Employees are the biggest asset in every business.

A well constructed employee recognition program will be the best return on investment your organisation could have. All too often, the only employees who receive attention from management are those whose work habits have negative impact on the efficiency and productivity of the organisation.

These so called attention grabbers have been those who received a talking to for their absenteeism, inattention to the task at hand, carelessness etc. The list is endless. But what about the "good" employees? Shouldn""t we be giving the majority of our attention and rewarding those employees who make an organisation successful?

Rewards Online Employee Recognition Program is designed to recognise the positive. It rewards those employees who do a good job day after day, year after year. It never fails to call attention to those employees whose work habits have a good impact on your organisation.  

A recent study by the US Department of Labor reported receiving 13 cost saving suggestions per 100 employees with fewer than 25% of these suggestions actually being implemented. In Japanese companies, 67 employees out of 100 offer cost saving suggestions of which 80% are implemented. The message in this is that your company needs to look at how it motivates and creates an environment for employees to willingly put forward suggestions.

The benefits of an Employee Recognition Program are considerable:
Your HR department will notice a lower employee attrition rate. The cost of employee churn is massive and a team that stays together is better than one where the employees are turning over regularly.

Employees are rewarded for making improvements to their processes and the general conduct of the business. As a result they are constantly looking for ways to make suggestions that will earn them points.  The benefit can considerably outweigh the costs. There have been numerous examples of new products or processes being initiated by employees who have been motivated enough to make a suggestion in the first place. On the other hand, disgruntled employees will withhold these gems of opportunity.

RewardsOnline will work with your organisation to devise a framework for behaviour which outlines the expectations. Whether it is the code of conduct, the mission of the company or acceptable KPI benchmarks, every one in the organisation will know what is expected of them and how they can do better.

Employees will drive each other to greater performance through healthy, measurable competition.  When team goals are introduced, managers won""t need to remind employees to lift their game, their peers will. Moreover, family members will seek to drive the employees as well.

After a Merger
Organisations which are merging and have 2 different cultures The new company can set the standard by establishing a centralised framework for performance. Employees know what is expected and are rewarded for behaving in the "new" way.

• Employees who do well can display a trophy (rewards prize) at their desk, which drives those around them.
• Employees are rewarded for improving themselves, so there is a lift in the natural talent of your employee pool.
• Employees know there is there is no favouritism if the performance criteria is standardised to apply to everyone and signed off by everyone.
• Employees are driven to a central communication point (the website), which in turn is an efficient permission based place for communication. (The 21st century bulletin board). The more the employees visit this site to see their points and shopping options, the more valuable the site becomes as a communication point.