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Goal setting is a fundamental step in the growth and development of every employee. From boosting employee productivity and morale to optimizing communication - successful goal setting is as beneficial as it is integral to any organization. 

Although goal setting may be perceived as an unnecessary administrative burden, in reality, it’s an opportunity to further unlock team members’ potential. More often than not, employees appreciate the opportunity to discuss both near-term and longer-term professional goals with their manager. Goal setting is a chance to refocus your employees’ attention to where and how they should be prioritizing their time, laying the groundwork from them to achieve, and maybe even exceed those expectations. 

As the saying goes, failure to plan is planning to fail. Here are 5 ways you can set your employees up for success, and keep them both motivated and engaged while working towards any goal. 

Set goals with a definite timeline 

What’s the difference between a dream and a goal? An end date. Whether you want to have a goal met by the end of the week or the end of the year, an end date makes the goal real and will motivate your employees to meet that deadline. When it comes to deciding on a completion date, make sure to also take possible conflicts or roadblocks into consideration. Try to find the right balance between a realistic timeframe that will keep your employees motivated, but also one that will not cause unnecessary stress. Whether you circle the date on your calendar, set an alarm on your phone, or follow a daily countdown - it’s time to grind!

Set goals that align with organizational values 

Whenever one of your employees hits a goal, their achievement will contribute to the overall success of your team - so goals should always be planned within the scope of your organization's values and aspirations. When goal setting with your employees, circle back, and establish how that specific goal will benefit the overall team. Why is that particular goal important, and how will it contribute to future plans or next steps within the organization? Organizations will only evolve as employees develop - effective goal setting will ensure that your company can scale successfully. 

Related Article: How to give feedback to get better results 

Set goals that are measurable 

As the saying goes, sometimes it’s more about the journey than the destination. Those who achieve their goals know how to track benchmarks and growth from the very start. Identifying key metrics or indicators of success are great for establishing when and how a goal is met, but also monitoring progress. Ensuring goals can be tied to something measurable will not only keep employees accountable but can be both informative and encouraging when reflecting back on progress made. 

Set goals in an open feedback loop 

When it comes to goal setting, the last thing you want to do is establish a goal then hang your employees out to dry. Make it a habit to check in with them and discuss how their progress is coming along, or ask if they need any additional support. Goals may need to be altered or tweaked based on organizational changes, and it’s much easier to regroup when everyone is on the same page. Plus, performance reviews or one-on-one feedback meetings never seem as daunting or intimidating when there has been constant, open communication. 

Related Article: Benefits of Positive Reinforcement in the Workplace 

Celebrate achieved goals to pave the way for continued growth 

Positive reinforcement is one of the most effective ways you can boost employee morale and performance. Whether an employee achieves their end goal or accomplishes a crucial stepping stone along the way, it’s important to recognize a job well done. Acknowledging employees for wins both big and small will encourage them to challenge themselves while also building confidence in their abilities. So celebrate your employees when they crush goals, then encourage them to strive for even more! 

Learn how you can recognize and reward your people your way - request a demo with Qarrot! 

As a manager or team lead, identifying opportunities for improvement, streamlining efficiency, and giving employees feedback are everyday tasks. On the opposite side of the coin, it is also your responsibility to recognize hard work, celebrate employee wins, and lead a motivated and engaged team.

Positive reinforcement is one of the easiest and most effective ways to boost employee morale and performance. Time and time again, we are told that employees flourish in a supportive environment. Recognition and care of your team will ensure they feel not only supported but thrive within your organization.

But what exactly is positive reinforcement, and why is it so crucial in the workplace? At its core, positive reinforcement involves acknowledging and rewarding desired behaviors to encourage their recurrence. It can manifest in various forms, such as bonuses, additional benefits, or the simplest yet powerful form—verbal praise.

The Impact of Positive Reinforcement

Research shows that employees are significantly more motivated and productive when they receive recognition for their efforts. In fact, a large portion of an employee's drive stems from feeling valued by their leaders. By taking the time, even just a few minutes, to acknowledge their hard work, you can inspire them to deliver their best, directly benefiting your organization.

Why It Matters

The absence of positive reinforcement can lead to dissatisfaction and high turnover rates. Studies have found that a staggering percentage of employees cite a lack of appreciation as a primary reason for leaving their jobs. Thus, fostering an environment where employees feel appreciated not only boosts morale but also enhances retention.

Ultimately, integrating positive reinforcement into your management strategy is a smart investment. It doesn't just uplift your team's spirits—it lays the foundation for a thriving, motivated workforce committed to achieving shared goals.

