strengthen your company’s relationship with them. For more ideas and other related information on employee engagement and company culture, make sure to check our website!

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Badges can be a creative and effective way to enhance employee recognition programs, making them more fun, engaging, and visually appealing. Badges serve as symbolic representations of achievements, behaviors, or skills that employees have demonstrated. Here's how badges can be used to make employee recognition more enjoyable and engaging:

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• Visual Appeal and Gamification: Badges add an element of gamification to recognition programs. Employees can earn badges for completing tasks, achieving milestones, or embodying company values. The visual nature of badges creates a sense of accomplishment and excitement, similar to earning achievements in video games.
  

• Core Values: Badges can be used to represent the core values of your organization. In fact, recognizing employees who demonstrate core values is a great way of strengthening organizational culture while putting them at the forefront of the employee experience.
  

• Varied Recognition Levels: Different types of badges can be designed to represent various levels of achievement. For instance, a company could have bronze, silver, and gold badges to recognize different tiers of performance. This tiered system encourages employees to strive for higher levels of recognition.

• Collectible and Customizable: Like collecting virtual rewards in games, employees can collect and display badges as part of their professional profiles. This customization allows employees to showcase their unique accomplishments and contributions, boosting their sense of pride.

• Competition and Collaboration: Badges can foster healthy competition among employees, driving them to achieve more and earn recognition. Additionally, badges can be used to encourage collaboration by awarding badges for teamwork, mentoring, or knowledge-sharing.

• Instant Gratification: Badges offer immediate gratification, as employees receive recognition in real-time when they achieve specific goals. This instant feedback reinforces positive behaviors and motivates employees to continue excelling.

• Peer-to-Peer Recognition: Employees can nominate each other for badges, promoting a culture of peer-to-peer recognition. This democratic approach increases engagement and helps build stronger relationships within teams.

• Event-Based Badges: Special badges can be created for events, holidays, or themed months. For example, a "Customer Service Superstar" badge could be awarded during Customer Service Week. This adds an element of surprise and excitement to recognition efforts.

• Skill Development: Badges can be tied to skill development and training achievements. As employees complete training modules or acquire new certifications, they earn badges that demonstrate their professional growth.

• Storytelling and Branding: Each badge can have a story or description attached to it, explaining why it was awarded and what it represents. This helps reinforce company values and culture while creating a narrative around each recognition.

• Social Recognition: Badges can be shared on internal social platforms or company-wide communication channels. This encourages employees to celebrate their achievements and showcase their badges, contributing to a positive, collaborative atmosphere.

• Long-Term Engagement: Badges contribute to the longevity of recognition efforts by providing a tangible and visual record of an employee's journey within the organization. Over time, the collection of badges serves as a proud testament to an employee's contributions.

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When using badges for recognition on an employee recognition platform like Qarrot, it's important to ensure that the criteria for earning badges are clear and aligned with the company's values and goals. Regularly updating badge offerings and keeping the recognition program fresh can help sustain interest and engagement among employees.

Learn how to create custom badges within your recognition program with Qarrot.

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Core values are the guiding principles that define the identity, culture, and purpose of a company. They serve as a compass, directing employees' behaviors, decision-making processes, and interactions with stakeholders. Creating well-defined core values is crucial for aligning the organization, attracting like-minded talent, and fostering a positive work environment.

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In this article, we will explore a step-by-step approach to help you create meaningful core values that resonate with your company's vision and mission.

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Step 1: Define Your Company's Vision and Mission:

Before diving into core values, it's essential to have a clear understanding of your company's vision and mission. The vision represents the long-term aspirations and goals, while the mission outlines the purpose and how the company aims to achieve its vision. These elements provide a solid foundation for developing core values that support and reflect your company's overarching objectives.

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Step 2: Identify Your Company's Beliefs and Principles:

Gather key stakeholders, such as founders, executives, and employees, to engage in a collaborative discussion about the beliefs and principles that define your organization. Ask thought-provoking questions like:

• What values do we hold dear as a company?

• What behaviors and characteristics do we want to encourage and embody?

• What principles guide our decision-making processes?

