Whether you’re planning a full-blown bash or just want to add a few patriotic touches to the workday, there are plenty of creative ways to make the holiday fun without going over the top. The right 4th of July office party ideas can turn a regular workday into something your team actually looks forward to.

From bold office decorations to engaging work activities, we’re sharing ideas that are realistic, team-friendly, and easy to pull off, no matter your budget or schedule. You’ll also find inspiration for food and drink, as well as virtual ideas to include your remote crew in the celebration.

Festive 4th of July Office Party Themes

A good theme makes everything feel more intentional and fun. No matter how extravagant or low-key you keep it, the right theme can bring your office together and spark creative ideas for food, decor, and activities. Here are a few 4th of July office party themes that are easy to pull off and full of patriotic spirit:

Office backyard BBQ

No backyard? No problem. Transform your breakroom or parking lot into a cookout-inspired space with picnic tables, red-and-white checkered tablecloths, and a speaker playing summer classics. Bonus points if you host a grill-off or serve up burgers and dogs from a local vendor.

American history throwback day

Add a fun twist to the holiday by encouraging employees to dress up as figures from U.S. history. Founding Fathers, Rosie the Riveter, Uncle Sam, or even a Statue of Liberty hat for the more relaxed crowd. Display trivia facts around the office and reward the best costume with a prize.

Stars, stripes & spirit week

Stretch the celebration across multiple days with small themed events each day leading up to the Fourth. Think “Red, White & Blue Day,” “Patriotic Pajamas,” or a friendly “Decorate Your Desk” competition. It’s a great way to keep the energy up during a short workweek.

Made in America celebration

Put the spotlight on products and snacks that are American-made. You can decorate with logos from iconic U.S. brands and serve treats like Cracker Jacks, Coca-Cola, and apple pie. Use it as a chance to support local businesses, too.

Red, white & bingo

Bring everyone together with a themed bingo session using patriotic visuals instead of numbers. Think flags, fireworks, eagles, and landmarks like the Liberty Bell. Use small prizes for winners, like extra PTO hours, gift cards, or office bragging rights. It’s low-cost, inclusive, and gets people chatting without needing athletic skills or costumes.

4th of July Office Decorations That Pop

You don’t need a professional event planner to give your office a patriotic glow-up. A few smart decoration choices can completely transform the space and set the tone for the day’s festivities. Here are some easy, impactful Fourth of July office decorations your team will actually appreciate:

DIY desk decor kits

Provide employees with mini decoration kits featuring flags, banners, red-and-blue streamers, and small desk signs. Turn it into a friendly competition for the best-decorated space, or let people decorate at their own pace for a less competitive vibe.

Red, white & blue balloon wall

Balloons are an easy way to make a statement without spending a fortune. Create a red, white, and blue backdrop for team photos or video calls. If you’re in a hybrid office, ask remote team members to set patriotic Zoom backgrounds and host a screenshot contest.

Star-spangled entryway

Make a big first impression by decorating the main office entrance with flags, garlands, or a balloon arch. Add a themed welcome sign or a lightbox message, such as “Stars, Stripes & Sign-ins,” to greet employees as they arrive.

Tabletop centerpieces with a twist

Repurpose mason jars or tin cans as centerpieces by filling them with pinwheels, mini flags, or red, white, and blue candies. You can also place small trivia cards about U.S. history at each table to spark conversation during lunch.

Patriotic snack station

Combine decorations with treats by creating a red, white, and blue snack bar. Use clear containers to display snacks like popcorn, pretzels, strawberries, and M&M’s sorted by color. It adds to the visual appeal while giving everyone something to munch on.

Engaging 4th of July Work Activities

A well-planned activity can be the difference between an awkward gathering and an office party people genuinely enjoy. The best 4th of July work activities are simple, inclusive, and give employees a reason to step away from their screens for a little fun. Here are a few ideas that check all the boxes:

Office olympics

Split the team into red, white, and blue groups and compete in lighthearted games, such as chair races, trivia rounds, paper toss, or a mini obstacle course. Keep score throughout the day and award medals (or snacks) to the winning team.

Watermelon eating contest

It’s messy, it’s funny, and it’s an instant crowd-pleaser. Whether you go head-to-head or time participants individually, a watermelon eating contest is a low-cost activity that always gets people laughing. Just have napkins (and a camera) on hand.

The great American playlist battle

Let teams or departments submit their best patriotic or summer-themed playlists, then play them throughout the day. Have the office vote on their favorite and crown the team with the best taste in music.

Charity challenge

Tap into the holiday’s spirit by organizing a small-scale charity initiative. Host a supply drive for veterans, write thank-you notes to service members, or put together care packages. It’s a great way to bring meaning to the celebration while reinforcing your company’s values.

American trivia showdown

Host a quick trivia session focused on U.S. history, fun facts, or even pop culture moments tied to Independence Day. Use a free trivia tool or DIY questions, and toss in small prizes to boost participation.

Food and Drink Ideas

No celebration is complete without good food. Whether you’re feeding a dozen or a hundred, having festive snacks and drinks helps bring people together and makes your event feel like a true break from the workday. Here are a few 4th of July-friendly ideas to keep your team happy and full:

Build-your-own burger or hot dog bar

Set up a DIY station with classic fixings. Imagine ketchup, mustard, pickles, onions, cheese, and maybe even chili or coleslaw. Offer veggie and gluten-free options to keep things inclusive. It’s simple, nostalgic, and encourages everyone to customize their plate.

Local food truck pop-in

Support a nearby business by inviting a food truck to park outside the office during lunch hours. From barbecue to tacos to frozen treats, food trucks bring excitement and variety to any gathering. Let employees choose a meal on the company’s tab or provide vouchers.

Patriotic potluck

Ask team members to bring in red, white, or blue dishes or anything inspired by a family favorite. You’ll get a mix of creative, sentimental, and quirky options. Bonus: It invites conversation and helps people learn something new about their coworkers.

Firecracker mocktail station

Prepare a drink station with lemonade, soda, and sparkling water, plus mix-ins like berries, mint, and citrus. Label a few fun drink ideas, or let people create their own. It’s a festive touch that works during office hours without involving alcohol.

Dessert table with a color twist

Offer cupcakes, cookies, or ice cream sandwiches with red, white, and blue toppings. Even store-bought items can feel on theme with a little food coloring or patriotic wrappers. If you want to add some flair, host a vote for the best homemade dessert.

Virtual 4th of July Office Party Ideas (for Remote Teams)

Remote teams shouldn’t have to miss out on the holiday spirit. With a bit of creativity, you can bring the fun online and give your virtual crew a reason to smile without disrupting everyone’s day. Here are a few ways to make your 4th of July celebration remote-friendly:

Patriotic Zoom background contest

Challenge team members to show up with their most festive virtual backdrop. Whether it’s fireworks, a founding father, or a backyard BBQ, award points for creativity, humor, and effort. Take screenshots and post a team collage on Slack or your company’s socials.

Red, white & blue recipe show-and-tell

Ask employees to prepare a festive dish or drink and show it off during a short team call. Whether it’s a blueberry pie or a themed smoothie, it gives everyone a chance to share a bit of their personality (and maybe spark some kitchen inspiration).

Quickfire U.S. trivia game

Host a 15-minute trivia session with American-themed questions using a tool like Kahoot or Quizizz. Keep it fast-paced, throw in some pop culture, and offer a small prize to the winner. Who doesn’t love an Amazon gift card?

Virtual volunteer hour

Offer employees the option to step away from work and spend an hour volunteering, such as writing letters to service members, donating to a local cause, or helping a neighbor. Ask everyone to share a quick recap of how they gave back in a shared thread.

Independence Day icebreakers

During your regular team meeting, add a few lighthearted prompts like “What’s your favorite 4th of July memory?” or “Hot dogs or burgers?” It’s a simple way to connect without needing a full-blown virtual event.

Related: Virtual Team Building Activities Your Team Will Actually Enjoy

Make Your Office Celebration One to Remember

Celebrating the 4th of July at work is a great way to break routine, boost morale, and bring your team closer together. It shows employees that culture matters and that work can be a place where people connect, not just clock in.

At 4 Corner Resources, we believe engaged teams start with the right people. If you’re looking to build a workplace where celebrations come easily because your team truly enjoys being together, we can help.

Ready to find the kind of talent that makes office culture better year-round? Let’s talk.

Balancing career demands with parenting responsibilities is no small feat for many working fathers. Between meetings, deadlines, and everything that comes with being a parent, their workday rarely ends when they log off. Taking a moment to show appreciation can go a long way, especially in a workplace that values people beyond their job titles.

Whether you’re planning something fun in the office or looking for ways to include remote staff, we’ve pulled together a variety of thoughtful, engaging, and inclusive Father’s Day ideas for employees. From meaningful gestures to teamwide Father’s Day activities at work, these ideas are designed to create connection, spark a few smiles, and remind your team that their efforts don’t go unnoticed.

8 Father’s Day Celebration Activities to Do at Work

Taking time to appreciate the dads on your team can boost morale, strengthen workplace culture, and show employees that their lives outside of work matter. These in-office Father’s Day celebration ideas are designed to be simple, sincere, and impactful—no over-the-top planning required.

• Host a casual appreciation breakfast: Start the day with a catered breakfast spread featuring items like breakfast burritos, fruit trays, and fresh coffee. Add small table toppers or printed signs with thoughtful messages like “Thank you for everything you do.”
• Invite a wellness specialist for a midday reset: Schedule quick sessions with a massage therapist, chiropractor, or meditation coach throughout the day. Even a short break can help employees recharge and feel valued.
• Coordinate a friendly office tournament: Plan a lighthearted competition during lunch, such as ping-pong, putting practice, or cornhole. Offer a fun prize and keep the atmosphere inclusive so anyone can participate or cheer from the sidelines.
• Create a gratitude wall: Set up a bulletin board where team members can leave handwritten notes of appreciation for the dads they work with. Use prompts like “One thing I’ve learned from you is…” or “Thank you for always…”
• Organize a “Father’s Favorites” snack bar: Ask dads in advance to vote on their favorite snacks, then stock a breakroom table with the top picks. It’s a small but thoughtful way to involve employees in the celebration.
• Host a lunch-and-learn panel: Invite a few dads from across departments to share stories about parenthood, time management, or personal growth. Keep the setting relaxed, and provide lunch to encourage casual conversation.
• Offer a free car wash during work hours: Partner with a mobile detailing service to provide complimentary car washes while employees are in the office. It’s a useful and unexpected perk that working parents will appreciate.
• Provide chair massages or wellness breaks: Designate a quiet space with rotating chair massages or a small relaxation station featuring calming music, essential oils, and light refreshments. It’s a small gesture that can make a big difference.

Virtual Father’s Day Ideas to Celebrate Remote Teams

Working remotely doesn’t have to mean missing out on workplace recognition. With a little creativity, you can celebrate the dads on your team in ways that feel thoughtful and inclusive, no matter where they’re located.

• Ship a breakfast-in-a-box: Send a curated breakfast package with goodies like granola, locally roasted coffee, and fruit snacks. Include a personal note from leadership wishing them a relaxing start to their Father’s Day weekend.
• Host a virtual “Show & Tell”: Invite dads to bring a meaningful photo or object to a short team meeting and share the story behind it. Whether it’s a Father’s Day card or a project they built with their kids, it offers a simple way to connect on a personal level.
• Offer a remote wellness experience: Schedule a virtual mindfulness or stretching session led by a certified instructor. Consider pairing it with a digital pass to a meditation or fitness app for those who want to continue on their own time.
• Create a digital memory board: Use a shared document or Slack channel to collect teamwide messages of appreciation, favorite family photos, or reflections on parenthood. It’s a meaningful way to build community while recognizing the people behind the screens.
• Let dads log off early: Offer remote employees an early sign-off to enjoy more time with family or simply unwind. A few extra hours of free time can be one of the most appreciated gifts of all.
• Raffle off a personal experience: Enter participating dads into a raffle for a virtual cooking class, hobby kit, or delivery from their favorite local restaurant. It’s a fun and flexible way to celebrate from a distance.
• Coordinate a doorstep delivery: Work with local vendors to send small gifts like fresh pastries, artisan snacks, or coffee beans. It’s a simple gesture that adds a personal touch to the celebration.
• Share a video message from leadership: Have company leaders record a short video expressing appreciation for the dads on the team. Keep it relaxed and sincere to make the message feel genuine and heartfelt.

Related: Virtual Team Building Activities Your Team Will Actually Enjoy

Best Father’s Day Gift Ideas for Employees

The best gifts are thoughtful, useful, and reflect a genuine appreciation for the people receiving them. These Father’s Day gift ideas are ideal for teams of all sizes and offer a mix of creativity, practicality, and meaningful recognition.