‍Related Article: 6 ways to reward your employees beyond their bank account 

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The Benefits of Positive Reinforcements in the Workplace

There are a variety of ways you can go about instilling discipline and a strong work ethic into your team, but very rarely will negative reinforcement foster desired outcomes or behaviours. 

In addition to keeping your team motivated and encouraged, there are a wide array of benefits from adopting positive reinforcement techniques : 

• Celebrating employees for their hard work will boost their self-esteem, meaning they will be more enthusiastic about their work and more likely to collaborate with others
• Employees who feel valued and appreciated exhibit greater retention and organizational loyalty 
• Positive reinforcement clearly defines and communicates desired behaviors while strengthening the relationship between performance and recognition 
• Employees whose performance is rewarded or recognized are more open to learning new techniques, skills, and taking on additional responsibility
• Recognizing those employees who manage their time effectively will increase productivity and efficiency 
  

The summation of all of these benefits-improved attitudes, communications, and employee performance -- results in a company culture that is untouchable.

Organizations that fail to recognize employee accomplishments will leave team members feeling unappreciated - and unappreciated employees rarely stick around long, let alone challenge or truly apply themselves at work.

Toxic work cultures are known to plague employees with unwarranted stress and fatigue, ultimately leading to burnout and exhaustion. The verdict is in; healthy and supportive work cultures are the only way to go, and positive reinforcement can help you achieve just that! 

Corporate leadership training is a great tool for ensuring that leaders are equipped with the right skills to implement positive reinforcement techniques effectively, fostering a culture of appreciation.

‍Research highlights a compelling link between employee appreciation and job satisfaction. A substantial portion of the workforce, nearly four out of five employees, pinpoint a deficiency in appreciation as a major factor prompting their decision to leave their jobs. This illustrates that feeling valued plays a crucial role in job contentment. When employees perceive their efforts are acknowledged, they are more likely to remain engaged and loyal to their company.

Recognizing employee contributions not only boosts morale but also enhances productivity and reduces turnover rates. It underscores the importance of fostering a workplace culture where appreciation is a priority.

Related Article: 5 ways your workplace can motivate employees

Practicing Positive Reinforcement With Recognition

As explored in our blog post about recognition and retention, one of the leading reasons people leave an organization is because they do not feel appreciated or valued.

Acknowledging an employee’s or a colleague’s work and fostering a recognition-rich environment is a simple way to practice positive reinforcement. Routinely celebrating work milestones and team goals encourages positive interactions—cultivating a culture where employees feel supported and valued. Positive reinforcement can take many forms, ensuring a motivated and engaged workforce. Here are some effective strategies:

• Monetary Compensation: Offering bonuses or raises can directly reward employees for their achievements.
• Flexible and Extended Workplace Benefits: Consider options like additional vacation days, remote work opportunities, or wellness programs.
• Verbal Positive Reinforcement: Simple, sincere words of appreciation can go a long way in making employees feel valued.

The avenues you can take when it comes to practicing positive reinforcement with your team are endless. As long as it is direct and sincere, your organization will reap the benefits of a motivated and supported team. By integrating a mix of these strategies, you can create an environment where positive reinforcement is a natural and integral part of your workplace culture.

Sincerity is the cornerstone of effective reinforcement. When praise lacks authenticity, it loses its impact and can even demotivate. Superficial compliments, handed out too freely, become meaningless noise that your team will quickly tune out.

Instead, focus on being genuine. Avoid the trap of dishing out praise just for the sake of doing so. Meaningful feedback is about timing and authenticity.

Finding the perfect balance between how and when to recognize team members will encourage them to challenge themselves while remaining confident in their abilities. Praise your employees for heading in the right direction, and your organization will follow suit. 

Related article: Types of Employee Recognition (With Examples of Each)

How Specific Examples Amplify Positive Reinforcement

Using specific examples in positive reinforcement in the workplace significantly boosts its effectiveness. General comments like "good job" are indeed motivating, but they lack depth. By offering detailed praise, you convey genuine appreciation and acknowledgment of your employee's unique efforts. This specificity not only affirms their skills but also highlights particular actions or traits you'd like to see repeated.

When you pinpoint exactly what was done well, you provide clarity. For instance, instead of merely saying "great presentation," consider highlighting how their thorough research and engaging delivery captured the audience's attention. This level of detail not only reinforces the behavior but also acts as a guide for future tasks.

Moreover, specific feedback demonstrates your investment in an employee’s growth. By reflecting thoughtfully on their contributions, you create a more personal connection. This fosters an environment where employees feel valued and understood, ultimately increasing morale and productivity.