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Encourage open and honest conversations to ensure diverse perspectives are considered. Aim for consensus and focus on selecting values that are authentic and relevant to your company's culture.

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Related article - Inclusive Communication in the Workplace: Why it Matters and How to Achieve It

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Step 3: Keep It Concise and Memorable:

While it's tempting to create an extensive list of core values, it's important to keep them concise and memorable. Three to five core values are generally sufficient to ensure clarity and ease of understanding for employees and stakeholders. Avoid generic or clichéd statements and strive for specificity and uniqueness that truly differentiate your company.

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Step 4: Make Them Actionable:

Effective core values go beyond mere statements on a website or office walls. They should inspire and guide employees' actions on a daily basis. To make your core values actionable:

• Define observable behaviors associated with each value.

• Provide examples of how these behaviors manifest in various aspects of the organization.

• Integrate core values into performance evaluations, hiring processes, and employee recognition programs.

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Step 5: Communicate and Reinforce:

Communicating core values consistently and regularly is crucial for their successful implementation. Use multiple channels, such as company meetings, newsletters, intranets, and training sessions, to reinforce the importance of core values and share stories that exemplify them in action. Leadership must lead by example, embodying the core values and integrating them into their own decision-making and communication.

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Step 6: Integrate Core Values into Processes:

To truly embed core values into your company culture, integrate them into various aspects of your organization. Incorporate them into recruitment and onboarding processes, performance evaluations, employee recognition programs, and internal communications. Reinforce the values through storytelling, sharing success stories that exemplify the values in action.

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Related article - How to balance workplace culture and employee productivity

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Step 7: Embrace Consistency and Accountability:

Consistency is key to fostering a strong culture based on core values. Leaders and managers must consistently model the values in their behavior and decision-making. Encourage open discussions about the core values and provide regular opportunities for feedback and reflection. Hold employees accountable for upholding the values and address any behaviors that are not aligned with them.

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Conclusion:

Creating core values for your company is a deliberate and collaborative process that sets the foundation for your organization's culture. By aligning core values with your vision, involving employees, and ensuring that the values are actionable and integrated into various processes, you can create a shared sense of purpose and guide your company towards success. Embrace the power of core values as a driving force that shapes behaviors, decision-making, and the overall identity of your organization.

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Reinforce your company culture with a value-based peer recognition program - book a demo with Qarrot!

Inclusive communication is a language style that actively acknowledges individuals for who they are and demonstrates respect for people from various backgrounds. It ensures everyone's perspectives are respected and that each employee has access to equal opportunities.

Inclusive communication employs neutral, non-discriminatory, and unbiased language and communication techniques to develop a friendly, polite, and egalitarian environment where people feel appreciated and heard, regardless of their differences.

What is Inclusive Communication in the Workplace

Inclusive communication creates a work environment that feels supportive and genuine. This type of communication helps employees feel at home at their place of work. Companies that prioritize a culture of inclusive communication have a greater chance of success, often surpassing their competition in crucial areas like hiring, employee engagement, employee satisfaction, and business growth. 

Communicating inclusively goes hand in hand with diversity, equity, and inclusion efforts. The more leadership commits to DEI initiatives, the stronger the culture of inclusive communication will become. 

At the root, inclusive communication is about promoting an atmosphere of respect at work and fostering open communication where employee differences are honored and respected. Workshops on topics like unconscious bias and the harmful impact of prejudice and stereotyping can cut off hurtful communication habits at the source.

Other components that create an intentional culture of inclusion include routinely evaluating and eliminating barriers to inclusivity and actively working to promote a more diverse and inclusive workplace. Businesses prioritizing inclusivity position themselves for long-term success and have happier, more engaged employees.

A variety of inclusive communication modes exist in the workplace, including:

• Non-verbal: Body language, facial expressions, and tone of voice all significantly impact fostering an inclusive work environment.

• Verbal: Potentially the most prevalent method of communication at work.

• Written: All written communication, including emails, memos, and company reports.

The 4 “Isms” that harm inclusive communication

Communication cannot be inclusive if the work culture allows prejudiced language or hate speech. Here are four common “isms” that actively prevent inclusivity:

• Sexism: Sexist language that degrades or stereotypes an employee based on their gender.

