Bronwyn has arrived for her first day at her new job. She’s a little anxious and excited about getting started. She’s going to meet lots of people and learn many things over the days and weeks ahead. And she will eventually be recognized by her peers in the company’s employee recognition software.
There is something special about the first time a person gets recognized by their peers. And the experience never gets old.
As she gets settled in, she too, will recognize her teammates for their outstanding accomplishments. She will also be learning about what some of her colleagues are passionate about through their Bucketlist profile. She will notice that some people on different teams and in other departments have similar interests.
Maybe it’s whitewater rafting or Crossfit. There may be a group training for the annual half-marathon in their city. Another is focused on a charity bike ride together.
By finding common interests amongst her peers, Bronwyn will feel more like an insider. By giving recognition, she will be integrating into the business faster.
Through giving and receiving recognition, Bronwyn is becoming a member of the company’s family.
Company culture is hard to build and harder to maintain
Developing an effective company culture is one of the most important tasks a company has. Culture defines who you hire and how they are onboarded. According to Groysberg, Lee, Price and Cheng in the Harvard Business Review, strong company culture will keep your best employees engaged and loyal. 92% of 1348 North American executives believe that culture is a major factor in firm value.
But company culture can also be difficult to maintain.
Company culture can be a challenge for a variety of reasons. When people are located in four different buildings, it’s tough to foster a cohesive culture. In 2020 when offices went remote, keeping your people motivated and interacting was also challenging at times.
Different offices and remote locations may have seen teams become siloed and cut off from other parts of the firm. Maybe marketing isn’t as close to sales as they need to be. Or your dev team isn’t communicating with your sales team as well as it could be.
From experience, teams that work in a silo lead to lack of communication, often resulting in friction between peers and lower employee satisfaction.
We’ve written on this topic before, but low employee satisfaction leads to low retention, and replacing and onboarding new talent consumes your precious time and is costly to your business.
Rewarding success has never been easier
Back to Bronwyn.
She was hired because she was a good fit for the company’s culture. She’s smart and capable. She can do the job. But her effectiveness will depend on her ability to communicate with different teams.
Through a well-structured employee recognition and rewards program, she will get to know key people more proactively. Those relationships will enhance the ability to get work done.
Let’s say Bronwyn is in sales at a tech company. Numerous colleagues will be involved in closing the deal she is running.
- John, the Solutions Consultant,will lead the product demo.
- Jen in legal will be crucial in getting the NDA, contracts and red lines done in a timely manner.
- Belinda in Marketing will supply the supporting ebooks and webinars.
- After the papers are signed, the deal will be passed to the Simon on Success team to do the onboarding.
Every time a deal is won, Bronwyn can publicly recognize and thank each of those people through the employee recognition platform.
This is the kind of recognition that builds loyalty and team cohesion.
Give everyone a voice
In Daniel Coyle’s book The Culture Code, he identifies several elements in successful company cultures.
He emphasizes how successful companies are painstaking in their hiring process. They are also quick to eliminate bad apples. But the two most important elements are making sure everyone has a voice and creating safe collision-rich spaces.
Making sure everyone has a voice can be difficult to implement and maintain. However, in an environment that emphasizes diversity and inclusion, this is paramount. A voice means the ability of every group member to be able to raise any issue to the leader no matter how uncomfortable.
But a voice can also include having agency in recognizing the accomplishments of team members.
Collision-rich spaces allow for serendipitous conversations and interactions. These spaces are ideal when they are physical. However, they can also be facilitated using software.
Employee recognition software gives you a way to create the foundations for virtual collision-rich interactions.
When gratitude and appreciation are shared freely amongst people in a business, barriers fall. Getting to know people through their diverse interests enhances inclusion. Seeing employees as people with common interests leads to friendships and a sense of belonging.
Your company culture represents your core values and shapes everything you do. Now you can amplify these values with the virtuous feedback loop of employee recognition and rewards.
Bucketlist Rewards is an easy to use, crowdsourced employee recognition and rewards program for busy HR professionals. Book your demo today!