In summary, detailed positive reinforcement clarifies expectations, promotes personal growth, and strengthens workplace relationships through sincerity and precision.

Related Article: 6 Tips for Giving Better Employee Recognition at Work

How to Effectively Use Verbal Positive Reinforcement in the Workplace

Positive reinforcement in the workplace doesn’t have to be complicated, but it does require sincerity and timing. Here's how you can effectively give verbal positive feedback:

Be Sincere and Prompt

It's crucial to ensure your praise is both genuine and timely. Rather than delivering constant praise, which can seem superficial, focus on being heartfelt. Avoid meaningless compliments, as they can backfire and diminish your credibility. Instead, offer sincere praise when it truly counts.

Be Specific

Vague compliments like "good job" can fall flat. Instead, provide specific examples. Detail what the employee did well and how it contributed to the team's success. This specificity not only demonstrates genuine appreciation but also clarifies which behaviors should continue.

Separate Praise from Criticism

Deliver positive reinforcement independently, without immediately following it with criticism. Mixing the two can make your praise seem insincere. Handle positive feedback and constructive criticism separately, ensuring each one is valued and understood within its context.

By focusing on these strategies, you can create a positive work environment where employees feel appreciated and motivated. Remember, the key is in the delivery—genuine, specific, and appropriately timed praise makes all the difference.

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Learn how you can reward employees on your own terms - book a demo with Qarrot!

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Sometimes - no matter how many hours of sleep we squeeze in or cups of coffee we guzzle - going to work seems like an impossible, insurmountable task. We push through the morning fatigue to slug our way through daily tasks and meetings, absolutely exhausted by 5pm, only to realize our day wasn't that productive. We’ll shrug this off as “one of those days”, and look forward to starting fresh the next morning.

But what if that feeling isn’t a one-off - what if you, or members of your team, are constantly feeling like a candle burning at both ends? Employee burnout is a real thing and it can happen to anyone. 

Many of us will be quick to point the blame on ourselves, second-guessing our ability to handle the stressors at work on top of the unexpected curve balls life can sometimes throw. More often than not, however, the culprit behind employee burnout is how leaders are running their organization rather than the capability of an individual. 

Employee burnout has been around long before our current COVID-19 reality, but tossing a global pandemic into the mix certainly doesn’t help. In addition to the stress and uncertainty brought on by these unforeseen circumstances, organizations have been forced to rethink their approach to employee health and wellbeing. Don’t be fooled - employees can still experience burnout while working remotely from the comforts of home. 

Related Article: The Cost of Poor Employee Engagement 

Based on research conducted by Gallup, there are 5 main factors that contribute to employee burnout; 

1. Unfair treatment at work 
2. Unmanageable workload 
3. Lack in clarity of role 
4. Lack of communications and support for manager 
5. Unreasonable pressure 

Signs & signals of potential burnout

The best tactic when it comes to combating burnout is being knowledgeable on warning signs and acting proactively. While it may be trickier to detect these while working remotely, the earlier you can spot these signs the better. 

• Withdrawal from social activities, group calls, or messaging 
• Lower productivity and efficiency than usual, trouble managing time  
• Easily distracted and unable to focus on specific tasks 
• Frequently using paid time off and sick leave 
• Easily frustrated or overwhelmed 

It is crucial that leaders recognize how detrimental employee burnout can be to an organization as a whole. People are a company's biggest asset, and when that employee morale or drive is lost it won’t take long before it’s reflected in the success of your business. But beyond dollars and cents, routinely burning out employees is not great for the reputation of a company. More burnout means more turnover, which not only costs money and time but can also suggest a toxic culture.   

Related Article: How to Reward Wellness at Work 

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Strategies to overcome burnout 

1) Make self-care part of the routine

This pandemic has been the kick in pants a lot of companies needed to make their people a priority. Practicing human empathy is a large part of supporting your team - pandemic or not. Encourage your remote employees to take breaks throughout the day to destress and regroup whether that means an extra coffee break, meditation, or afternoon walk. Even more, collectively brainstorm strategies for practicing self-care so everyone is on the same page and can identify potential stress signals if/when they occur. 

2) Implement various channels for feedback & communication

Although there is no substitute for face to face interaction, we will be conducting business virtually for the foreseeable future - so embrace it. Ensure your team has a variety of different methods to stay in touch, and don’t neglect to have regular one-on-one check-in with team members - they are more important now than ever. This is also a great opportunity to adopt collaborative tools and applications if your organization has yet to do so. Encouraging transparent and consistently open communication is always a great investment. 