• Ageism: Terminology that singles someone out due to their age.

• Racism: Racially charged language that is insulting or stereotyping.

• Ableism: Stereotypes or insults someone due to their differing abilities.

Why is Inclusive Communication Important

Organizations can build an inclusive, respectful, and equitable workplace culture for all employees by promoting inclusive communication awareness and education. 

Creating a culture of inclusive communication shows the company’s effort to utilize language that contributes to a more equitable world while condemning the misrepresentation and institutional discrimination that plague our workplaces to this day.

Inclusive communication breeds a culture of acceptance and opportunity for all. This triggers a domino effect that can improve productivity, employee engagement, and even customer satisfaction.

Multiple factors make inclusive communication in the workplace necessary:

• Respect: All people should be treated with respect, regardless of gender, color, ethnicity, sexual orientation, or ability, as demonstrated by inclusive communication. It produces a friendly and encouraging work environment.

• Diversity: Inclusive language shows a company values diversity within the workforce.

• Legal obligation: Companies are required to provide a work environment free from harassment and discrimination. Inclusive communication is a crucial part of cultivating an equitable company culture. 

• Communication: Everyone can better comprehend one another and collaborate more successfully when speech is free from bias.

• Reputation: Businesses that prioritize inclusive language are more reputable in the eyes of potential employees, investors, and customers.

• Employee engagement: When employees feel valued, metrics like engagement, morale, and productivity improve. 

How to communicate with inclusivity in 2024

Here are some actionable ways to make workplace communication more inclusive this year:

Replace stereotypical and culturally insensitive language with inclusive alternatives

Many expressions commonly used in the workplace are exclusive in nature. Encourage employees to consider what language they use that, while not overtly offensive, does not reflect everyone in the office. People often use slurs without even realizing it. 

Even the most seemingly innocuous words can be rooted in discriminatory language. For example, the word “dumb” is commonly used to reflect someone who isn’t intelligent but is actually defined as someone who cannot communicate verbally. And while commonly used to say someone behaves erratically, the term “spastic” actually references the muscle tightness and contractions resulting from cerebral palsy and/or multiple sclerosis.

Commonly used idioms like “blind leading the blind” and “falling on deaf ears” are also exclusive in nature. 

Understand employee identities

People's identities are primarily shaped by their race and ethnicity, meaning misidentification can be damaging and invalidating. 

Make an effort to understand and learn whatever race, ethnicity, or national origin employees identify to avoid making assumptions and lumping everyone into one racial group, such as Asian or African. Encourage employees to communicate openly about the language they do not perceive as inclusive.

Communicate openly about language preferences

Ableist language can indirectly define a person by their disability status and propagate harmful stereotypes.

This is incredibly dangerous, considering the discrepancy between employment rates for people with and without disabilities. In 2022, the U.S. Bureau of Labor Statistics reported that 21.3% of people with a disability were employed. That is less than a third of the employment percentage for those without a disability (65.4%). 

Companies can actively combat ableist language by communicating openly about what language employees with disabilities prefer. Some people prefer person-first language like “person with a disability”, while others prefer identify-first language like “disabled person”. Genuine inclusivity means recognizing that not every person perceives language the same way and prioritizes respecting each and every employee’s definition of what is and isn’t inclusive of their identities. 

How to Drive Inclusive Communication Rewards & Recognition Software

Building a culture of inclusivity in the workplace is no small feat, but injecting inclusive language into rewards and recognition programs is a good place to start. You can make your organization a hub for inclusive collaboration by standardizing the process of rewarding and recognizing employees. 

Qarrot empowers employees to nominate each other, all while providing managers with advanced insights that weed out any potential biases. Interested in learning more?  Book a demo to see Qarrot in action!

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We’re excited. This is big. Really BIG.

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On May 18, 2022, we look forward to introducing you to Qarrot 3.0. This 3rd generation of our employee recognition platform includes many updates and some very cool new features.

Plus, Qarrot 3.0 includes a whole new look. So if you liked Qarrot before, we’re confident that you’ll love what our customer success, product, engineering, quality, and marketing folks have been hard at work on for the past while.