• Local experiences: Offer gift vouchers for activities like minor league baseball games, museum passes, or guided tours. Giving the gift of time well spent is a great way to help employees make lasting memories outside of work.
• High-quality cooler bag or insulated lunch tote: A sleek cooler or lunch carrier is something employees can use both at work and on the weekends. Choose a neutral design that suits a variety of lifestyles.
• Desk upgrades: Improve the workday with a well-designed wireless charging pad, ergonomic mouse, or a modern desk lamp. These practical upgrades offer daily value while showing attention to detail.
• DIY food or beverage kits: Send a make-your-own cold brew set, popcorn seasoning kit, or gourmet spice blend bundle. These hands-on gifts are fun to explore and easy to enjoy with family.
• Fuel gift card: A prepaid gas card is a practical gift that many employees will appreciate. It helps with the daily commute or supports weekend plans without requiring personalization.
• Personal development books: Select titles focused on leadership, time management, or personal growth. Include a note explaining why it was chosen or invite employees to pick from a curated list.
• Wellness gift cards: Partner with a local provider to offer massage, float therapy, or yoga class vouchers. Supporting employee wellness goes beyond the workplace.
• Niche subscriptions: Instead of the usual streaming services, opt for something more personal, like a monthly audiobook credit, digital magazine, or subscription box tied to a hobby or interest.
• Online learning access: Provide a stipend or login for platforms like MasterClass, Skillshare, or Coursera. Learning something new can be both refreshing and motivating.
• A handwritten note: Pair any gift with a personal message that speaks directly to the employee’s contributions. A few sincere words from a manager or leader can make any gift memorable.

Sample Father’s Day Messages to Send From Your Business

A thoughtful message can make a lasting impression. Whether shared in an email, printed on a card, or delivered in person, these Father’s Day messages are designed to feel personal, sincere, and appropriate for the workplace.

Message 1

“Happy Father’s Day to all the incredible dads on our team. We see the effort you put in both at work and at home, and we’re grateful for your commitment to balancing it all. Your hard work doesn’t go unnoticed, and your presence makes this a better place to work every day. We hope you take some well-deserved time to relax and enjoy the day with your loved ones. Thank you for all you bring to our team and the example you set each day.”

Message 2

“Being a great parent is a full-time job in itself, and yet you continue to bring energy, patience, and dedication to your work each day. We admire how you manage so much with such grace, and we appreciate the role you play in supporting those around you. Wishing you a meaningful and restful Father’s Day. We’re lucky to have you on our team.”

Message 3

“Today, we celebrate the dads on our team—not just for what you do here, but for who you are outside of work. Whether you’re raising little ones, guiding older kids, or helping shape your family in your own way, we want you to know how much you’re appreciated. Your impact reaches far beyond the office, and we’re thankful to be part of your journey. Wishing you a happy Father’s Day, from all of us.”

Final Thoughts

Father’s Day is a chance to go beyond the expected and recognize the people on your team for who they are outside of their job titles. Thoughtful celebrations, whether in person, remote, or through small gestures, can go a long way in building a workplace where people feel seen and appreciated.

We hope these ideas spark connection, bring a little joy to the workday, and remind your team that what they do outside of work matters as much as what they do within it. A sincere thank-you, a thoughtful gift, or a moment of acknowledgment can have a lasting impact.

At 4 Corner Resources, we believe that celebrating your people is part of building a lasting culture. Recognizing the fathers on your team is just one meaningful way to support and strengthen that culture year-round.

For workplaces, it’s also a meaningful opportunity to support the mothers on your team. In a world where work and life often blend together, celebrating Mother’s Day in the office is a thoughtful gesture that shows appreciation for all they juggle—professionally and personally.

To help you make the day special, we’ve rounded up some creative, fun, and heartfelt ways to celebrate working moms at work this year.

15 Ways to Celebrate Mother’s Day at Work

Mother’s Day is the perfect time to show your employees appreciation and create lasting memories in the workplace. Here are 15 fun, meaningful, and memorable ways to celebrate working moms this year:

• Host a Mother’s Day brunch: Start the week on a high note with a morning spread of pastries, fruit, coffee, and tea in the office. It’s a great way to make moms feel recognized and appreciated.
• Office potluck with a twist: Invite your team to bring in a dish inspired by their mom’s or grandmother’s favorite recipe. It’s a personal touch that sparks great stories and shared memories.
• Organize a relaxing yoga or meditation session: A peaceful break in the workday can go a long way. Offer a yoga or meditation session in-office or virtually for remote teams.
• Partner with a local spa: Give moms on your team a chance to unwind with a massage, facial, or manicure by working with a nearby spa for discounted gift cards or in-office treatments.
• Surprise gift cards: A simple gesture that lets them choose what they enjoy, whether it’s a favorite store, coffee spot, or online retailer.
• A bonus day off: Offer the Monday after Mother’s Day as a bonus day off. It gives working parents a little more family time (or just time to recharge).
• “Bring Your Kids to Work“ day: Encourage moms to bring their kids in for a short visit or host a virtual meet-and-greet for remote teams. It builds community and gives kids a glimpse into their parents’ workday.
• Sponsor a family outing: Plan an optional event like a trip to the zoo, a picnic in the park, or a kid-friendly movie night. It’s a great way to give back to the families who support your team.
• Social media shoutouts: Celebrate your team’s moms with a social media post featuring employee-submitted photos and kind words. Be sure to get permission before sharing.
• Thoughtful customized gifts: Think practical but personal, like a mouse pad with a favorite quote, custom stationery, or a framed photo. It’s a small touch that adds warmth to their workspace.
• Volunteer for a mom-focused cause: As a team, spend time volunteering for a local organization that supports women and mothers. It’s a powerful way to give back in honor of the day.
• Decorate the office: Add cheerful touches like flowers, banners, or signs with uplifting quotes about motherhood. Even small changes can brighten the day.
• Host a lunchtime workshop: Bring in a speaker to lead a casual seminar on topics like parenting, work-life balance, or stress management—something helpful and uplifting.
• Desk drop surprises: Leave a small surprise on each working mom’s desk before the day starts, think flowers, snacks, or a mini self-care kit. Little gestures go a long way.
• Create a “wall of appreciation”: Set up a bulletin board or digital slideshow where coworkers can write notes of appreciation to the moms they work with. It’s a great way to spotlight their impact.

8 Best Mother’s Day Gift Ideas For Your Coworkers

Mother’s Day isn’t just a time to celebrate our own moms; it’s also a great opportunity to show appreciation for the working moms we admire on our teams. That includes the “work moms” who always know when you need a pep talk or a snack stash. Here are eight meaningful gift ideas to help you say thank you:

• Flowers: A beautiful bouquet never goes out of style. Choose seasonal blooms or a favorite flower to brighten her desk or doorstep.
• Sweet treats: Gourmet chocolates, a box of macarons, or even homemade cookies—everyone loves a thoughtful snack. Bonus points if it comes with a handwritten note.
• A personalized thank-you note: Don’t underestimate the power of words. A heartfelt card expressing your appreciation can be just as meaningful as a gift.
• Her favorite candle: A calming scent is a simple luxury. Choose a candle with a relaxing fragrance like lavender, eucalyptus, or vanilla for a small moment of self-care.
• Inspirational books: Pick a title by a successful working mom, or something motivational to uplift and inspire. Add a short message inside the cover for a personal touch.
• Custom coffee mug: Design a mug with her favorite quote, nickname, or even a photo of her kids or pets—something that’ll make her smile each morning.
• Breakfast or coffee delivery: Order her go-to breakfast or coffee drink to be delivered on the Monday after Mother’s Day. It’s a simple way to start her week off on a high note.
• Self-care kit: Put together a mini kit with items like tea bags, face masks, hand lotion, and chocolate. It’s a fun and thoughtful way to say, “You deserve a break.”

Tips for Creating a Supportive Work Environment for Moms Year-Round

While Mother’s Day is a special occasion to honor mothers, remember to create a supportive work environment for them all year long. Continuous recognition and support of their dual roles as professionals and parents help foster an inclusive and empathetic workplace. Here’s how your company can integrate ongoing support:

Offer flexible work options

By offering flexible hours, remote work options, or a compressed workweek, companies make it easier for moms to balance their professional and parental obligations. The reduced stress and commuting time will significantly improve their work-life balance.

Provide childcare support

Whether through on-site childcare facilities, partnerships with local childcare services, or subsidies to offset the expense, these initiatives relieve a significant burden. Access to reliable and affordable childcare helps employees focus on their work without worrying about their children’s safety and well-being. It’s not only a benefit to the employees but also boosts productivity and reduces absences in the workplace.

Prioritize wellness

Wellness programs might include fitness classes, mental health days, and health screenings. By recognizing the unique pressures parents face, companies can create a culture that prioritizes employee health, ultimately leading to higher employee retention and job satisfaction.

Invest in career growth

To combat the ‘maternity penalty,’ you can provide training, leadership development programs, and promotions that are accessible to all employees. In addition to supporting equality, this approach allows mothers to pursue their career goals confidently, knowing that their familial responsibilities won’t hinder them.

Build supportive communities

Creating support groups or mentorship programs specifically for working moms can offer them essential resources and a community of peers who understand their struggles. Mentorship from fellow mothers who have navigated similar paths can inspire and guide others, reinforcing a supportive network within the company that nurtures both personal and professional growth.

All moms deserve recognition for their resilience, dedication, and impact at home and at work. At 4 Corner Resources, we believe that support shouldn’t stop once Mother’s Day ends. When companies invest in their people year-round, everyone wins.

To all the hardworking moms out there: we see you, we value you, and we appreciate everything you do. Happy Mother’s Day!

Ready to hop into the planning? Let’s get started!

Easter Office Decor Ideas

A little seasonal decor can go a long way toward brightening up the workplace and putting everyone in a positive mood. You don’t need a big budget or a ton of time—just a few thoughtful touches to make your office feel festive and welcoming. Here are some Easter ideas for the office that blend creativity with simplicity, ensuring your space feels fresh and your team feels inspired:

Personalized desk accents

Invite employees to spruce up their workspaces with small Easter-themed items like potted tulips, pastel pens, or mini bunny figures. It’s a low-effort way to let individuality shine, and studies show that a personalized desk can lift morale and spark creativity.

Warm welcome at the entrance

Set the tone right when people walk in with a spring wreath on the door or a lobby table featuring a basket of colorful eggs and fresh flowers. It’s an easy win that makes clients and staff feel the holiday spirit from the start.

Festive common areas

Give breakrooms or meeting spaces a lift with subtle nods to Easter—think pastel table runners, a garland of paper eggs, or a vase of seasonal blooms. These small changes turn everyday spots into places that encourage connection and conversation.

Team-building egg tree

Create an interactive display by setting up a branch or small tree where employees can hang decorated eggs or notes sharing a quick thank-you or shout-out. It’s a fun, collaborative touch that doubles as a morale booster and a keepsake for the season.

Thoughtful decor isn’t just about aesthetics—it’s about creating an atmosphere where people feel valued and connected. These suggestions will set the stage for an uplifting and memorable celebration.

Easter Treats & Snacks for the Office

Nothing brings a team together quite like food, and Easter is the perfect time to treat your office to some seasonal goodies. Whether your crew craves sweets or leans toward healthier bites, a thoughtful spread can lift spirits and make the workday feel special. Here are some festive snack ideas that’ll satisfy every palate and keep the celebration going:

Classic easter sweets

Stock a few bowls with crowd-pleasers like chocolate eggs, jelly beans, or marshmallow chicks. These colorful treats add a nostalgic touch to the breakroom and are easy grab-and-go options for busy schedules.

Bunny-themed baking

Bring in cupcakes topped with edible bunny ears or cookies shaped like eggs and carrots—simple to source or make and a hit with any team. Bonus points if you turn it into a potluck where everyone contributes a favorite recipe.

Spring charcuterie spread

Build a board with fresh berries, sliced cheeses, nuts, and crackers for a vibrant, shareable snack. Toss in a few pastel candies or bunny-shaped chocolates to tie it to Easter without overdoing the sugar.

Lighter seasonal bites

Offer fruit skewers with a yogurt dip or a veggie platter arranged like a spring scene—think carrot sticks as bunny ears. It’s a guilt-free option that still feels festive and keeps everyone in mind, from vegans to health buffs.

A well-planned snack lineup tastes good and shows your team you care. These Easter ideas for the office turn a regular break into a mini celebration, giving everyone a reason to smile and recharge.