3) Put people first 

The unfortunate reality of employee burnout is that it usually isn’t recognized until someone already has one foot out the door (that is if they haven’t completely left). Question how your team approaches work, their accessibility of resources, and work relationship dynamics. Are your employees feeling supported? Are you investing in your team like you would any other asset of your organization? Prioritizing the wellbeing of your remote employees will only improve productivity and engagement, and in turn, your bottom line. 

Discover how you can strengthen workplace culture with Qarrot - book a demo today!  

In today's reality of widespread freelance work and the tricky task of attracting top talent, companies are constantly evaluating creative ways to keep employees engaged. From flexible workspaces to dog-friendly offices  -  no idea seems too far fetched if it means maintaining employee loyalty. 

You may be surprised to learn, however, that simply recognizing your employees for a job well done should be enough to keep them around. In fact, according to research gathered from Gallup, the number one reason employees leave a job is because of a lack of recognition.

The people behind your business are the company's greatest asset and should be treated as such. For those who prioritize and focus on peer recognition, the end result is well worth the initial investment. 

Collective recognition 

Recognition in the workplace, in addition to motivating and encouraging employees, ultimately aids in fostering a positive and inclusive environment. Most importantly, it should leave your employees feeling valued. Who would want to stay with a company where they feel like their work is not appreciated? Nobody - exactly. Strengthen employee recognition even further by approaching it from every corner of your organization - from individuals to specific project teams and managers. Encouraging peer recognition from every nook and cranny of your company ensures consistency while also reinforcing alignment with company mission and values. The stronger an employee identifies with company mission and values, the more likely they are to be engaged and help create a positive corporate culture. 

Related Article : 6 mistakes that can kill employee motivation 

Leverage technology  

Technology is not only a great medium for delivering employee recognition, but it can also help you learn more about your employees and what actually motivates them. Here are a few simple ways you can leverage tech to promote a recognition-rich environment that keeps everyone engaged! 

• Send questionnaires or polls throughout your company to learn what kinds of recognition are validating for your employees and what drives them in their position
• Adopt an employee recognition platform that can automate your processes and take administrative pressure off your plate
• Consider tying gamification aspects into your recognition process to encourage teamwork and friendly competition between employees 
• Avoid recognition hierarchy that simply moves from management and below; promote a level recognition playing field between colleagues 

The cost of poor recognition 

It will not take very long for your employees to start looking at exploring their options if they feel like their hard work is not being appreciated, let alone rewarded. The cost of a poor employee retention rate and onboarding far outweighs the costs of implementing a recognition and rewards process. 

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When it comes to employee recognition and retention, the numbers don’t lie ; 

According to findings from Gallup, only one-third of employees feel like they are recognized for a job well done at work. Perhaps even more concerning is that 65% of employees report having no recognition whatsoever.

Findings from revealed that highly engaged employees are 87% less likely to look for work elsewhere compared to their unengaged colleagues. 

A staggering 47% of employees searching for work elsewhere cite poor company culture as the main culprit for wanting to leave a current position.

Based on studies from Bersin & Associates, companies who leverage recognition programs are better equipped to handle employee engagement and have a 31% lower turnover rate. 

When it comes to the cost of onboarding, The Center for American Progress reports an average cost of 16% - 213% of a position's salary just to find a replacement. 

Related Article : 6 ways to reward your employees beyond their bank account 

Although welcoming new members to your team is always exciting, it would be pretty disappointing to learn that previous colleagues left because of something as simple as recognition. Recognizing your employees does not have to be an expensive spectacle - a quick email highlighting an individual and their work is an easy way to acknowledge team members. Regular turnover and routine onboarding are expensive endeavours in terms of time, money, and resources. The sooner an organization can realize the important role recognition plays in the employee experience, the sooner they will benefit from a fully engaged and loyal team. 

Discover the benefits of peer recognition and rewards yourself! Book a demo with Qarrot!

In light of the current COVID-19 pandemic, you will be hard pressed to find a company that has not somewhat, if not completely, transitioned to a virtual workplace. With so many of us opting to work from home following public health advisories, video chatting and instant messaging have never been so popular. Although learning to work remotely can come with a bit of a learning curve, it doesn’t mean you have to feel disconnected from the rest of your colleagues! 