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Want to learn more? Keep reading.

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Why are we making changes to Qarrot?

Since the inaugural launch of Qarrot in 2017, we have continually updated the platform by adding new features, functionality, beefing up the system’s infrastructure, creating mobile apps, fixing bugs, and more.

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Along the way, we’ve learned a lot. A better way to build and manage Qarrot across its web, iOS, and Android applications. Better ways of organizing and presenting the app, so that it’s easier and more fun to use for administrators and employees, alike. More powerful solutions for managing and organizing employee data so that larger organizations can use Qarrot as successfully as smaller ones. And, we’ve learned a lot from customers and users like you, who have provided feedback about tweaks and improvements to Qarrot that would make it work better for you. 

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What is changing with Qarrot 3.0?

In short, a lot.

Apart from upgrades to our back-end infrastructure that aren’t readily visible to users, below are some of the improvements we hope will make Qarrot work better for you:

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A brand new design. 

With Qarrot 3.0, we’re introducing a new look to the entire application. Along with the clean layout, here are some changes you’ll notice:

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1. The menu now appears along the top of your viewport, not on the left-hand side

2. Your points and badges are now more visibly presented to the left of the social feed

3. Your campaigns and any pinned announcements now appear to the right of the social feed

4. The social feed has also been upgraded with posts now presenting information more clearly

5. Plus, badges are now larger and have a new hexagonal shape, which we love! 

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Addition of Spanish and French!

If you prefer to interact with your program in another language, now you can change your display language to Spanish (International) or French (Canada) or stay with English:

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Our menus, labels, instructions, and notifications will now display in the language you select. 

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New notification center and more control over communication preferences.

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Now you can access your notification center by clicking on the intray icon next to your avatar from any section. Plus, we’ve added the ability for you to select which notifications you receive by push or by email so that you only receive the ones you want. 

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Better campaigns. 

We’ve revamped campaigns so that it’s easier to view important details and have added a new global leaderboard so that participants can readily see how they’re doing.

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Plus, you’ll no longer receive an award winner notification and social feed post every time someone earns points within a campaign. We’re replacing these with one consolidated award winner post and notification that will go out daily.

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Easier way to view and sort rewards. 

It’s now easier to filter and sort rewards - whether by country (if your account is multi-country), by type, and by value. Plus, newly added rewards have a new’ indicator on them and your most recent purchases are more easily viewable.

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Improved reward management. 

As a program administrator, you now can disable brands, specific gift card denominations (so that your rewards are only available above certain denominations), and entire categories.

Plus, if you create customer or company-provided rewards, you have the ability to set multiple people for fulfillment (previously, we provided just one person). And you can now set stock limits so that if you have a limited quantity of any item, this can be set for the reward.

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A new way to organize and find your people. 

As a program administrator, you can now create custom fields for employee profiles that allow for better organization and filtering of your people.

For example, you may wish to create the custom field “Department” so that each employee’s department can be added to their profile. This way, when you create a new campaign, you can easily filter the people you want to invite based on their department. Or if you’re an employee, you can filter people by department in order to more easily find the person you want to recognize.

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Custom fields make it easier to filter people across all sections of Qarrot - whether you’re an administrator or a regular employee. And you can create as many as you need.

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A new dashboard for people managers.

Now team leads (aka managers) have their own team dashboard. While appearing identical to the dashboard available to program administrators, it differs in that it only includes the data for the members of that team. If a manager is the team lead for more than one team, she can easily toggle between teams to view the dashboard for each. 

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And with so many other changes across Qarrot, we encourage you to take a moment on May 18th to review your account and familiarize yourself with the new look, layout, and feature updates.

And there’s more to come! Our roadmap for 2022-23 is packed full of new features, integrations, and other updates.

For now, we hope you enjoy the current updates and encourage you to contact our customer success team should you have any questions.

In early spring 2020, the COVID-19 pandemic upended life as we knew it. Schools shut down, toilet paper disappeared, and thousands of employees suddenly found themselves working from the kitchen table. As many of these impromptu remote workers and their employers soon found out, however, not all work-from-home environments are created equal. Remote work sounds like a cushy gig, but it takes the right combination of factors to make virtual employment beneficial for both parties.

