Most of us in the industry are well in tune with the fact that Wellness is a key area of focus for many companies these days.  Companies are doing as little as simply offering literature to as much as opening workout facilities with fitness classes on site.  A recent article from The Boston Globe highlights a few local companies and what they are doing to achieve desired results.  What the reporter fails to mention is how a reward and recognition program seamlessly can tie into a company’s wellness program and not only increase workforce motivation but also drive participation and results.

Studies have shown that a healthier workforce is often a more engaged workforce – which as we know can have a positive impact on morale and the bottom line.  Here at All Star, our Wellness program has seven areas of focus (Healthy Eating, Exercise & Activity, Smoking Cessation, Financial Health, Social Responsibility, Disease Management, and Weight Loss).  Throughout the year there are opportunities to participate and earn points within these seven categories.  The points are loaded into our employee performance/peer to peer program and can be combined with all other points that employees earn for performance based behaviors, length of service, etc.  The programs go hand-in-hand and the chance to earn points for wellness initiatives plays a significant role in driving participation.

Certainly, the health benefits are significant and the potential insurance cost reductions are impressive however there is no denying the added value that a points program can bring to the table as a main component/driver of a company’s wellness program.  Despite that it was not the focus of this article – it will be interesting to see if the Massachusetts State Department of Public Health will include rewards and recognition programs in the guidelines, it plans to release later this month, to help businesses design effective wellness programs.

Click HERE to read the complete article.

As related follow up to our resident product guru (Allison Wooten’s) blog “Are PCs a Dying Breed?” an interesting study reveals hat Tablets are the go-to alternative to TV — and PCs and Smartphones are not keeping up/

Tablets have not eclipsed TVs however are becoming the preferred “second-screen” alternative for viewing full-length episodes.  The portability of the Tablet is undeniable — allowing users to easily watch while on the go or simply from the comforts of their own bedroom.

According to the study, 62% of Tablet users are spending 2.4 hours per day on their device!  Given all that we have to capture our attention during the day – that statistic is significant.  Perhaps one of the most interesting points from the article is the deep emotional connection that Tablet owners have with their device.  Owners claim that Tablets make them more relaxed, happier, and more effective at managing life.  This type of emotional connection is tough to beat and just what the marketers and manufacturers would hope for — likely making the Tablet the go-to product for some time to come.

It seems that every day a new social media tool sneaks its way onto our radar screens – but there are certainly a few key standouts (based on usage, followers, visits, etc.) that are worth a company’s time. An interesting Linkedin article/infographic breaks down usage and demographics on the top sites.

As we all know there are various applications for social media in the business world. There really are so many ways to use it effectively. With the information included in this graphic – businesses can certainly streamline their focus to attract the customers, employees, etc. that they are seeking through this undeniable medium.

As it relates to the incentive industry, many companies may shy away from allowing access to these social media sites to employees while on the job but that does not mean they should be ignored relative to the scope of the program. Promoting a rewards program through social media may just be the trendy tool to attract employees whom are on the fence about participating. Speaking to your employees outside the walls of the company through a channel where they spend a significant amount of their time may be the perfect no-pressure way to inspire and motivate desired behavior change.

A recent Forbes article speaks to a new wave of employee confidence to which company executives should take note.  In an economy that continues to struggle (with slight improvements) – employees are finding their confidence and slowly emerging from the “I’m just happy to have this job” fog.  Companies need to recognize that to motivate their employees to not just work harder but simply stay on the job – incentives are critical.

The article discusses the need for companies to launch incentives before their employees launch themselves into a new job.  What’s unfortunate here is that companies do not already have these incentives in place.  While times of economic struggle often cause companies to tighten their belts — these are the times when incentive programs are needed most and instead of being cut – should be embraced and enhanced.

When employees see their co-workers packing up their desks and being walked out the door – they need to be reminded that despite tough changes – they themselves still have value and are needed at the company.  What some executives don’t realize is that employees do not inherently know this and need to be reminded often – which is exactly the type of impact incentives can have.

The author also makes mention of wellness programs.  Many companies have begun implementing wellness initiatives and are best served when they opt to tie it in with an overall incentive program.  Wellness and incentives are not mutually exclusive.  When tied together these two initiatives can further engage employees and remind them that the grass is not always greener.

Forbes Article

In sales and business in general, we are always looking for ways to generate leads, make connections, promote our business, and network. With social networking sites and online tools, it has never been easier (or more overwhelming) to get connected and be heard. But with all of the options – what is the best and do we really need to have our name associated with every site out there? The answer to those questions is subjective but certainly one thing is undeniable – you can’t ignore it (it’s not going away)!

Click here for a graphic representation of some of the things that happen every 60 seconds on the internet (and think about how many of them could positively impact your business if you were connected to them).

In the article “The Top Ten Reasons Why Large Companies Fail to Keep Their Best Talent,” I believe that the writer omits one very significant reason.  Rewards and recognition clearly play a critical role in keeping top talent at both small and large companies — but were left out of the article.  Companies that choose to ignore this fact will notice that it is a contributing factor to their best and brightest walking out the door.

The fact is, no matter what a person’s position within an organization, they want to be recognized and rewarded for their hard work.  Many companies will say, “Well, that’s why they get paid the big bucks.”   And on some level that is true.  But compensation only goes so far.  Employees inherently desire to be patted on the back for a job well done.

According to a survey conducted by the Society of Human Resource Management (SHRM),  voluntary resignations are rising – 90% of employees cite lack of recognition and feeling underappreciated as reason for leaving.

So, while the writer of the article makes many valid points, rewards and recognition simply cannot be left off the list.  The benefits of a carefully structured rewards and recognition program go well beyond employee retention to encompass employee motivation and goal attainment, customer satisfaction and retention, and more.

Recently in the news we learned that many anonymous donors are paying the layaway balances of families less fortunate enabling them to fulfill their holiday hopes.
(Anonymous Donors Pay Off Kmart Layaway Accounts)

What I like most about this story is the spirit of “paying it forward” that comes to life.  This concept, while often plentiful at the holidays, truly is one that can be applied year-round not only in one’s personal life but also in the work place.  The beauty of the concept is that the gesture need not be a grand one for it to leave a lasting impression on fellow employees or the organization as a whole.

I firmly believe that paying it forward in the workplace – whether it be offering to help someone with a one-time project, being a person’s back-up while they are out of the office, or sharing a positive attitude can be inspiring to others and inherently encourage them to pass it along.  Employers can benefit by encouraging these types of pay it forward acts of kindness as a work environment that fosters teamwork and support is a happier, more engaged place to be.

Maybe my sentiments are overly filled with the joy of the season but none of the things I mentioned cost any of us anything – and these are the types of rewards from which our co-workers and employers can benefit way beyond the holiday season.  So, embrace the pay it forward mentality beyond December and you may just reap the rewards yourself.