1. Encourage visibility amongst your team

Every workplace has its own morning coffee or lunch break ritual, and just because we’re in the middle of a pandemic doesn’t mean you have to go without it. It’s a good idea to mirror those same office interactions while your team is working remotely. This is also a great opportunity to opt for video chatting - just because we’re working remotely doesn’t necessarily mean we have to lose face to face interaction. Designating specific times to catch up with your colleagues, whether they be work-related or just casual chit chat, is important to maintain a human element while communicating virtually.

Related Article: Remote Workforces: The New Employee Engagement Challenges 

2. Celebrate wins and recognize successes 

Social distancing doesn’t have to get in the way of celebrating your team's accomplishments and hard work! There are other ways you can acknowledge your colleagues while working from the comfort and safety of home -  like hosting a virtual happy hour or delivering a surprise care package. This would also be a great opportunity to introduce an employee rewards and recognition program, enabling you to strengthen workplace culture even while operating remotely. Encouraging positive interactions between colleagues will improve employee performance while reinforcing company values. 

Related Article: 5 Reasons You Can’t Afford to Not to Have a Recognition Program 

3. Get collaborative 

An estimated 75% of employers consider teamwork and collaboration very important in the workplace. Even though your team may be spread out over miles, rather than just offices, there are lots of tools that your team can use to collaborate effectively while working remotely. Here are a few of our favourite tools when it comes to organizing, managing, and tracking collaborative projects :

• Trello Board
• Google Docs 
• Slack
• Asana 
• Quip
  

4. Share with your colleagues

While some members of your team may be seasoned professionals at working remotely, this is a new normal for most of us. Sharing pictures or videos of life while working from home is a great way to keep your virtual team feeling connected. From sharing home office decor ideas or a recipe that everyone can try for a team lunch. Why not include your pet on the next video call? Even though everyone is working in their own space, it’s still important that team members feel connected and have a sense of belonging.

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5. Don’t forget about yourself‍

At the end of the day, working remotely and solely relying on technology to communicate with your colleagues can get the best of anyone. While it may be easy to lose track of time and dive into tasks, set boundaries between work and the rest of your day. Establish set times in which you will be available for your colleagues and when you will be logged off. Ensuring you make time to focus on your interests and hobbies outside of work is important. Allowing yourself to unplug and recharge means that you can bring your best to the team every day. 

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Interested in virtually recognizing and rewarding your team?  Schedule a Demo with Qarrot!

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According to recent numbers from Statics Canada, an estimated 4.7 million Canadians have transitioned to working remotely since mid-March. Following the declaration of the COVID-19 pandemic, millions of Canadians are now commuting no further than their living room or kitchen. While some of us have settled into the routine of working from home, this sudden shift to a remotely based workplace presents a slew of new challenges for employers. The reality is that COVID-19 will continue to impact how we work moving forward, even after the pandemic, and the ways in which companies conduct business will have to reflect that. ‍

Flexible Working Environment ‍

Chats around the water cooler and conference room meetings may be a thing of the past. Ottawa based tech company, Shopify, has already preemptively closed their offices until 2021. CEO Tobi Lukte described Shopify as a “digital by default” company on Twitter, meaning that some 5,000 employees can continue to work remotely even once COVID-19 restrictions are eventually lifted.

While some employees have adapted well to working remotely, others are looking forward to returning to the office when life is back to some form of normalcy. However, even if your workplace does open following the pandemic it will likely look very different - particularly when it comes to enforcing social distancing measures. Many employers will shift to a more flexible working arrangement - giving employees the option to divide their time between home and in office. This compromise ensures that employers can follow cleanliness and social distancing practices and employees can still feel connected to their colleagues and pre-pandemic routine.

Related Article: Do Your Remote Employees Feel Looked After? 

Company Culture Reimagined ‍

There is an undeniable link between a strong company culture and employee success. Friday beer carts and ping pong tournaments were routinely credited for their ability to bring coworkers together. Our new reality, however, will force us to foster that same familial culture without being in the same space. Although it may feel impossible to achieve or maintain a strong company culture with the majority of your team working remotely, many companies have already found new ways to bring co workers together. For example, virtual happy hours, surprise deliveries when celebrating accomplishments, or outdoor activities (as long as social distancing rules can be applied). It isn’t impossible to cultivate or foster a strong company culture in light of COVID-19, it just takes some thinking outside of the box.