If you’re thinking about hybrid or fully remote work for your staff, take note of the qualities that make for a productive, morale-boosting virtual work environment.

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1. Flexibility is a cornerstone.

Not everyone wants to work from home all the time, and some don’t want to work from home at all. Rather than dealing in absolutes, giving your employees a choice empowers them to make the decision that suits their needs and preferences.

This may or may not be possible, depending on your industry. Teachers, for example, can’t easily switch back and forth between the classroom and the home office. But accountants, attorneys, and even therapists can perform at least some of their duties without physically coming to work.

Consider how flexible you can be in extending remote work options to your staff. When you can, let your employees choose if and when to take advantage of the opportunity to work virtually.

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Related Article: Hybrid workplaces are the future of work – here's why

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2. Expectations are clearly defined.

Employees are more likely to perform at their best when they know what’s expected of them, especially when the work environment changes or when they don’t have managers or supervisors nearby for direct guidance.

If you opt for a hybrid environment, where employees are sometimes in the office and sometimes at home, your staff needs to know what days they can work remotely, when they’ll be required to show up in person, and what protocols to follow when they choose to stay home.

Even for a fully remote setup, make your parameters crystal clear. Do employees still need to report at a certain time? If so, how will they let you know that they’re “clocked in” from home? How will you ensure that they’re taking legally required breaks but not taking advantage of minimal oversight?

Figure out what a successful hybrid or virtual work situation looks like from your company’s and stakeholders’ perspectives. Then, develop easy-to-follow guidelines for your employees. 

Make sure your expectations are fair, however. One of the great appeals of remote work is its freedom, so avoid micromanaging unnecessarily. Requiring staff to dress professionally for Zoom meetings is reasonable, but telling them not to wear pajamas while they send emails is a bit much.

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3. Employers help with the logistics.

Especially if your company has only recently shifted to remote work, your employees might not be totally prepared. Believe it or not, not everyone has a computer or WiFi at home, nor does everyone have a distraction-free workspace outside the office.

Get ahead of these issues by directly asking employees if their homes are prepared for remote work, and take inventory of how you’d be able to help them get there. Can your company afford to give out remote work stipends? Is there any tech you can invest in, like wireless headsets or laptops?

It’s important, too, to be aware that W2 employees can’t deduct any work-from-home expenses on their taxes. If they have to pay for equipment, furniture, software, or extra utilities in order to perform the job they do for you, you’re the only one who can reimburse them for those costs. Take care of your staff–particularly if working remotely is a requirement–and they’ll take care of you in the form of company loyalty and heightened productivity.

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4. Support is extended proactively.

Aside from stipends or reimbursements, remote employees need to know that the same resources they had in the office are still available from home. Don’t assume that no news is good news in a hybrid or remote work environment–your staff might be struggling but not be comfortable enough to tell you.

Periodically reach out to and check in with your employees. Let them know how they can access human resources, supervisors, upper leadership, and tech support. Ask how they’re doing and what would make the remote work experience better overall.

This is also a great way to keep tabs on if remote work is worth offering long term. If your employees adjust well and maintain or exceed their in-office performance, you will have successfully modernized your company’s work model.

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Related Article: Optimizing remote employee experience through feedback

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5. Patience is a company pillar.

The transition to remote work, even in the best of situations, will inevitably come with hiccups. It also comes with an understanding that the lines between your employees’ personal and professional lives blur somewhat. Their Internet may go down from time to time, or the occasional toddler may waddle past the camera during an important Zoom meeting. 

These things are bound to happen–even to you–so you may as well take them in stride. Your employees will appreciate your recognition of the fact that they are indeed human, and they’ll be grateful to see you acknowledge your own humanity, too.

This doesn’t mean that expectations for decorum and responsibility go to the wayside; it simply means that you intentionally cultivate a company culture that acknowledges the reality of a hybrid or virtual work environment. 