Office Easter Activities & Games

A little friendly competition or creative fun can turn an ordinary workday into something memorable. Easter activities are a great way to get everyone involved, break up the routine, and encourage teamwork without much fuss. Here are some Easter ideas for the office that’ll bring out smiles and maybe a little healthy rivalry:

Easter egg hunt

Hide plastic eggs around the office—think desks, breakroom nooks, or even the printer area—stuffed with candy, small prizes, or fun notes. Up the ante with a few “golden eggs” that score bigger rewards like a coffee gift card.

Egg decorating challenge

Set up a station with eggs, paints, markers, and stickers, then let employees unleash their inner artists. Hand out awards for “Most Original,” “Best Team Effort,” or “Wildest Design” to keep it light and collaborative.

Spring trivia showdown

Host a quick trivia game with Easter or spring-themed questions—think, “What’s the most popular jelly bean flavor?” or “When did the Easter Bunny tradition start?” Offer small prizes, or just let bragging rights fuel the fun.

Bunny hop relay

If you’ve got space, split the team into groups for a relay race—each person hops a short distance wearing bunny ears or holding a spoon with an egg. The first team done wins a trophy or treat stash.

These activities give your team a chance to unwind, connect, and enjoy the day. With minimal setup, they can transform a regular afternoon into the highlight of their week.

Easter Gift & Giveaway Ideas

A small gesture can make a big difference, and Easter is a great chance to show your team or clients they’re appreciated. Gifts and giveaways don’t need to be extravagant—just meaningful enough to leave a lasting impression. Here are some thoughtful options that blend practicality with a festive twist:

Personalized Easter packs

Put together mini baskets or bags with a mix of goodies—think candy, a notepad, or a branded pen. It’s a simple way to say thanks and sneak in a little company pride with your logo.

Desk-ready plants

Gift a small succulent or potted herb to brighten workspaces and add a touch of spring. These low-maintenance greens keep giving long after Easter, symbolizing growth in more ways than one.

Branded everyday essentials

Hand out useful items like pastel-colored notebooks, reusable coffee tumblers, or tote bags with your logo. They’re practical, tie into the season, and keep your brand top of mind without feeling forced.

Flexible gift cards

Offer a $10 voucher to a local café or online retailer, paired with a quick handwritten note. It’s a versatile treat that lets recipients pick what they love, making it a win for everyone.

These Easter ideas for the office are a chance to build goodwill and reinforce the kind of workplace people want to stick around for. Plus, they’re easy to scale for teams big or small.

Virtual Easter Ideas for Remote Teams

Remote work doesn’t mean missing out on holiday fun—Easter can still bring your team together, no matter where they’re logging in from. With a little planning, you can create a virtual celebration that feels just as connected as an in-office event. Here are some Easter ideas for the office that’ll keep your remote crew in the spirit:

Virtual egg decorating party

Mail out simple kits with eggs and markers (or let folks use what they’ve got), then host a video call where everyone decorates together. Share the results in a group chat or slideshow—it’s a laid-back way to spark creativity across screens.

Easter trivia throwdown

Run a live trivia session over Zoom with questions about Easter traditions or spring facts. Keep it lively with e-gift cards or a “digital crown” for the winner—perfect for a little friendly competition.

At-home scavenger hunt

Send out a list of Easter-themed items—like a candle, a spring flower, or something pastel—for team members to find in their homes during a timed call. The first one back with everything wins a small prize.

Festive video call

Encourage everyone to join a meeting with Easter-inspired virtual backgrounds or accessories like bunny ears. Award fun titles like “Best Spring Setup” to keep it light and get people talking.

Remote coffee break

Send a $5 e-gift card to a coffee spot or bakery ahead of time, then host a casual video chat where everyone sips and catches up. It’s a simple gesture that turns a regular call into something special.

These suggestions prove distance doesn’t have to dampen the fun. They’re easy to pull off and show your remote team they’re still part of the crew—something that matters more than ever.

Wrapping Up: Bringing Easter Cheer to the Workplace

Easter doesn’t need to be a big production to make an impact at work. With a handful of thoughtful touches—whether it’s decor, snacks, games, gifts, or virtual fun—you can turn a regular day into one that leaves your team feeling connected and valued. These Easter ideas for the office are simple to pull off, budget-friendly, and flexible enough for any team, in-person or remote.

Beyond the holiday, it’s the little things that keep people excited to be part of your workplace. And if you’re looking to grow that team with the right talent, we’ve got your back. Our staffing experts at 4 Corner Resources are ready to deliver the people and solutions your business needs—fast. Ready to chat? Reach out today, and let’s make it happen.

Fun St. Patrick’s Day Team Contests for 2025

Nothing beats a little friendly competition to liven up St. Patrick’s Day at work. These games foster camaraderie and inject holiday cheer into your team’s day. Here are some easy-to-organize contests:

• Leprechaun hat toss: Set up a ring toss game with mini leprechaun hats as targets. Employees take turns tossing rings from a distance—perfect for a quick break in any office space.
• Pot of gold hunt: Hide small “pots of gold” (think gold-wrapped chocolates) around the office. The person who finds the most wins a prize. It’s a great way to get everyone moving and mingling.
• Best dressed in green: Invite your team to sport their best green outfits and host a mini fashion show. Award prizes for “Most Creative,” “Most Festive,” and “Best Overall.”
• Irish trivia challenge: Test your team’s knowledge of Irish culture, St. Patrick’s Day history, or fun facts (like why shamrocks are lucky). It’s educational and entertaining!
• Shamrock art contest: Hand out paper, markers, and craft supplies for employees to design their own shamrocks. Display the creations and vote on a winner.

These activities are inclusive, easy to set up, and guaranteed to spark smiles. For more ways to strengthen team bonds, check out our team building at work ideas.

St. Patrick’s Day Food Ideas for the Office

No celebration is complete without delicious treats. These Irish-inspired and green-themed snacks will delight your team and elevate your 2025 St. Patrick’s Day festivities:

• Green-themed potluck: Encourage everyone to bring a green or Irish dish—think spinach dip, green velvet cupcakes, or colcannon (Irish mashed potatoes). It’s a tasty way to share the holiday spirit.
• Candy charcuterie board: Move over, candy salad—2025 is all about curated candy boards! Mix green treats like mint candies, lime gummies, and emerald M&Ms for a festive, shareable dessert.
• Irish soda bread: Serve up this hearty, traditional bread with butter or jam. It’s simple to bake (or buy) and pairs perfectly with any spread.
• Shamrock shakes: Blend vanilla ice cream, milk, mint extract, and a dash of green food coloring for a refreshing, holiday-themed treat.
• Mini shepherd’s pies: These bite-sized savory delights bring Irish comfort food to the office without the mess—ideal for a quick snack.

These goodies not only taste great but also create a shared experience that brings your team together.

St. Patrick’s Day Decor Ideas to Transform Your Office

A festive atmosphere sets the tone for a memorable celebration. Try these decor ideas to bring the luck of the Irish to your workplace:

• Green balloon arch: Greet your team with a stunning arch of green balloons (add a few gold ones for that pot-of-gold vibe) at the office entrance.
• Shamrock garlands: String up shamrock garlands—store-bought or DIY with green paper—across doorways and walls for a classic touch.
• Table centerpieces: Fill jars with gold-wrapped chocolates and top with artificial shamrocks for simple, eye-catching break room decor.
• Irish quote posters: Hang posters with Irish sayings like “May your troubles be less and your blessings be more” to add culture and charm.
• Green lighting: Swap out bulbs for green ones or drape green string lights for a subtle, festive glow.
• DIY leprechaun hats: Set up a craft station where employees can make mini leprechaun hats to wear or display.
• Pot of gold photo corner: Create a photo booth with a rainbow backdrop and a pot of gold props—perfect for snapping fun team pics.

These touches transform your office into a lively, welcoming space that celebrates the holiday in style.

Why Celebrate St. Patrick’s Day at Work?

Holidays like St. Patrick’s Day are more than just a reason to wear green—they’re a chance to boost morale, strengthen team connections, and shake up the daily grind. A little festivity goes a long way in creating a positive workplace vibe, something we at 4 Corner Resources know a thing or two about.

So, gather your team, deck out the office, and enjoy a St. Patrick’s Day filled with laughter, luck, and maybe a shamrock shake or two. Here’s to a holiday that’s as vibrant as a rainbow and as rich as a pot of gold—Happy St. Patrick’s Day from all of us at 4 Corner Resources!

Hosting a Super Bowl contest at work will not only add some extra excitement to the day, but you’ll also allow your employees to bond and compete with one another in a fun and lighthearted way.

Running a contest is easy, and the options are endless. Whether your staff are football enthusiasts, Taylor Swift fans, or just enjoy friendly competition, there’s something for everyone in these easy-to-organize contests.

From predicting game outcomes to choreographing touchdown dances, the ideas we present here are designed to be inclusive, entertaining, and suitable for both in-office and remote participants. So, let’s gear up for a Super Bowl celebration that’s more than just football—it’s about team spirit, creativity, and, most importantly, having fun together!

Here are seven popular Super Bowl contest ideas you can do with your team:

1. Prediction Contest

Taking part in a Super Bowl prediction contest is a fun and easy way for all of your employees to participate in the excitement. They can make predictions about various aspects of the game, such as the final score, MVP, the first team to score, and the length of the national anthem.

With Kendrick Lamar headlining the Super Bowl LIX halftime show, you could also invite your team to predict his setlist. Will he open with a classic hit or a newer tune? Maybe even end with a surprise collaboration? Everyone can submit their guesses for Kendrick’s opening and closing songs.

Whether or not your employees are watching the big game, everyone will want to join in for this one. Use an online survey tool, like Google Forms, to make it easy for them to submit their answers and let the predictions begin. The employee with the most accurate predictions wins!

2. Touchdown Dance Competition

Another way to get your employees involved in the Super Bowl is with a touchdown dance competition. Encourage them to choreograph and perform their touchdown celebration dance, live or via video, as a fun way to celebrate the festivities. Give them the option to perform solo or as part of a group, and get ready for lots of laughs! You can choose one judge or let everyone vote on the most impressive dance for a prize.

3. Snack Stadium Competition 

This contest is about creativity and presentation, so those full-time foodies will love this one! The idea is to have your employees build their snack stadiums using a variety of treats and snacks to represent the two teams. Those in the office can kick off the weekend with this fun competition, and your remote employees can enjoy their creations with family and friends on game day. Choose your judges and let them pick which snack stadium will win a first place prize.

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4. Super Bowl Bingo 

Bingo might be older than the Super Bowl itself, but it stands the test of time! It’s square pool (or bingo), a simple betting game where employees can purchase squares representing the score of the game. Each square on the grid represents a different score and can be sold to your employees at a set price.

There is no limit on how many squares you can sell, but each employee can only buy one. You will assign the prize amount for each quarter and reveal a winner at the end of each quarter. Everyone has a chance to win in this contest, but consider the size of your team and budget beforehand.

5. Team Spirit Photo Contest

Rally your team’s spirit by encouraging them to dress in Chiefs or Eagles colors. They can upload photos to a shared company platform like Slack, showing their support for their favorite team. This contest is a chance for employees to express themselves and add a personal touch to the workplace, even if it’s virtual. The best-dressed fan, as voted by the team or a selected panel, wins a prize of your choice (or theirs!).

6. Super Bowl Trivia Quiz

Organizing a trivia quiz that covers various aspects of the game, including the history of the Super Bowl, facts about the Chiefs and Eagles, and even past halftime shows, is another great idea. This can be done via a virtual quiz platform, making it accessible to all your employees. 

The quiz can be a fun way to take a break from work and engage in some lighthearted competition. The trivia champion could be rewarded with a trophy or a certificate, celebrating their sports knowledge. This contest is a great way to engage employees and promote team bonding.

7. Commercial Rating Roundtable

Super Bowl commercials are always a hot topic of conversation. Plan to set up a virtual roundtable the day after the game, where employees can discuss and rate their favorite commercials. This could be a relaxed, informal way to start the workday, encouraging discussions and sharing different perspectives. 

It’s also an excellent opportunity for the marketing and creative teams to analyze and discuss what makes these commercials stand out. To add a competitive element, employees can vote for their favorite commercial, with the most popular choice winning a fun, informal award.

Tips for Hosting Your Super Bowl Contest

These are just a few ideas, but hosting a contest is a great way to build camaraderie and friendly competition among your employees. To set your contest up for success, remember to communicate the rules, prizes, and entry deadline to ensure everyone has a fair chance to participate.