Related Article: How to Keep Your Startup Culture Thriving‍

Communications and Automation Tools ‍

If working from home has taught us anything, is that there are indeed many meetings that could have been easily conveyed in an email. This new era of remote working means that employers will have to substitute regular in-person meetings with virtual chats or messaging. Telecommunications has, and will continue to be, our new normal - whether that means video chats with our managers or prospecting clients over the phone. It will also be interesting to see if there is an increase in the adoption of automation tools during these uncertain times. Automation tools could be particularly beneficial during these uncertain times as companies try to navigate the uncharted waters of life after COVID-19. From sustainability to cost effectiveness or information management, replacing an existing workflow for an automation tool could mean one less thing a company has to worry about. 

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Based on what we have seen since March, everything points to a workforce that is open to adapting their processes so employees can work effectively from home. That being said, it will likely take some trial and error before any best practices or methods can be nailed down. While this pandemic has brought much uncertainty, one thing is for sure - the future of work will look very different. ‍

Looking for tools to engage your employees from home?  Request a Demo with Qarrot

In today's ultra-competitive recruiting and hiring environment, retaining current employees is a crucial component of your business’s success. While a good salary is a strong start, monetary compensation is not the only way to reward — and, most importantly — keep your employees.

The evolving nature of today’s workforce demands that employers look for more creative ways to attract and retain talent. Increasingly, flexibility, purpose, growth opportunities, and belonging factor into prospective and current employees’ decision-making about where they work. None of these necessitates a big price tag. However, for many organizations, they represent a shift in thinking and attitude around how employees are managed and how business is conducted.

Here are six recommendations for improving your employee experience without breaking the bank.

Offer flexible schedules, work-from-home options, time-off rewards

Each employee’s life is likely to be different, so one-size-fits-all scheduling can be restrictive. What seems ideal for a twenty-something part-time student may not be the dream schedule for a working parent who lives in the suburbs. Allowing for flexible work hours not only reduces the need for micro-managing timesheets, but it also alleviates some pressure from your workers. If a sudden traffic jam strikes, they should not come running into the office, panicked, in fear of being reprimanded for being late.

The same mentality should apply for work-from-home options. It can be built into your employment offer, to be used at the employee’s discretion, or as a reward, based on seniority, sales goals/quotas, etc. Additional personal days can be calculated and accumulated on the same basis.

While this loose structure may seem like chaos to some, it’s important to note that the kind of employees any hiring manager wants to onboard and keep are not going to be the type to abuse these privileges. A little trust can go a long way in making the right type of worker feel valued.

Provide opportunities for training

Continuous training is an important component in keeping employees engaged because it can help reduce complacency and stagnancy. If you allow your team opportunities to build on their knowledge and training, they will feel challenged, and in turn, bring better results to their role.

Consider allowing for training outside of their respective field as well. Learning and developing skills outside their role may not only build confidence in your workers, but it may also show you rising stars you didn’t know you had among your team. This can include conferences and events in your area, as well as training capsules hosted by various teams in your organization.

Recognize large and small achievements

Employees should be rewarded when they meet large goals as well as smaller milestones. Being genuine in recognition is key, and this is especially true when it comes to acknowledging your employee’s accomplishments. Your people want to feel valued for their hard work, but they do not want to feel infantilized for submitting a report on time, or following email etiquette correctly.

Giving verbal recognition in a public way, such as during a team meeting, can be a good option. Use a meeting to formally recognize someone’s efforts or results, if they are the type of person to be comfortable with that type of attention. Some employees may find more genuine value in private recognition.

Choosing the right achievements is key. Pick moments that feel natural — if you were in their shoes, what types of acknowledgments would you like to receive?

Reduce supervision

Employees appreciate independence. Autonomy taps into a deeper, more personal motivation, and boosts creativity and productivity which leads to a more successful business. When an employee or team has proven they’re highly capable, sometimes the best reward is to be trusted to continue performing well with reduced oversight.

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Be sure to not fall into the false “no news is good news” trap, however — check in with your team regularly, but strive for a more hands-off where possible. They will continue to feel your trust, but not feel forgotten.

Catered lunches

It’s one of the oldest tricks in the book, but it’s a classic for a reason. Free lunch, whether frequent or occasional, is a simple and effective perk. It brings your team together in a more social way, instead of having them all scatter off to various fast food counters in the neighborhood on their break. By assembling everyone in one place for mealtime, you help build a sense of camaraderie amongst your team. Positive workplace relationships are a huge part of a happy work-life for any person.

Bonus tip —choose healthier food options. Healthier diets create healthier employees, so encouraging better health choices can reduce the need for sick days and increase productivity.

Fun social events

Team-building activities are a great way for employees to get to know each other better. Leaders that create a more socially engaged workforce can keep their teams working well together longer.