By resisting the urge to wield discipline where you can use humor or compassion instead, you’ll improve the remote work experience for both you and your staff. By viewing these moments as opportunities to build connections, you’ll strengthen rapport, learn more about your employees, and make an unforgettable (and inexpensive) investment in your #1 resource: human capital.

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Related Article: How to balance workplace culture and employee productivity

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Conclusion

Some companies have used a hybrid or fully virtual work model for the last two years, while others are just now making the switch. Either way, it’s become abundantly clear that remote work is here to stay. 

Implementing virtual work options is a learning process, though, for leadership and staff alike. Don’t be afraid to innovate and adjust as you go. As long as you remain patient and flexible, you’ll ensure a good experience and healthy environment for employees working remotely.

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Optimize the employee experience with recognition - request a demo with Qarrot today!

The past few years have brought significant growth and development here at Qarrot. 

We’ve had the good fortune to welcome many new customers from a wide range of industries with employees in dozens of different countries. We’ve continued to listen to our customers and add new features and functionality based on their feedback. Further, we’ve grown our team and entered into distribution partnerships. 

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And for the past year, we’ve been developing a relationship with the team at Vantage Circle, a global leading employee engagement solution. Its AI-powered employee engagement suite includes, Vantage Rewards, Vantage Perks, Vantage Pulse, and Vantage Fit. And its roster of customers includes well-known brands such as Wipro, Tata Communications, LnT Infotech, Airtel, and Bosch.

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Though Vantage Circle and Qarrot focus on different market segments, we have a similar vision for the global employee recognition market and where it’s headed. Moreover, we have complimentary experience and perspectives.

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And, so, I’m very excited to share that Vantage Circle has made a strategic investment in Qarrot. Read the full press release here.

This investment will bring both organizations closer together and provide further fuel for Qarrot to grow and better serve small to mid-sized businesses with its easy-to-use employee recognition solution.

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With that in mind, the team at Qarrot is looking forward to a year ahead with many exciting product updates, lots of further growth, and a great new partnership with Vantage Circle.

When you hear "personal and career development," you may feel a flash of dread. As a leader or manager, you know the importance of employee development. Time over time, statistics and studies show a lack of development is a leading cause of employee turnover.

Here are a few examples:

• Pew Research found that 63% of respondents who left jobs in 2021 gave the lack of advancement opportunities as the reason for leaving.
• According to a 2022 McKinsey study, insufficient career advancement was the most common reason for quitting a job.
• According to a 2022 SHRM report, 61% of respondents cited lack of career development and advancement as a top three cause of turnover, while 21% said it was the number one reason.
  

Despite the glaring statistics, for many managers, it seems impossible to prioritize. You know it's your responsibility. And, of course, you want to help employees grow their skills and careers. But your to-do list is overflowing with a million other tasks that are arguably more urgent.

Ideally, your employees would take an active role in their professional development. They would come to you with questions, sharing with you their goals and professional aspirations.

The reality is employee development should be a two-way street. Managers shouldn't bear all the responsibility. You can empower your employees to advocate for their professional development and growth.

In this article, we'll cover actionable strategies on how to empower employees to take charge of their own professional development. As a result, your employees will be given the tools and road map to take charge of their own careers. As a manager, your role will be more of a helpful guide rather than the primary driving force. 

What is Employee Empowerment?

Would you rather have to micromanage your employees to get even the smallest of tasks completed? Or would you rather have them be self-motivated and independent? Of course, most managers would choose the second. Self-motivated employees mean less work for you as a leader.

Despite this, many leaders end up doing the opposite. The idea of giving employees more freedom can trigger a leader's biggest fears. In short, people taking advantage of company time and not delivering results. Many try to avoid this by doubling down on the opposite of autonomy. Control.

Like many things in human psychology, the answer lies in a counterintuitive approach. When leaders offer employees freedom and autonomy, they are motivated and perform better.

In an HBR article titled When Empowering Employees Works, and When It Doesn't, researchers explain what it means to empower employees. They state, "leaders who were perceived as more empowering were more likely to delegate authority to their employees, ask for their input, and encourage autonomous decision-making."

In essence, empowering employees is about providing a baseline level of guidance, support, and structure. But also give employees the opportunity to test their ideas and innovate within those set parameters.