And when it comes to choosing a grand prize, you may give something simple, such as a gift card, or something more elaborate, such as a paid day off. Remember to announce the winner after the game is over, whether it be via email or in a company-wide meeting, to encourage the team to participate in your next event!

Whether your employees are in the office or working remotely, a Super Bowl contest can help bring some extra excitement and fun to the day. With creativity and organization, you can create a game that will be enjoyed by all and create lasting memories. Enjoy this year’s Super Bowl Sunday game and halftime show, and may the best team win!

Related: Ideas for Team-Building at Work

Those experiencing burnout often perform worse at work, get less done, and have negatively impacted views of their company. Companies that have employees facing burnout will see less productivity amongst their employees, which can harm your company’s profits. So, how do you tell if your employees are experiencing burnout? And more importantly, how can you prevent new and past hires from experiencing it? It may not be as difficult as many think.

What Is Burnout? 

Employee burnout is work-related stress that affects a person mentally and physically. It does not describe temporary stress like that associated with a pressing deadline. Instead, it refers to a long-term state of feeling drained, overwhelmed, and exhausted from one’s job-related responsibilities. 

If left untreated, burnout can lead to depression, anxiety, and feelings of hopelessness, as well as various physical ailments. It also wreaks havoc on a company’s retention and morale; workers who are burned out are significantly less likely to go above and beyond what’s asked of them at work and are nearly three times more likely to be searching for a new job. 

The Top Symptoms of Employee Burnout

Employee burnout can often be attributed to a lack of support at a person’s job, high periods of stress or frustration, a toxic workplace, and tight deadlines. It can be described as a person feeling mentally and emotionally exhausted. Here are the warning signs to look out for with your employees:

1. Leaving work early/more absenteeism

Are your employees constantly missing work? If you’ve noticed that one of your best employees is suddenly sick and missing work more often, they may be struggling with employee burnout or headed there quickly. When people feel emotionally and physically exhausted, they will miss more days at work. They may hope that a day off of work will refresh them, but as more deadlines pile up, this usually has the opposite effect, and they end up leaving early and missing even more days than before.

2. Increased cynicism 

If you’re the boss, this one may be a bit harder to spot. Increased cynicism is often noted by coworkers when an employee is experiencing burnout. However, spotting this with a simple conversation with the employee may be possible. If they seem to take your advice or feedback with a sarcastic attitude, they’re probably experiencing burnout, and you’re only seeing the tip of the iceberg. Checking in with their managers or other coworkers on their team can help you to see whether the employee is struggling more than they’re letting on.

3. Taking feedback personally

Feedback can always be difficult to process. Those who are experiencing burnout are much more likely to take the feedback personally and get offended, even if it’s over something minor. Sometimes, the employees will blow the feedback out of proportion, or it seems like they go from zero to a hundred over something small. They may feel like they can’t do anything right, get offended, and take the feedback as a personal attack.

4. Inability to concentrate

When stress occurs, it can be hard to concentrate. Those who are experiencing burnout will find it incredibly hard to concentrate. They will jump from project to project without seeming like they get anything done, and you may find these employees “goofing off” more than normal on things like social media. As burnout worsens, they lose their passion for their job, and their inability to concentrate grows until they miss deadlines and have difficulty getting things done.

5. Decreased productivity

As burnout worsens, you can easily spot an employee’s productivity decrease. They will miss their deadlines, fail to get things done, and the company will suffer. However, employee burnout doesn’t just affect the company; it also affects the person’s life. They will also be less productive in their own lives, which carries over from the exhaustion they feel at work. As this cyclical process continues, it gets bad enough that the employees will detach themselves emotionally from the company. At that point, they will often look for a new position to try and breathe some life back into themselves. But, in reality, the problem is burnout in general, and this can be fixed.

6. Physical symptoms

Is your employee repeatedly complaining of headaches, stomachaches, or insomnia? It might be more than a routine illness that’s causing their ailments. Burnout can manifest in several physical ways that stem from prolonged exposure to stressors. Many of these physical symptoms exacerbate one another; if employees struggle to sleep because they’re stressed, they’ll show up for work the next day exhausted. Their exhaustion makes it difficult to perform their duties, which compounds their anxiety and overwhelm, and the cycle continues. 

7. Isolation

As we’ve established, people experiencing burnout feel overwhelmed. As a result, they may withdraw from coworkers, friends, and even family members. They may decline to participate in activities they previously enjoyed, like team lunches or after-hours social gatherings. 

8. Self-doubt

If your high-performing employee is suddenly questioning their capabilities or seeking your approval for things they’d typically manage independently, it could be a symptom of their chronic fatigue. People who are burned out often experience feelings of failure that can cause them to doubt even their long-held skills and ability to overcome challenges. 

How to Prevent Burnout of Your Employees

If you care about your business and your company, doing everything possible to prevent burnout is important. Not only will it make your employees happier and healthier, but it will also make your company more productive and, in turn, more profitable. Chances are, it’s not just one employee, but rather whole departments and the majority of your company feeling burnout. Here are a few things you can do to prevent employee burnout:

Talk to your employees

Whether you’re a manager, in HR, or the CEO of your company, you never know what’s truly going on with your employees unless you talk to them. And while they may not openly admit, or even realize, that they are experiencing burnout, they can explain how they feel. Maybe the work environment isn’t a positive one. Or, maybe the deadlines are a bit too strict, and they’re having difficulty hitting them. If this is true, having regular reviews with your employees can help. Talk to them, get to know them, and foster an environment where they will feel comfortable opening up about issues they may be experiencing during the workday.

Stop micromanaging

Micromanaging your employees may make you feel like more is getting done, but it can also cause a lot of stress. If you’re hiring someone, you should trust them to do their job. It would be best if you weren’t looking over their shoulder or questioning every move they make. Empower them by trusting them to do what they were hired to do. 

Reward your employees

One of the largest reasons for employee burnout is that many employees don’t feel appreciated. They may think that no one notices their work, which can lead to resentment and stress. Rewarding your employees may seem silly, or you may think they shouldn’t be rewarded for simply doing their job. However, rewarding your workforce is more about showing them that you appreciate the work that they’re doing and that you see everything they do for the company. These rewards can be as simple as free lunch, company swag, or even telling the team they are doing a good job.

Related: Unique Employee Recognition Ideas

Make health a priority

Employee wellness systems don’t have to be over the top or insanely expensive. Sometimes, just ensuring that people are taking care of themselves is enough. If you don’t have a wellness program, it may be time to implement one. You can do simple things to promote good mental health, like ensuring enough light in the room, encouraging outside breaks, and ensuring employees are using up their vacation days each year. You can also work to promote physical health with things like monthly fitness challenges or group exercise logs. Healthier employees are happier employees, and this can help with burnout.

Related: Ways to Improve Employee Mental Health

Create a happy work environment

So many aspects go into a happy and healthy work environment. These things are necessary for people to experience burnout much quicker. The first thing is to ensure that you have enough people working. If you are short-staffed, the people who are working for you will be overwhelmed and exhausted at every turn. This will only make employee burnout worse. Hiring an adequate number of people can distribute work evenly, decreasing the stress put on each individual. 

The next thing to create a happy work environment is ensuring that everyone gets along. There will always be differing ideas and viewpoints, but if you have an employee who is constantly rude, dismissive, or can’t get along with others, it may be time to reevaluate who you have hired and get rid of toxic individuals. Finally, be sure that you give your employees adequate time. They should have plenty of time to get their work done, and if you’re giving too tight of deadlines, stress and anxiety will increase.

Related: How to Reduce Stress in the Workplace

Employee Burnout Is Real and Increasing

With employee burnout increasing, you want to be sure that your company is ahead of the curve and works to prevent it from happening. As soon as you see the signs of burnout in your employees, it’s time to step in and make some changes. If not, your company will suffer in productivity and profitability and experience higher levels of turnover. Work with your HR team and managers to implement some great prevention strategies for burnout.

If you’re unsure where to start with your HR department or need help hiring more qualified individuals to prevent workplace burnout, 4 Corner Resources is here to help. We’re a full-service staffing company that can act as an extension of your HR department and help you recruit top talent for your company.

Contact us today to see how we can help!

On the other hand, a well-done performance review is a powerful mechanism for positive change in your company. It will help reinforce solid performances, redirect poor ones, and provide cohesion and vision for your team. So, how do you be sure to conduct a successful employee performance review? We’ll cover that in detail in this post. 

Why Are Employee Reviews Important?

Employee reviews are beneficial for employees and the organizations they work for. They:

Assess performance

Employee reviews give managers a structured setting in which to assess whether individual team members are meeting performance expectations. This is useful for keeping employees on track and helping the entire organization by building a stronger workforce. 

Improve communication

Performance reviews foster an open dialogue between employees and their supervisors. Effective communication promotes transparency and builds trust, which are essential for a healthy company culture.

Ensure goal alignment

One of the biggest gripes of disengaged employees is that they don’t feel they’ve been given clear goals. Regular reviews ensure employees’ goals align with the company’s objectives, which keeps employees motivated to work toward the desired outcomes. 

Offer opportunities for development

Reviews offer a dedicated chance to give feedback and identify further training and development opportunities. Since top performers place a heavy emphasis on continuous development, this helps with retention while strengthening skill sets. 

Recognize contributions

Recognizing employees’ hard work and progress during reviews boosts motivation and strengthens morale. This can lead to more satisfied, engaged workers. 

Aid in succession planning

Performance reviews help managers identify high-performing employees and learn more about their career goals. This can help the company build a pipeline of future leaders while demonstrating to employees that the organization is committed to their long-term success.

Related: Steps to Strategic Succession Planning

Types of Performance Reviews

Annual reviews

This is the most traditional type of performance review, which employees will most likely be familiar with. It allows for a broad overview of an employee’s performance and a check-in regarding annual goals. However, reviewing performance only once a year can mean feedback is dated by the time an employee receives it. It also means crucial issues may go unaddressed for long periods of time. 

Quarterly or semi-annual reviews

Quarterly or semi-annual reviews are more frequent than annual ones, which allows for more timely feedback. The major downside is that they’re time-consuming, and doing them so frequently means there might not always be significant new feedback to share. 

Self-assessment

In self-reviews, employees assess their own performance against a predetermined set of criteria. This review style encourages self-reflection and accountability and allows employees to raise any concerning issues with their managers. However, since people are notoriously bad judges of their own performance, self-assessments need to be balanced with other forms of supervisor feedback to facilitate effective development. 

Peer review

In some cases, an employee’s peers know their work better than their manager does, which is why peer reviews can be effective. In this review style, teammates review one another’s performance, especially collaborative skills like teamwork and communication. One big downside is that some team members may be uncomfortable giving feedback to their peers. 

Project-based review

Project-based reviews evaluate an employee’s performance on a specific project or task. This allows for highly targeted, timely feedback, though it’s not a great way to assess overall performance. 

Continuous feedback

In this approach to performance reviews, employees are continuously given feedback and coaching, which can foster ongoing improvement. This review style requires commitment from managers and employees and can take time to adjust.

How Should Performance Reviews Be Conducted?

During any performance review, the goal is to give constructive performance feedback to your employees and set clear goals going forward. A good performance review will focus on performance improvement or reinforcement, productivity, specific responsibilities, future goals, and reiterations of your company’s mission and values. It will also allow your team members to voice concerns or feedback.

How Do You Give a Good Performance Review?

A good performance review will be clear, specific, and goal-oriented. Your focus should not be on blaming but on problem-solving. Managers should guide their members toward growth and opportunities in a way that is conducive to the company’s overall goals and mission. Proper preparation can help.

How Often Should You Conduct Employee Performance Reviews?

Performance reviews should be conducted routinely, but the frequency of those reviews will depend on your company. Things to take into account when deciding how often to do performance reviews are company size, availability of resources, the specific needs of your company, how frequently you give informal feedback to your team members, and how frequently goals change or shift in your company. 

Many companies conduct annual reviews, but the trend is moving toward semi-annual and quarterly reviews. Longer periods between feedback can cause team members to feel stressed about what they might hear if they haven’t heard much feedback in between reviews. Regardless of how often you have performance reviews, follow our performance review tips for managers.

How to Conduct an Employee Review

1. Set goals and expectations 

Before a performance review, your employee should have a pretty good idea of the goals and expectations of his or her position. These goals should be laid out upon hiring and reinforced through consistent feedback. Many companies find it useful to revisit these goals at the beginning of the year, and they should absolutely be revisited during a performance review.  A great way to set expectations is to use SMART goals:

Specific

Goals need to be specific and narrowly tailored to the task at hand so that your team members know what results you expect from them.