Celebrating team or company achievements and milestones with a party is another great way to encourage teamwork. It doubles as recognition for an individual’s role in this larger-scale success, as well as pride in being part of a team with successes worth celebrating.

Timing is everything

While all these recognition tools can be successful, it’s important to use them with intention. They should not be used as a consolation prize when a promotion or raise is deserved, or as a last-ditch effort to boost morale. They are part of an ongoing culture of employee engagement, so be sure to be mindful when you use them. Being genuine and well-timed is the key to any good recognition.

Recognition in the palm of your hands

At Qarrot, we understand the importance of employee engagement. We make employee recognition easy, fun, and effective for small to mid-sized organizations by providing a complete solution.
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Book your demo today to see more about how Qarrot can help you be leaders in employee engagement!

A startup culture is often defined as one that respects the individual, values creative problem-solving, open communication, and a flat hierarchy. It focuses on its team members and promotes adaptability at every level. Having a clear vision, shared values, and a commitment to success are all likely key ingredients to early success in a startup.

But how will you maintain your startup culture as the company grows?

What is Startup Culture?

Firstly, what makes startup culture so unique? It’s about a clear identity, growth strategy and relationships, all based on the company’s core values. There are typically 4 key components that make up any successful startup culture:

1. Value of the individual

In the fast pace of a startup, it’s easy to get lost in the next milestone, or the larger goal. It’s important to highlight that each worker is a key piece of a larger puzzle, and that their contributions are valued. A timely, genuine "thank you" from a leader goes a long way toward engagement.

Startups can have high turnover rates, as their pace and structure is not for everyone. It’s important to acknowledge the value of the individuals who continuously add not only to the success of the company, but to the culture itself.

2. Flat Structure

In a flat structure, decision-making occurs at the staff level; it doesn't happen in closed meetings, reserved for a handful of execs. Employees in a flat organizational structure are given significant independence with little to no supervision.

A flat structure is often more empowering for employees. It also encourages an atmosphere of openness and transparency that speeds up decision-making and company progress faster than a rigid hierarchy.

3. Openness

From open communication to an open-door policy to an open floor plan, openness is a key element of startup culture. Stemming from a flat structure, open communication allows people in various positions to share their ideas without closed-door meetings. An open floor plan can facilitate this by promoting more interactions between coworkers.

Related article: How to Incentivize Creativity, Innovation and Out-of-the-box Thinking

4. Business agility

New startups must adapt quickly to market pressures to survive. Trends, customer behavior, and competitors can change quickly. Business agility is the ability of an organization to:

• Adapt quickly to market changes - internally and externally;
• Respond rapidly to customer demands;
• Adapt and lead change in a productive and cost-effective way without compromising quality.

This agility is also required of the team at all levels, requiring that both individual and team goals are clear and in focus. Flexibility is key, from deadlines to projects, to employees and the culture itself.

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How do you keep your startup culture alive?

As a company grows from that initial team of a handful of driven minds in a 200 sq. ft. office, to a well-oiled, multi-department machine, it’s important to keep the components of your startup culture thriving. The types of personalities that are drawn to startups are often enticed by the culture, so maintaining will help keep employees engaged, and help with retention.

1. Remain transparent

Ineffective communication is a consistent source of frustration for workers in most industries. This can be especially true in startups, where the speed with which things grow and change can allow little time for lengthy emails or meetings. The type of communication that worked when you could simply tell a coworker an update across a small office will not work for a startup that now boasts 50+ employees.

Being on top of transparent and effective communication is essential, to keep that element of openness at your startup’s core.

Utilize internal messaging systems like Slack, which allow for channels to be created for topics, teams, projects, etc. Be sure these channels are monitored for relevancy, however. An abundance of unnecessary information is just as frustrating and confusing as a lack of information altogether.

Being transparent in all communications, be it in a messaging system, by email, or in meetings, will allow your team to feel they are trusted, and that their input in valued. They may have a solution to a problem that has not been presented yet. If they feel they have the space to share their ideas, productivity will increase.

2. Acknowledge contributions

Even though startup culture is about working as a team towards a common goal, it’s equally important to acknowledge the contributions made by individuals within the organization. In fact, recognizing a team member's contributions helps to strengthen their emotional bond to both the company and its culture.

This type of recognition can come in many forms, from tangible rewards, like gift cards or paid lunches, to additional paid vacation days, work-from-home privileges, among others.

Be sure that whatever form of recognition you chose, your employee feels that their contributions are being genuinely valued by the organization. They should not be working for a reward. Rather, they should feel an added sense of accomplishment when receiving one.