In other words, it's not about letting employees run wild and free. But giving them a basic structure and letting them experiment within it. According to the researchers, this management style leads to employees who "are more likely to be powerful, confident individuals, who are committed to meaningful goals and demonstrate initiative and creativity to achieve them."

How does all this apply to employee development? Managers often act as the driving force of employee development. This places an undue burden on managers on top of all their other duties. 

In reality, employee development has a greater chance of thriving when employees are empowered to advance their development.

With a few strategies, managers can enable employees to take the lead in their own careers. Managers are still responsible for high-level direction, support, and approval. But employees will be in charge of steering their own ship.

How To Empower Employees To Take Charge of Their Development

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1. Understand employee needs from the start

Often, development talks begin before an employee starts their new job. If they didn’t occur in the interview, a great time to start is during the onboarding process. 

By setting the tone from the start, you can show your employees that their development matters to you, and you can guide them through building a learning path to help them succeed in their roles (and beyond). 

Here are a few questions to start these conversations:

• What are your long-term professional and career ambitions?
• What do you hope to achieve in this role?
• What skills do you hope to acquire or improve?
• Are you looking to grow your career quickly (i.e. take on management responsibilities) or deepen your knowledge as an individual contributor?

If you use skills assessments in your recruiting process, you can use those insights to identify skill gaps and areas for improvement.

Empowering employees to tackle self-development from the start of their time at your organization will show them they are in control of their future. This perspective shift can help them view their new role as a growth opportunity instead of feeling like they are a slave to your bottom line. The more in control of their future they feel, the more likely they will want to continue their journey at your company.

2. Embed it into your culture with a dedicated meeting

Work is busy. Our to-do lists are constantly growing with new and shifting priorities. By its very nature, “employee career development” is a forward-looking process. When you’re so busy thinking about the here and now, planning for the future can quickly fall by the wayside. 

This is why it's crucial to carve out dedicated time for development discussions. Be realistic. Don’t set these meetings at a frequency that seems unattainable. That will only lead to cancelled meetings, and nothing kills employee morale like cancelling a meeting they were looking forward to. Start small, test out how employees respond, and adjust accordingly from there. 

For example, you can start by booking a meeting every 6-month with each employee. By proactively bringing up this topic and dedicating time to it, you will demonstrate to employees that you are serious about their professional development. In turn, they will be more likely to be proactive on their side, come prepared for the meetings, and be an advocate for their own development.

3. Set clear goals and expectations

Getting a recurring meeting set up is a good start. But it’s not enough for employees to feel empowered to take charge of their professional development. They still have to consider important questions like:

• What long-term goals are you working towards?
• What type of projects are you enjoying or not enjoying?
• What skills do you want to improve?
  

Remember: Empowering employees isn’t about letting them run wild and free. Employees still need some high-level direction. This is especially true when they are more junior or at the start of their careers. In other words, clearly defining expectations and setting goals is crucial to ensuring employees start on the right foot.

For example, as part of your discussion for each meeting, you can establish one “career and professional development” objective to achieve.

This can take many forms, for example, working on a self-directed project, shadowing with another department, or taking an online course.

With open communication and asking the right questions, you can help employees develop a high-level objective to work towards. Establishing clear goals and objectives is the foundation of employee empowerment. The idea is to help employees with a general direction to work towards; how they get there is up to them.

4. Provide access to resources for development

A great way to empower employees to pursue their development is to set aside a budget for learning and development.  

For example:

• Online courses
• Webinars, training programs, workshops, etc.
• Magazines, publications, books, etc.
• Conferences, events, etc.
  

Of course, some materials and resources aren't free. But many others these days are free or highly affordable. You can consider carving out a monthly "learning budget" where employees are reimbursed for any learning materials and resources above. Even a small budget can go a long way for online courses and learning materials. 

As a way of motivating employees to take part in additional learning and development, you can create a channel in your local work chat where employees share any additional learning programs that they are undertaking, whether it be attending a webinar or completing an online course. 