Measurable

If a goal is not measurable, it will be difficult, and even impossible, for your team members to know if they are making progress. Setting milestones will help team members remain focused.

Attainable

Setting high standards can motivate your team members, but keep goals attainable and realistic.

Relevant

Goals should align with your company’s overall mission. If you set expectations for your team members who feel out of step with the company’s overarching principles, they are more likely to perceive them as unimportant and ignore them.

Time-bound 

Goals should have start dates and deadlines. Without time bounds, goals can be put on the back burner as new issues arise. Deadlines will help set appropriate expectations for your team members.

2. Make time and space

If you prioritize performance reviews, team members will feel heard, and you’ll be most effective in giving feedback. This means creating a time and space conducive to communication. Make sure you’re allocating an appropriate amount of time and energy to the reviews. Plan them well in advance so that you can keep your schedule clear of any other time-consuming tasks. Ensure your team members know the times and dates in advance so they can do the same.

In addition to making time, the environment you choose will greatly impact the overall feel of the meeting. Is this a closed-door or open-door meeting? Is it in-office, or are you going off-site? Will there be other people present? The right call will vary depending on many factors, but planning for this ahead of time will help you set the right tone for your specific company.

3. Prepare your documentation 

Review your team member’s file, including any awards received, workshops taken, progress on goals, and other relevant paperwork. Make notes about any accomplishments that merit recognition and any issues and suggestions that must be addressed.

Preparing an agenda will help you stay on time, keep focus, and make the review more productive. Your precise agenda will be unique to you, but some common discussion points are:

• Discuss the objectives of the performance review
• Review of performance against objectives
• Discuss job satisfaction
• Feedback and ideas specific to their position
• Review the meeting points
• Discuss new objectives going forward

4. Review past performance 

Ideally, you’ve been giving feedback and guidance to all employees throughout the year. Hopefully, you’ve addressed any major issues that came along the way. Any issues you address at a performance review shouldn’t come as a total shock to your team members. It’s still important to review any major issues, even if they have been resolved so that you and your team member can be on the same page and evaluate a full picture of the employee’s overall performance. This meeting will be a new opportunity to address and correct past and current performance in real-time

5. Help your staff members prepare

Just as your preparation will make the review more productive, a prepared team member will also help make the most of your time together. Give your team members plenty of notice prior to the performance review so they can mentally prepare. You can also provide them with the agenda beforehand so they know what to expect. Let them know that you welcome comments and feedback. This process is as much about them as it is about the company, so they should be invested and active participants.

6. Give constructive feedback

Performance reviews are not only about praise and goal setting. Oftentimes, they involve difficult conversations. When you have to give criticism, make sure it’s always constructive. The goal is not to place blame or fault but to problem-solve and adjust actions accordingly. Ensure you focus on behaviors and outcomes, not personal faults or shortcomings. Focus on the stop, start, and continue. This will give your team members a clear direction for adjusting their behavior in the future. Make sure to explain the reason behind your call to action so that they can understand where the guidance is coming from and what you’re trying to achieve.

7. Take notes 

Another important tip for successful employee performance reviews is to take notes about the different agenda points you discuss in the meeting. This will help you prepare for future reviews and track your team members’ progress. It will also help you keep track of any goals you set with your team members, as well as keep track of any ideas that come to you. Make the notes as detailed as you can so that you have as much information as possible to work with in the future.

8. Be an active listener 

Performance reviews are a great way to learn more about your team members and how they help meet company goals. Let your team member self-evaluate and talk about their achievements as well as ways in which they can improve. Ask them if they are getting the support they need to meet their goals and deadlines. It’s also important to ask what their long-term goals are within the company. But, be open to hearing feedback yourself. Ask if they have any constructive criticism for you or the company. Performance reviews should be a two-way street with the goal of improving the overall morale and productivity of your company.

9. Be specific and transparent 

There’s no need to beat around the bush. Be direct with your team members. Avoid vague phrases such as, “You need to show more initiative” or “You need to be a team player.” Give specific examples and clear directions. Make your expectations for future performance clear by using measurement-oriented language and listing specific actions.

10. End with agreed-upon next steps 

At the end of your performance review, wrap up your meeting by reviewing your notes and defining future goals. This is the time to take the feedback and use it to formulate specific goals. In order for your performance review to bear fruit, it’s vital to formulate an action plan your team members can follow going forward.

The best employee performance reviews result from consistent feedback and collaboration year-round. Your team should feel supported and listened to, so be sure you’re also open to a review. With these performance review tips, your review discussions will be a natural extension and summary of the guidance they constantly receive instead of an anxiety-inducing meeting they dread.

Related: How to Invest in Employee Development

What Not to Do During Employee Reviews

Focus only on the positive or negative

Performance reviews should be well-rounded to be most effective. Celebrate employees’ wins and provide feedback on their losses. It can be helpful to use what’s sometimes called the “sandwich” approach–you deliver a piece of positive feedback, followed by a critical one, and end with another positive note, effectively sandwiching the negative feedback in between two more palatable pieces of information. 

Use the same review style for all employees

In a small business, annual performance reviews might be perfectly appropriate for all 10 or 20 team members. As the organization grows, though, it will likely make sense to change your review style by department. Development teams, which often work in sprints, could benefit from project-based reviews. For sales teams, which are very focused on metrics, quarterly or semi-annual reviews might be more useful. 

Make broad, generic statements

All of the feedback you give during reviews should be actionable. Generalizing “you seem unmotivated lately” doesn’t tell the employee specifically what behaviors are problematic to you, nor does it give them anything concrete to work on. Instead, focus on specifics, like “You’re regularly showing up 20 to 30 minutes late” or “You used to be very active during our brainstorming sessions, and lately, you’ve been staying silent.” This tells them in no uncertain terms where they should focus their attention to improve. 

Compare employees to one another

Of course, some employees will be stronger than others, especially in specific areas. However, there’s no faster way to build resentment and kill morale than to tell an employee, “Take a look at how Carl does his reports” or “Linda is incredibly focused–that’s what I’d like to see from you.” Instead of comparing employees to one another, rate them against a standard, objective scale. 

What to Do After Employee Performance Reviews

Send a follow-up email

Directly after your face-to-face conversation with an employee, follow up via email with a written summary. Detail what you discussed, your specific expectations for the next X number of months, and the action items the employee should complete to get there. This gives employees something to refer back to as they work toward goals and creates an important paper trail for the company to have on record. 

Provide support and motivation

Don’t just give employees feedback and send them on their merry way. It’s essential to provide the resources they need to accomplish the goals you’ve set. Offer training, development opportunities, recognition, and rewards to motivate employees and facilitate meaningful progress. 

Maintain an open line of communication

Though formal reviews may occur only a few times a year, they shouldn’t be the only time you give employees guidance. Keep the conversation going year-round to assess progress and get an early alert of any challenges that are causing roadblocks. 

Hire and Retain Top-Performers with 4 Corner Resources

Our headhunters and recruiters are here to help you find the most qualified culture-fit candidate for your open position. Our extensive pool of passive and active candidates allows us to source top talent quickly. With over fifteen years of experience, we have built our reputation by taking a flexible and personal approach to every client relationship.

We offer a variety of staffing solutions that will meet your budget and talent needs. Our services include direct-hire placement, contract-to-hire recruiting, and contract staffing.

For more information, please don’t hesitate to contact us.

Why Is Employee Recognition Important?

Studies show that as many as two-thirds of employees feel unappreciated in the workplace, and many employees believe they were not properly recognized for the extra hard work they put in. This is why an employee recognition program is so important. Recognizing your employees for a job well done is an effective way to show them how much you value the time and effort they give to you and to the company. Also, employees will be more apt to contribute to the company’s success if they believe they will be recognized for their work.

What does a successful employee appreciation program look like? The answer is different for every company. What works for one might not be successful for another. The important thing is that recognition of your employees should be meaningful, relevant, and specific.   

Another important part of a recognition program is timeliness. If you wait until your employee’s annual performance review to recognize the exceptional work they’ve done, it’s too late. To keep employees motivated and engaged, give out employee recognition when it’s earned. As regular recognition becomes part of the culture in your organization, it will stimulate employee happiness and engagement.  

Benefits of Showing Employee Appreciation 

Employee recognition is an excellent tool that every company should be taking advantage of. Even though some of these employee recognition ideas are easy to do and might seem insignificant, each one can have a big impact on your employees and your team. It’s sometimes the littlest things that motivate employees and keep them engaged. Incorporating a variety of recognition ideas, such as these, will make the gesture more meaningful. Your employees will show you how much they appreciate you recognizing the work they’ve done by working harder, faster, and smarter, and they’ll do it with a better attitude. This benefits you, the company, and your employees. 

Related: Employee Incentive Programs to Motivate and Engage Your Staff

Employee Recognition Ideas for Individuals

1. Positive feedback 

This is a great, simple, and effective way to show employees that you think they’re doing a good job. Don’t hesitate to tell them when they do exceptional work. Words are powerful! They can either build you up or tear you down. Choose to build up your employees with a good word on a regular basis.

2. Notes and cards 

These are small gestures like a quick sticky note on their desk, a card, an email, or an instant message. This type of recognition is easy to do and shows how much you value your employees without a lot of time and effort on your part. 

3. Monetary awards 

Money can be a great motivator. Giving out a gift card for $25, $50, or $100 is a great way to show how much you appreciate your employees for things like doing quality work, taking the lead on crucial projects, showing initiative, etc. This incentive will drive your employees to be more engaged and put in extra effort, doing a better job for you and the company in the process. 

4. Public recognition 

Some employees like to be singled out, as in a team meeting or a town hall meeting, for the exceptional work they’ve done. They feel appreciated, and others can be inspired by them to work harder. So take a minute or two to put the spotlight on them and let them shine. They’ll thank you by giving you 110% when they get back to their desk.

5. Lunch 

For those employees who don’t like the spotlight and are uncomfortable with public recognition, taking them to lunch one-on-one can make them feel special without all the eyes and attention on them. You can take the opportunity to share with them how much you appreciate their hard work in a setting where they feel comfortable.

6. Free education 

Allow your employees to advance their careers by paying for their continued education. That could be in the form of night classes at the local university, a conference, a seminar, an online course, tuition reimbursement, or allowing them to cross-train in another department to develop new skills.

Related: How to Invest In Employee Development

7. Company gifts 

Employees love mugs, hoodies, cups, and t-shirts with the company logo on them. They’re good, practical gifts and they are a great way for you and the employees to show pride in the company. Giving your employees a choice of which gift they want will make them feel that much more special. 

8. Birthday celebrations

Making your employees feel appreciated on their special day goes a long way toward keeping them happy and productive. Go all out with a cake, singing Happy Birthday, decorating their office or cubicle with balloons and streamers, etc. Present them with a birthday card signed by the whole team. A gift card to a restaurant or their favorite store will be the icing on the cake. This type of recognition can also be used for weddings, anniversaries, job anniversaries, etc.

9. Surprise parties

Surprising an employee on their birthday is one thing, but surprising a top performer unexpectedly can have an even greater impact. Find out what their favorite snacks or desserts are and arrange a mandatory “meeting” where everything is prepared for them. 

10. Requests for help 

Reward top performers by bringing them into the fold when important decisions are being made or key insights in their area of expertise are required. Your employees will appreciate you coming to them for help or advice. It shows confidence in them and makes them feel valued. It might not be a tangible recognition, but it works. 

11. Special rewards 

For those willing and able to invest extra money into employee recognition for your top performers, you can consider extremely good rewards like a cruise, skydiving, or a weekend in Vegas. 

12. Social media recognition

Everyone spends time on social media these days. Praising employee achievements on social media sites or the company’s website will reach a lot of people, making your employees feel special. Let everyone know how well they did, how much you appreciate the hard work they put in, and how they earned the recognition. Your employees will most likely share their social recognition posts with their followers, serving as brand ambassadors that put your company in a good light. 

13. Time off 

If possible, granting employees time off work for a project well done is a great way to say thanks. Everyone loves a free, paid day off, especially when it comes as a surprise.

14. Employee wall of fame 

The nice thing about posting photos of employees on the wall in recognition of accomplishments is that your team will see them every day. These are constant reminders of how going the extra mile is appreciated. Besides, most people like to see themselves up on the wall. It’s a great incentive for those who want to get their photo up there. 

15. Peer appreciation 

A great way to promote healthy relationships on your team is to establish a peer recognition program. Recognition from a peer can sometimes carry more weight than one from a supervisor. Peers work closer together than an employee does with their manager. Most of the time, they know better who is putting in extra hours and lots of effort on a project. Peer-to-peer recognition promotes a healthy and enthusiastic workplace.