Related article: Employee Recognition – It’s Not Just About The Money

3. Listen to new ideas

Many employees hesitate to share ideas with higher-ups, so hold workshops or meetings that encourage the flow of new ideas. Having designated time or space for facilitating idea-sharing shows your team that you value their input. If your startup does truly embrace a flat hierarchy, these types of exchanges will only further promote that. These meetings can be weekly, biweekly, or monthly, depending on what works best for your day-to-day.

If in-person meetings are not possible as frequently as you’d like, be sure there is a designated virtual ‘space’ for your team to share their ideas. If you have an internal messaging application, create a group or channel designated to that purpose.

4. Be constantly evolving

As is core to the business of a startup, constant change and agility are necessary for the culture as well. Your business’s core values should remain unchanged, but the way they are applied in the everyday lives of your workers must evolve. Many companies fall into the “culture fit” trap – employees who do not fit their current way of working, those to question processes and procedures, who speak up often in meetings, are not a culture fit for the company.

When a company is small, it’s easy to focus on hiring those who fit the mold, as the dynamics of the team are very close and limited. However, for your company and its culture to get better, you need to add diverse ideas, experiences, values, and personalities to the mix.

By overly focusing on candidates who are a good “culture fit”, you are likely to miss out on a lot of incredible minds. You also risk creating a monoculture – one that doesn’t evolve over time and risks leaving those who don’t fit feeling alienated. While the team needs to keep up with the growth of your business’s success, your company’s culture needs to keep up with the growth of your team.

Related article: Motivating Different Personality Types

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Easy engagement that grows with you

With the pace of your business ever accelerating, employee recognition in a startup environment can easily fall through the cracks. Qarrot makes employee recognition easy, fun, and effective for small to mid-sized organizations by providing a complete solution.

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Book your demo today to see more about how we can help you be leaders in employee engagement!

It’s a given fact that employers have a duty of care to all employees, including Lone Workers. It's the responsibility of employers to ensure that the mental and physical well-being of all of their employees are cared for, especially since there is a growing number of employees silently suffering from mental and physical illnesses. According to the World Health Organization, over 264 million people suffer from depression and anxiety, which can gravely affect their productivity and performance. Both depression and anxiety have a great economic impact, amounting to US$ 1 trillion per year in lost productivity.

Fortunately, there are many simple ways employers can look after their employees. Pain Free Working explains that surveys have found that simple things work best to help them increase their productivity. Office workers enjoy having the ability to personalize their workspaces and work in places with natural light and better air quality. While it is easy to check on in-house employees and apply policies that will safeguard their mental and physical well-being, it becomes a challenge for employers when it comes to lone workers because they can’t exactly provide these things.

That being said, employers must look for ways to make lone workers feel included, and there are multiple ways to do this. For starters, employers can have meaningful conversations with the employees about the risks of working alone and, together, come up with plans to mitigate said risks.

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Here are some more tips that employers can follow to make remote employees feel included and cared for:

Have steady communication

One simple yet easily overlooked tip is steady and open communication. With how advanced technology is today, it's very easy to maintain informal conversations and, in turn, a better connection with your lone workers. Forbes highlighted how using collaborative software like Slack or even a closed Facebook Group can help employees get to know each other, inspire one another, and also spark each other's creativity.

Remember to include and recognize them

Your remote employers may not be with you in the office every day, but they are gravely affected by every project you take on and every decision you make. When under a tight schedule, it is all the more important to ask for their participation and opinion. The same principle also applies to every company celebration. Additionally, while it is easy to give recognition to an onsite employee, say during breaks, you have to take the time to find an opportunity to recognize remote employees in front of their peers to keep their morale and spirits up.

Have longer one-on-ones

Since moments that build rapport are scarce for remote workers, as an employer, you can make up for this by having longer one-on-ones. Business2Community suggests arranging weekly team calls to help your workers feel that they're still part of a team despite working alone. For even better results, set up a schedule where you spend at least a full hour of your time talking to each remote worker every week and make sure that you ask remote-specific questions. It also pays to ask questions about their career paths and listen to their goals and aspirations. Offer advice and, if possible, work together to find ways through which your company can help them achieve their long-term and short-term goals.

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Conclusion

It's no secret that employees work harder when they know the company appreciates them, and making your remote workers feel looked after could mean the difference between developing a long-term professional relationship with them and just being another "for-the-meantime" job. It may be hard to find ways to recognize their achievements at first, but luckily you can use specialized platforms to make this process easier.

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Book a demo with Qarrot today and see how it can help you connect with your team through positive praise!