You can even make it a group challenge to get the ball rolling. For example, find an online course that appeals to your entire team and make it a quarterly challenge to complete the course. You can even incentivize and reward those who follow through with their final goal.

Using a tool like Qarrot, you can set up an incentive campaign and reward team members who hit their personal development goals once (or multiple times) with award points and badges.

Providing access to these learning opportunities and materials will help establish a culture of learning and development among your team. Employees will feel their career development is being prioritized, empowering them to take action.

5. Help them identify their strengths (and weaknesses!)

As a manager, you know that no two employees are created alike. Some employees are amazing self-starters and need very little prompting. Others, however, seem impossible to convince to go beyond the minimum.

In the book Radical Candor, Kim Scott, author and management expert, proposes a model to help managers evaluate their employees' performance and guide them into roles which will allow them to perform at their best.

In other words, Scott truly believes that everyone can be an A-player employee. If they perform at average or mediocre levels, what she calls “B player employees,” it reflects a bad job fit. A manager's job is to steer employees out of this limbo. A new position may even be necessary.

The first step to empower employees is to help them identify their strengths, highlight what they are good at, and where their potential lies. But the other side of the coin is important, too; challenging employees by letting them know where their work is falling short or where their weaknesses lie. 

Of course, it’s difficult to have these conversations. But challenging people shows that you care enough to point out when things aren't going well. And Scott believes the “discomfort is better than being labelled permanently “B Players.” Ultimately, it will benefit both parties (and even the entire organization) when employees' strengths are developed and utilized.

6. Help facilitate connections

As a manager or leader, you may have exposure or access to other leaders or departments that your employees may not have contact with. These connections can be a powerful way to promote their development and learning. 

For example, during an employee's tenure, they might realize they want to develop skills they aren't using in their current role. They may also express an interest in learning more about another department or team.

This curiosity doesn't mean you must transfer a valuable employee to another team. You can, however, arrange an introduction and offer shadowing or mentorship opportunities. The goal is to empower employees to explore different areas of interest. 

Ultimately, what’s better for the organization's bottom line? Having an employee unhappy and struggling in their current role. Or have the employee be more productive and feel empowered in a role that’s a better fit for their skills and talents.

In the end, allowing your team to explore other options and grow their skills will give them a sense of purpose in their work. More importantly, they will feel the company and leaders truly care about their long-term growth and happiness, which is the best strategy for employee empowerment.

7. Recognize & reward development efforts

Employee recognition is underutilized as an employee motivation and empowerment tool. It costs zero dollars to give recognition. By letting employees know what you value with positive reinforcement, you can boost their motivation.

In the context of professional development, giving employees recognition for completing an online course, meeting training requirements, or taking on a stretch assignment can be a powerful way to motivate employees to continue down this path. 

Moreover, it can set the bar for the rest of the team. Using a recognition tool like Qarrot, you can easily post a recognition to a public social feed for everyone to see. When you give recognition for a specific achievement or embodying a certain value, it signals to the team what is important to you. As a result, this provides employees with the incentive to meet this standard as well.

Remember, the best type of recognition is specific and timely. Don’t wait too long until the goal is complete to offer recognition, and try to avoid vague or high-level “good jobs.” Shine a light on the precise accomplishment the employee completed and its impact on you and the team. 

This type of detailed recognition is most likely to fuel a growth mindset among your employees and team. As a result, your team will be more motivated to continue to embrace challenges, seek learning opportunities, and invest in their development.

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Final Thoughts

Being a manager involves more than guiding your employees through their daily tasks. It's about helping them become the best versions of themselves and giving them the tools to grow in the company.

But this duty doesn't have to fall on the shoulders of leaders. Employees should be responsible for being proactive about their development as well. First, leaders must provide some basic guidance and support—empowering employees with a roadmap to growth and success.

When employees are inspired to take control of their own development, it's not just good for them—it's good for the whole company. Setting clear goals and expectations, identifying employee strengths, and providing access to learning resources are critical steps toward empowerment.

As employees invest in their development, the positive effects spread throughout the organization. This leads to happier employees, better work, and a team capable of handling challenges. Ultimately, when organizations commit to helping employees shape their careers, it's a win-win.