16. Experiential rewards

Experiences like cooking classes, a spa treatment, or a sporting event are more memorable than a meal in the conference room. Plus, they give you the chance to customize the reward based on the employee’s interests, which demonstrates your attentiveness. 

17. Virtual recognition

If you hold regular meetings on a platform like Slack or Zoom, make it part of the weekly routine to call out one or more employees for their contributions. You can involve the whole team by asking everyone to give kudos to one of their peers for something they accomplished or helped with that week. 

18. Subscriptions

Reward employees by treating them to a subscription they wouldn’t likely buy for themself, like a wellness program, a subscription box, or a paid app.

Employee Recognition Ideas for Your Team

19. Catered meals 

Who doesn’t like a catered lunch? It’s a good way to relax and have fun with your employees and let them feel like they’ve earned something. You don’t even have to do lunch. Setting up a snack bar or a popcorn stand are a few other ways to celebrate employee efforts with food.

Related: Great Ways for Managers to Recognize Employees

20. Sponsored volunteer day 

If your company is passionate about giving back to the community, you can sponsor a volunteer day where your team can help out at an animal shelter or a soup kitchen.

21. Off-site team building

Take your team to an amusement park, the zoo, or the aquarium for the day. Mini golf or museums are other options. If you can, what about a team trip to the Caribbean for the weekend? A relaxing, casual trip out with your team will build relationships and foster a sense of teamwork. 

22. Wellness day 

Wellness in the workplace is a popular topic right now. One way to reward employees is to offer self-care activities in the office, such as on-site massages, mindfulness sessions, or fitness classes for your team.

23. Virtual party

With so many remote workers these days, a virtual party for those employees who aren’t in the office every day is a great way to include them. Get together on a Zoom or Slack call. Send gift cards in advance for pizza, too, so they can eat while they enjoy the virtual party. Or just have popcorn or other treats sent to their homes.

Related: Virtual Team Building Activities

24. Flexible work options

Since flexibility is one of the most in-demand perks, it makes the perfect reward for a job well done. Incentivize hitting performance goals with flexible work arrangements like remote work days and flex scheduling. This also allows you to incorporate accountability; the more the team demonstrates that they’re able to maintain high performance with a flexible schedule, the more they’re able to exercise that flexibility. 

25. Website feature

Shout your team’s accomplishments from the rooftops by publicizing them on your website. You could add a ‘team spotlight’ to your homepage or do a monthly or quarterly video clip on your careers page outlining a department’s accomplishments. 

26. Marketing campaign

High-performing teams are a great illustration of a strong workplace culture. Recognize great work while engaging would-be job applicants by incorporating team recognition into your recruitment marketing campaigns through images, videos, and quotes. 

Connect with Professional Staffing Experts in Your Field

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Creativity stems from a collaborative effort. Whereas that genius in the corner can get bogged down in finding the right solution, a team of diverse talents feeds off each other to continually offer new suggestions and advance new ideas and innovations. This greatly benefits an organization, leading to increased productivity and business growth. 

Implementing a collaborative workplace must allow your organization to leverage your employees’ talents fully. Team members bring different skills to the table and have different strengths and weaknesses. Collaboration allows them to learn from each other and draw on varied strengths and talents to achieve a common goal. Collaboration is even important in remote positions. Employees can better understand what other departments do and better see the company’s big picture.

Why Is Team Collaboration Important in the Workplace?

Team collaboration offers numerous benefits for employers and the people who work for them. Collaborative work: 

Enhances efficiency

Teams that can collaborate effectively get more done faster. They can solve problems quickly and with better outcomes than teams with disjointed communication and a lack of teamwork. Sharing resources among employees saves time and prevents duplicate efforts. 

Strengthens relationships

Collaborative teammates are constantly in touch by necessity. When team members communicate regularly, they better understand each other’s needs and can anticipate where they might be able to provide support. Not only does frequent communication prevent misunderstandings, but it also leads to deeper relationships between colleagues, which fosters a strong culture. 

Improves engagement

Collaborative work environments tend to have higher levels of employee engagement. When employees feel that their contributions to the team are heard and valued, they’re more likely to be motivated and committed to their work.

Promotes skill development

As teammates work together, they share knowledge and expertise. This fosters cross-skilling and offers an opportunity for organic mentoring, which can help the entire team grow professionally. 

Increases adaptability

Teams that collaborate well are often more resilient in the face of change. They can iterate new solutions quickly and build upon one another’s ideas to arrive at novel solutions to problems. 

Inspires creativity

If you’ve ever been part of a brainstorming session, you know the power of a few people in a room all working together to tackle a challenge. Collaboration fosters creativity as coworkers draw inspiration from each person’s insights and develop innovations that can give the company a competitive edge. 

11 Practical Steps to Creating a Collaborative Workplace

1. Create a supportive work environment to share ideas

Collaboration doesn’t work without support and sharing. The fastest way to kill collaboration in the workplace is to offer no support for team members or, worse, create an environment where they feel afraid to speak out or intimidated. They won’t feel comfortable sharing ideas if they think they might get criticized, ridiculed, or rejected. What generates creativity in others is encouragement and appreciation for what they have to offer. A supportive environment builds trust, which is the opposite of fear. Establishing a judgment-free culture will lead to a healthy sharing of ideas in the workplace. 

When you set too many guidelines and restrictions, you’ll stifle creativity. On the other hand, when you constantly welcome new ideas, suggestions, and decisions, regardless of how strange, different, or off the wall, they may be, you’ll establish a safe place for employees to collaborate with confidence and freedom. Creating a safe, supportive environment takes effort, but the benefits are well worth it. Not only will your team communicate more openly, but they’ll also gain a better understanding of each other’s strengths and weaknesses. They will be better prepared to help each other in the collaborative process. 

2. Encourage openness and transparency

It isn’t easy to motivate employees to collaborate with others throughout the organization if they don’t understand why they are being asked to do it. It’s important to be open and transparent about company goals and challenges. Keeping employees in the loop is crucial to inspire and motivate employees. In turn, they will be more loyal and productive. When everyone knows what they are working toward, you have a much better chance of the team collaborating to reach that goal. You will also get better input, suggestions, and ideas from employees when they have a good sense of the challenges and the business goals. 

3. Encourage employee growth 

Employees who do the same things the same way day in and day out will not be the best innovators. Not only will they stagnate and not grow, but the company won’t either. Allowing team members to question procedures and ways of doing things without being judged can lead to better and more efficient ways of doing them. Regularly encouraging the sharing of ideas will allow employees to speak up and share their thoughts freely. Give your team options to share ideas; not everyone will be comfortable speaking out in a group. A group online platform where they can post ideas or a group email is a way to encourage those less likely to participate face-to-face. 

Another way to encourage employee growth through collaboration is engagement across different teams and departments. Exposing employees to differing objectives, people types, and skill sets can lead to effective idea generation and employee growth. The best ideas often come from pushing team members out of their comfort zones.

Related: How to Invest in Employee Development

4. Lead by example

Another collaboration killer is a leader who has little interaction with the team and shows little initiative in developing a collaborative atmosphere. It doesn’t matter how much you talk about the benefits of collaboration; if employees don’t see you as a collaborative leader, they won’t be motivated to collaborate either. It is of utmost importance to communicate well with your team and spend time with them as a group and individually. The better you know your team, and the more open, encouraging, empathic, and helpful you are toward them, the more motivated they will be to share ideas with you and others on the team. 

Visibility is key. Have an open-door policy in your office. Let the team see the effort you’re putting in. Present opportunities to them and encourage collaboration. Be attentive and listen carefully to each request or idea they give. Be honest with their responses, and you’ll earn their trust. When employees see you as a collaborative leader, they will feel inspired and improve their productivity as a result. 

5. Communicate expectations clearly

If you are trying to create a collaborative workplace for your team but don’t clearly express expectations to them, you might create an atmosphere where employees are unsure of what you want. This leads to confusion and decreased productivity. By encouraging questions and thoughts, whether positive or negative, after presenting your plan, you can work past the confusion and make sure everyone is on board with what a collaborative workplace is and how they should interact in it. This will also allow the team to address negative thoughts openly, promoting collaboration and improvement among the team. 

6. Use technology

The workforce looks different today than it did years ago. Everyone on the team is no longer in the same place at the same time every day. Your team might be fully remote and spread all over the country. Technology allows collaboration between your team regardless of where they are. The easier it is for team members to communicate, the more sharing of ideas you’ll see, and the more innovative and productive the team will be. Utilizing cloud-based software is quickly becoming the norm in most companies. This allows users to collaborate more and stay more engaged in the process. 

7. Offer rewards

The opportunity to receive a reward after achieving success is something that motivates employees. Rewards work at the individual and team levels. You might have a star who went above and beyond and deserves something extra, but the team that collaborates should also be rewarded together. A reward system facilitates and encourages future collaborations and helps employees see the value of working together. Rewards can come in the form of recognition, monetary rewards, a celebration, days off, or other perks.  

Related: Unique Employee Recognition Ideas

8. Encourage teambuilding

An effective way to enhance collaboration between the team is to give employees opportunities to interact outside of work. Everyone seems to have a busy life these days, and arranging an after-work activity may not be the best approach. But it doesn’t have to take up a lot of time or be very involved. The key is to give your team a little time to get to know each other more casually and develop friendships and deeper relationships. Employees who have fun together doing things unrelated to work tend to work together better when they’re at work. They will be more inclined to interact and exchange ideas. A more cohesive team, where team members feel comfortable around each other, will be more accepting and involved in a collaborative workplace. 

Related: Virtual Team Building Ideas

9. Treat mistakes as an opportunity to learn

Only some ideas are good, and only some solutions work, even in a collaborative environment. Mistakes and miscalculations will happen. How these mistakes are handled can determine how your team responds moving forward. Harsh criticism will not encourage your team to try harder next time. Calling out an individual for their role in a failed goal is not conducive to a collaborative workplace. That does not mean you should let mistakes or missing goals slide and let your team assume that is okay. Acknowledge that the team fell short, but it’s important to use these situations as opportunities for the team to learn what didn’t work and why. Collaborate with the team on how to improve going forward.

Avoid assigning blame to anyone. Instead, ask questions similar to the following:

• Is there something the team did (or did not do) that caused the mistake to occur?
• How can we regroup and move forward to reach our goal next time? Be specific.
• What can I do to help the team reach the goal next time?

Generally, failure is not due to one mistake. It is the result of a series of events. Spending time trying to assign blame takes away from learning how to avoid the same pitfalls next time.

10. Practice healthy conflict resolution

When two or more people collaborate, especially on projects they’re passionate about, there are bound to be some disagreements. When those disagreements boil over into workplace conflict, it’s essential to have strategies in place for quickly addressing and resolving it. 

Since collaborative workplaces promote accountability, begin by allowing the involved parties to resolve their conflict on their own. If it becomes clear that’s not going to happen, use methods like third-party mediation, where a neutral third party helps them arrive at a resolution, or peer review, where the people involved in the conflict each present their side to a panel of their peers for adjudication. 

We talk in-depth about workplace conflict causes and resolutions here. 

11. Measure and improve

Gather feedback from team members regularly about what’s working and what’s not in collaboration in the workplace. Incorporate this feedback as you make improvements and launch new initiatives. 

Additionally, track and assess metrics related to team collaboration, such as the frequency of check-ins, on-time project completion rates, and employee satisfaction. These will give you important clues about where your efforts are succeeding and where more work is needed. 

Always Encourage Collaboration

Collaborative workplaces set the stage for effective interaction between colleagues and increased idea-sharing. When ideas are acknowledged and accepted without judgment, employees are encouraged to collaborate, which leads to a higher level of participation, increased innovation, happier employees, and a more productive workplace. A collaborative environment that encourages regular feedback and maintains accessibility at the leadership level will make it easy for all employees to participate and share ideas. The collaboration steps listed above can help motivate your team to work together to achieve goals they couldn’t on their own. That positive, collaborative atmosphere translates into a successful, productive workplace.

A study from Zenger Folkman of more than 7,000 employees demonstrated that empowerment and engagement are closely linked. The research found that employees who felt a low level of empowerment scored around the 24th percentile in engagement, while those who felt highly empowered showed engagement scores around the 79th percentile. 

But what exactly does employee empowerment mean, and how can organizations ingrain it into their culture? We’ll define empowerment in the workplace, explore why it’s so important, and reveal some actionable strategies for making it a reality in your place of work. 

What Is Empowerment in the Workplace?

Empowerment in the workplace means enabling employees to take ownership of their work and contribute to meaningful decision-making. In a culture of empowerment, company leaders delegate responsibilities, share information freely, and seek out input from members of their team. 

A culture of empowerment isn’t just about how company leaders treat employees; it’s also about what is asked of them in return. When you empower your employees, you hold them to a higher standard, set ambitious goals, and establish an expectation that they’ll take accountability for their performance. 

Employee empowerment can help organizations motivate workers, retain top talent, and achieve optimal business outcomes when executed correctly. 

Why Is Employee Empowerment Important?

Empowerment in the workplace is a net positive for workers, managers, and organizations as a whole. Here are a few of the top benefits of empowering your employees. 

Improve engagement

Empowering employees yields the most dramatic impact on employee engagement. Empowered employees feel more invested in their company’s mission, are more willing to step up when extra work is required, and are more likely to make contributions that can lead to meaningful change. When employees can take ownership of their work, they’re more invested in doing a good job and feel a stronger sense of pride when they accomplish a goal.

Retain top talent

One aspect of employee empowerment is catering to workers’ strengths–capitalizing on what they’re good at and interested in. When employees are doing a good job, they’re more likely to enjoy it, and workers who are happy at their jobs are more likely to stick around. 

Another aspect of empowerment in the workplace is recognizing employees for a job well done. This contributes to stronger retention since top performers want to work at a company where they feel that their contributions are valued. 

Related: Effective Strategies for Employee Retention

Accelerate professional development

Managers who empower their reports constantly support professional development, provide regular feedback, and seek out opportunities to increase their employees’ knowledge. Professional development is beneficial personally since it feeds into employee engagement. Still, it’s also a win for the organization, which reaps the benefits of a more skilled workforce. 

Related: Ways to Invest in Employee Development

Support strong leaders

At the organizational level, empowerment in the workplace means trusting that managers know their teams best. When empowered, managers can better connect with their staffers and provide what their team needs to succeed. Empowered managers are transparent with information that employees value and processes become more optimized thanks to direct input from the employees who work through those processes daily.

Strengthen financial performance

Adaptability is one of the strongest predictors of an organization’s financial success. Empowered workers are more likely to embrace and even be drivers of change, which can yield creative solutions and innovative business developments. Research has found that employees with autonomy are more likely to feel responsible for their jobs and engage in change-oriented behavior like proactive problem-solving. When you empower employees, they’re motivated to do good work, which is always an upside from a business perspective. 

What are the Components of Employee Empowerment?

To promote empowered employees, organizations should embrace the following principles. 

Autonomy

This is a big one, especially in the current landscape where employees desire flexibility more than any other quality from their employer. It’s also one of the toughest to accomplish because it requires letting go of control. Embracing autonomy means allowing workers to make decisions on things like how their time is spent and when and where they do their best work. It requires leaders to delegate generously and allow employees to take full ownership of tasks with minimal oversight. 

Trust

Trust goes hand in hand with autonomy. You have to give trust in order to receive it. For example, a manager handing over a task without micromanaging how it will get done demonstrates their confidence in the employee’s ability to deliver a completed product successfully. Trust also means sharing information freely and maintaining open lines of communication across departments and seniority levels. 

Support

Empowered employees feel like their managers have their back. Managers should feel comfortable and willing to go to bat to help their employees do their best work, including lobbying for resources, tools, technology, funding, and leadership buy-in. 

Feedback

Giving clear, constructive criticism and positive feedback ensures employees understand what is expected of them. This allows them to take ownership of their work without ambiguity. 

Related: The Best Employee Survey Tools for Gathering Actionable Feedback

Recognition

Organizations that succeed at empowerment recognize employee achievements–but not only achievements. After all, there are only so many goals a team member can hit in a quarter or a year. Empowering companies also dole out praise for progress toward goals, performance improvements, and positive contributions like being a strong team player. 

Growth opportunities

Companies must prioritize employee development to empower employees. Promoting opportunities like leadership training and internal mobility not only boosts engagement but also helps ensure the organization possesses the skills required to achieve long-term business goals. 

How to Implement a Culture of Empowerment in the Workplace

1. Start at the top

You can’t have empowered employees without an empowered leadership team. When an employee brings a concern to their manager, the answer should never be, “It’s out of my control,” but rather, “I’ll see what I can do about it.”

To achieve true empowerment in the workplace, an organization must fully support its managers and provide for their needs. This means investing in leadership training, giving managers autonomy in their decision-making, and engaging them in conversations about the company’s future. 

2. Embrace transparency

Empowering employees revolves heavily around allowing them to take ownership of their work, but it also requires a heavy dose of communication. An organization with a culture of empowerment gives employees the information they need to have a thorough understanding of the business and its goals, which helps them make stronger decisions and be more successful at their jobs. Leadership should communicate the company’s mission, objectives, and direction clearly and often.

3. Listen to employees

There’s a reason customer surveys are so effective when optimizing a product–because they gather feedback from the people who directly use and experience that product. It’s no different when you’re looking to optimize your business. You have to gather input from the people who work in that business. Employees can be the most amazing source of transformative change–if you listen to their contributions. 

Give them channels to express their feedback, then ask for it regularly. Use tools like employee advisory panels to include the worker’s voice in company decision-making.

Related: How to Measure Employee Satisfaction

4. Make space for creative work

It’s hard for employees to feel engaged with their work if they’re boxed into a rigid set of tasks every hour they’re on the clock. Give staffers space to stretch beyond their typical skill sets by involving them in new and interesting projects. Offer direction and provide structure, then back off and see what they come up with. This not only builds trust between managers and teams but gives employees a chance to develop new skills.

5. Hold employees accountable

Empowerment in the workplace isn’t all sunshine and daisies. Giving workers autonomy means sometimes they’re going to make the wrong decisions. There will be failures and disappointments. In a culture of empowerment, managers support their employees in taking ownership of those failures, analyzing how they happened, identifying lessons learned, and forging a path forward with newfound insights. 

6. Prioritize company culture

We’ve mentioned company culture several times already, but it’s not something where you just say the word ‘empowerment,’ and it materializes overnight. Building a culture of empowerment requires strategic planning and intentional decision-making over the long term. It also requires putting your money where your mouth is and allocating resources to initiatives that support employee well-being, innovation, creative thinking, and transparency. 

7. Invest in technology

It’s impossible for employees to feel empowered if the tools they have to do their jobs aren’t functional. Any rhetoric about empowerment will immediately be undermined by outdated software, broken equipment, and ineffective systems. 

Invest in the tools and technology that enable workers to get the needed information, communicate with colleagues, work faster, and optimize tasks. This is a great opportunity to walk the walk by listening to your employees and asking what they need. 

8. Focus on the why

Leadership experts from Harvard Business School advise that rallying employees around a shared purpose is one of the best ways to mobilize a team. To do this, clearly delineate the organization’s mission and its driving force, like improving customers’ health, making people’s lives easier, using technology to drive change, etc. Use this ‘why’ as a compass when making decisions; it’s not the right move if an initiative doesn’t contribute to the purpose. 

9. Promote inclusiveness

Building a culture where diversity and inclusion are valued ensures that all employees feel empowered regardless of their background. Highlighting different perspectives and talents leads to more creative, resilient teams where employees feel comfortable letting their unique attributes shine. 

10. Incentivize key performance goals

Use incentive programs to reward employees for hitting performance milestones and exceeding growth goals. Rewarding employees for their contributions motivates further achievements while helping to align employees’ individual goals with organizational objectives. 

Empowerment in the Workplace Examples

Here are some tangible examples of what employee empowerment looks like:

• Conducting employee feedback surveys to ask what needs improvement
• Assembling an employee task force to come up with creative ways to address a problem
• Using a gamification tool to recognize employees for their contributions
• Hosting a training retreat for managers
• Providing a stipend for continuing education
• Letting employees set their own work schedule
• Giving floating holidays for volunteer work
• Establishing a mentorship program

As you can see, empowerment in the workplace can take many different forms. At its core, it’s about trusting workers to do the jobs they were hired to do and continuously supporting them with the resources they need to improve, ultimately yielding better business outcomes.

Unemployment is holding steady at around 4%, with about 6.8 million people looking for a job. At the same time, U.S. employers have around 8.1 million open positions to fill. This means that there aren’t enough available candidates to go around, putting employers in a hiring crunch. 

With competitive companies offering all sorts of lucrative benefits to lure top candidates, employers must do everything in their power to keep their best employees on the payroll. One tactic that’s gaining popularity is the stay interview. 

Learn how stay interviews can help boost your retention rate and how to incorporate them into your talent management strategy. 

What Is a Stay Interview?

You’ve heard of exit interviews, where departing employees are asked to share their thoughts on their experiences and suggest how the company can improve. 

While they share some common goals, a stay interview is the opposite of an exit interview in that it gathers insights from employees who are staying in their jobs rather than leaving them. 

Typically held with high-performing employees, stay interviews are conducted to learn what motivates the individual to come to work each day, what they enjoy about their job, and what they might change to improve the organization. Stay interviews are an opportunity to discover what the company is doing right and where it can make improvements that will help with retention. They’re also a valuable tool in building trust with the company’s most valued workers. 

One important thing to understand about stay interviews is that their primary purpose is not to prevent employees from leaving (although lower turnover can be one of the secondary benefits of implementing them). Rather, stay interviews are an intelligence-gathering mission meant to help you fine-tune your talent retention strategy. 

Related: How to Conduct an Exit Interview

The Importance of Stay Interviews

In addition to finding out why good employees stick around, stay interviews can also help employers:

Stay informed

A strong company culture requires being aware of what’s actually happening within your company. Stay interviews help raise a red flag when problems arise that you might not be able to see from the top so you can prevent them from damaging morale. They also help you stay apprised of your individual workers’ well-being, allowing you to catch and address work-related problems like burnout. 

Stay competitive

Your retention strategy isn’t just about your organization’s actions. You also have to keep an eye on what competitors are doing because you can bet your employees are. If a close market competitor is offering a better work environment, more flexibility, or some other appealing perk, your staff has likely heard about it and may factor it into whether they decide to stay with you. Stay interviews give you an ear to the ground in this important area. 

Stay transparent

The majority of a company’s employees don’t get to see how big decisions are made, let alone learn why. Stay interviews give key employees a sense of what the company is doing to benefit them, which instills transparency–one of the most valued employer characteristics among top talent.

Benefits of Stay Interviews

Learn what drives top performers to stay 

Stay interviews can help you uncover why your best workers keep returning day after day, year after year. When you know what’s important to them, you can do more of it–or improve upon the areas that are lacking before it drives them to seek opportunities elsewhere. 

Get first-person insights on what needs to change

What matters to an organization’s rank and file often differs from what matters to its leaders. If most of your day is spent in the corner office, it’s easy to lose touch with how workers are feeling on the ground floor. Stay interviews can give you invaluable first-person feedback on what should be done differently to impact employee satisfaction directly. 

Related: Strategies for Culture Change Management that Work

Take a proactive approach to retention

When one of your top performers hands in their resignation letter, it’s standard practice to make them a counteroffer to try and get them to stay. At this point, however, you’re already behind. Stay interviews are a proactive way to hold onto your employees rather than fighting to keep them once they’ve decided to leave. 

Related: Highly Effective Strategies for Employee Retention

Make employees feel heard

From entry-level workers to seasoned veterans, employees want to feel that their voice matters to their company. It’s a major driver of on-the-job engagement. In a Forbes global study of over 4,000 workers, highly engaged employees were over three times more likely to say they felt heard at work than highly disengaged employees. Stay interviews give workers an active channel to exercise their voice. 

Related: How to Measure Employee Satisfaction

Build a culture of trust

Stay interviews establish the ability for employees to speak candidly with their managers–an important component of an organization with a strong culture of trust between leadership and staff. 

Challenges of Stay Interviews

Requires heavy time investment

To facilitate meaningful conversations, stay interviews should last at least 20 to 30 minutes; some may run even longer. The time adds up if you’re conducting a dozen of these interviews. In order for stay interviews to be effective, company leaders must be committed to investing the proper resources, which might mean shifting or pushing back other priorities. 

Necessitates change

Gathering employee feedback means actually doing something with it. If you don’t, it can cause more significant problems, like distrust and disengagement. Conducting stay interviews means you must also have a plan in place for facilitating the changes that are called for. We’ll talk more about this shortly. 

Can lead to unpleasant discoveries

You might not always like what you hear when you conduct stay interviews. It’s uncomfortable to receive negative feedback, especially from people you consider to be top team members. If leaders aren’t ready to listen with an open mind, it could create tension between managers and their reports. Proper preparation and objective analysis are essential to making use of interview responses, however unpleasant they might be. 

How to Conduct a Stay Interview

Follow these tips for conducting stay interviews that get results. 

Choose the right format

How you conduct your stay interviews will depend upon your organization’s culture. Is it a place where managers and their reports are in close and frequent communication? If so, a face-to-face conversation will work well. However, if your organization has a more hierarchical structure where there’s a perception of distance between managers and employees, an anonymous survey might work better. Remember, you want your interviewees to be able to speak their minds honestly, so choosing the right format is key to making sure that happens. 

Identify good candidates

You should conduct interviews with your highest-performing and longest-tenured employees. These are the ones whose experience you want to replicate since, clearly, there’s something that has kept them engaged and coming back. 

Time it strategically

Build in enough of a buffer between your interviews and any significant company events; the week before performance reviews or year-end bonuses is not a good time to conduct stay interviews, as this may color the answers you receive. Also, it’s a good idea to do them all at the same time; otherwise, you risk giving the impression that certain people are being singled out. 

Make it a conversation

Even though it’s called an interview, it shouldn’t consist of the interviewer firing questions at the subject. Instead, shoot for a more back-and-forth format. Your employees will be more inclined to speak freely if it feels like a natural conversation and not like they’re under a spotlight. 

Put the feedback you get into action

The intel your stay interviews generate is useless if it’s just filed away in a folder somewhere. To reap all the benefits we outlined above, you have to actually do something with what you learn! So, make your efforts worthwhile–and maintain your employees’ confidence–by using their feedback to make organizational changes that will help with acquisition and retention.

13 Stay Interview Questions to Ask

1. What do you like about your job?

This will help identify the top-selling points of working for your company and/or in a particular department. 

2. What motivates you to come to work every day?

Find out what you’re doing right to engage your top performers and what it is about the role that makes it appealing. 

3. Describe what a “perfect day” at work looks like. 

What’s not mentioned may be even more telling than what is. 

4. What do you dislike about your job?

This pointed question will produce some of the most useful insights you can use as the basis for change. 

5. What aspects of your work would be the biggest motivators for you to change jobs?

You want to focus on correcting these as soon as possible, whether it’s low pay, a lack of advancement opportunities, or poor morale. 

6. What do you want to do more/less of at work?

In addition to being useful on an organizational level, these answers can help you offer the right opportunities to your best employees on an individual level. 

7. What do you think of the way our employees are managed?

As we talked about earlier, it’s critical to get perspective from the people with ‘boots on the ground.’

8. How would you describe your work/life balance?

In survey after survey, top candidates cite work/life balance as one of the most important factors when deciding where to work. 

9. What could be done to improve your work/life balance [or any other job aspect that employees value]?

Use this opportunity to gather direct recommendations for improving the factors that matter most for recruiting and retention. 

10. What do you think of the professional development opportunities offered by the company?

Organizations that offer professional development enjoy retention rates that are an average of 34% higher than those that do not offer such programs. 

11. What “work things” do you think about when you’re not at work?

The more you can prevent employees from taking their work home with them, the happier they’ll be. 

12. Do you see a future for yourself at the company? What does it look like?

There’s no better way to gauge whether your top performers plan to stay and how they envision the future unfolding than to ask. 

13. If you were the boss, what would you do differently?

Getting an honest answer to this question depends on a solid level of trust between the interviewer and the subject, but the responses can be eye-opening. 

Tips for Implementing an Action Plan After Stay Interviews

Share the feedback

Provide detailed insights to company leaders and department heads. It’s also a great idea to share your findings–at least the key takeaways–with the company at large. In doing so, communicate what feedback you plan to take action on. If there are elements you’re unable to act on, explain why. 

Start small 

Don’t promise the world; focus on one priority at a time. It’s much better to make one change and do it well than to promise a slew of changes and under-deliver on all of them. 

Set goals and monitor progress

Any changes you intend to make should be undertaken with concrete KPIs in mind. For example, if employees tell you they want more development opportunities, you might set a goal to launch two new development initiatives over the next 12 months. Track your progress during your defined time frame and assess your KPIs regularly. 

Keep employees in the loop

When employees share their input in a stay interview, it’s an act of good faith. Return the favor by keeping them personally informed about your progress on their requests. For example, if a team member says they want more flex time and it’s something you’re onboard with but haven’t yet made headway, you could let them know in their next one-on-one meeting what steps you’ve taken to work on it. 

Repeat the process

Stay interviews aren’t a one-time thing. They should be done at least annually. A good scheduling tip is to conduct them on a schedule opposite your performance reviews. So, if you do performance reviews in Q2 and Q4, you might schedule stay interviews during Q1 and Q3.  

To summarize, boosting retention should be a top objective for companies looking to maintain a strong staff in the face of a persistent talent shortage. Stay interviews can help you collect the data you need to formulate an effective employee retention strategy.

But what does flexibility in the workplace look like in practice? What are its advantages for modern organizations? We’ll dive deeper into workplace flexibility and share some examples of how you might incorporate it into your work.

What is Workplace Flexibility?

Flexibility refers to the ability to change with ease. In the workplace, that means adjusting to accommodate unexpected circumstances and being able to navigate situations that don’t go as planned. We may see workplace flexibility at play internally, as with staff schedules and assignments, and externally, with things like new product development and PR campaigns.

If the past few years have made one thing clear, it’s that workplace flexibility can make or break an organization. The ability to respond and adapt quickly to unforeseen, unprecedented events can define whether a company succeeds or folds during challenging times. As for employees, flexibility at work has gone from being a luxury to a necessity for many top job seekers. 

Advantages of Workplace Flexibility for Employers

Aids in talent acquisition

Flexibility is the fastest-growing priority among job seekers, with work-life balance being the number one factor top applicants consider when deciding where to work. Workplace flexibility is a must if you want to win candidates in a cutthroat labor market. 

It’s also necessary to bring applicants in the door. According to the latest CareerBuilder research, jobs that allow flexible work arrangements, like the ability to telecommute or work part-time hours, attract seven times more candidates than those requiring a more rigid structure.

Demonstrates trust in employees

Giving your employees flexibility is a vote of confidence. It shows your faith in their ability to make decisions about where and how they work and their competence in managing their own time. 

When you show trust in your employees, it boosts their engagement. Highly engaged employees are more productive–22% more productive than less engaged employees, to be precise–which is good for business.  

Boosts morale

Employees who feel valued and trusted by their employer are more likely to feel good about coming to work daily. Your staffers’ flexibility to make work changes when needed further strengthens this. Greater flexibility contributes to a stronger sense of morale and makes it easier to retain your best workers. 

Related: Highly Effective Employee Retention Strategies

Examples of Workplace Flexibility for Employers

First, let’s start with the area that typically comes to mind when thinking about workplace flexibility: flexibility on the employer’s behalf. In this case, flexibility refers to how employees are managed, their autonomy level, and how feedback is delivered and received. 

Let’s look to myRyan, an international tax consulting firm, for a lesson on this important workplace value. Fortune named the company the number one workplace in America for flexibility. 

The firm recognized the benefits of non-rigid scheduling well before the pandemic and put the concept on the global radar. With the company’s virtual collaboration platform, ‘myRyan,’ employees can work where they want, when they want, without the pressure to log a certain number of hours each week. They’re assessed based on the results they achieve versus the amount of time they work, which is a fairly radical approach for the accounting industry. Employees are empowered to eliminate tasks they deem to be a waste of time or money.

The company says that since rolling out myRyan and giving employees maximum flexibility, there has been a dramatic increase in both employee retention and satisfaction. 

While this is one great example, you don’t have to create a bespoke cloud-based work environment to give employees more flexibility. 

Some other examples of employer flexibility in the workplace include:

• Offering non-traditional scheduling, flex time, or unlimited PTO
• Offering different types of work environments, like private and collaborative spaces
• Allowing the option to work remotely
• Using different management styles for different employees based on their work styles and preferences
• Encouraging creative thinking
• Asking for feedback on what the company or management could be doing better
• Rewarding employees for providing constructive input

We often think of flexibility in terms of time, but it can also apply to the setup of physical spaces, work locations, how meetings are conducted, the types of conversations that are held, and more. 

Advantages of Workplace Flexibility for Employees

Reduces stress

Juggling work and home life is stressful, especially when employees feel like they’re forced to choose between the two. With more work-life balance, employees feel less unnecessary pressure and can focus on doing their best work when they’re on the clock. 

Related: How to Reduce Stress in the Workplace

Increases job satisfaction

Workplace flexibility greatly affects an employee’s sense of well-being at work. Flexible scheduling, for example, reduces job-related stress by 20% and increases satisfaction by 62%. When workers feel satisfied and rewarded by their jobs, they’re less likely to seek employment elsewhere. 

Leads to more opportunities

Being a flexible worker can open doors. Stepping up to take on a new level of responsibility can hone an employee’s leadership capabilities, while covering for a coworker can help expand their skill set. When you adopt the mentality of “I’ll give it a shot” versus “it’s not my problem,” you make yourself more valuable to your employer, which can benefit you professionally. 

Helps with landing a job

Being adaptable is also a major asset when you’re looking for a job. Flexibility is consistently among the top characteristics hiring managers include in job descriptions. If you come to an interview with anecdotes demonstrating your flexibility, you’ll be a stronger contender for the position. 

Examples of Workplace Flexibility for Employees

In the ideal scenario, flexibility at work is a give-and-take relationship. While employees enjoy flexibility in their work schedule and style, they can also provide flexibility to their employer by adapting to accommodate the needs of the organization. 

This might include:

• Working overtime to finish an important assignment
• Taking the lead on a project outside their normal realm of responsibility
• Stepping up to help a coworker in need
• Filling in to cover scheduling gaps when colleagues are out
• Being open to trying new ways of doing things
• Taking constructive criticism gracefully
• Embracing change rather than resisting it

When employees are flexible, it facilitates smoother teamwork. It’s easier to get things done when colleagues can put aside their differences and focus on accomplishing a task.

Being flexible as an employee helps the company respond quickly to changes when the need arises. This can make the company more agile and likely to succeed amidst changes in the market, which leads to stronger job security. 

The Challenges of Workplace Flexibility

While creating a more flexible workplace comes with numerous benefits, it’s not without its share of challenges. Here are a few of the obstacles you’ll need to grapple with when instituting increased flexibility. 

Lack of boundaries

Greater flexibility means the line between work and life becomes more blurred. When there’s not a clear distinction between “work time” and the rest of the time, it can lead to an increased risk of burnout among employees who feel like they’re always on call. 

Collaboration

Scheduling meetings and working collaboratively can be harder when everyone is not in the same physical location or working simultaneously. 

Continuity

Giving employees control over their work hours often means one team member clocks out just as another clocks in. This can create barriers to the smooth transfer of information and cause unnecessary work delays. 

Spontaneity

When employees aren’t all present together at the same time, you lose the spark of informal conversations, spontaneous brainstorming sessions, and other in-the-moment interactions that can drive creativity. 

Supervision

When you give employees more flexibility, it’s harder to monitor their activities. Conflict can arise if managers feel suspicious of how employees are spending their time or if employees feel their employer doesn’t trust them to manage their own workload. 

Coaching

With a flexible workplace, managers aren’t always able to deliver feedback in real time. More intentional planning is required to offer the coaching and training that’s essential for strong employee development. 

Security

Additional safeguards are required to keep work and data secure when it’s being done from remote locations. This may require investing in special hardware, software, and other technical infrastructure. 

Equity

The nature of your business may mean some employees don’t have the same access to flexibility as others–for example, a security guard who has to be on the premises during a rigid set of hours. This can lead to perceptions of unfairness among staff.

Compliance

Employing remote workers means you’ll need to navigate labor laws and comply with regulations in more than one location, which can add complexity for your legal and HR teams. 

Tips for Managing Employees in a Flexible Workplace

Managing employees in a flexible environment requires thoughtful planning, clear communication, and proper technical infrastructure. Follow these tips to successfully orchestrate workplace flexibility. 

Set clear expectations

Provide a thorough outline of job responsibilities, performance goals, and deadlines. Be explicit about expectations for when team members will be available and the turnaround time expected on various deliverables. For example, some flexible workplaces allow employees to choose their own hours, provided that everyone is online and available during a set window across teams and time zones each day. 

Communicate regularly

Use formal and informal communication channels to contact all team members consistently. Hold group meetings and one-on-one check-ins regularly to share status updates, flag challenges, and proactively resolve any issues. 

Leverage technology

In a flexible work environment, technology is your friend. Use software to assign tasks, monitor progress, track performance, and engage in collaborative work. Project management platforms like Asana and Trello can be a great asset. 

Promote boundaries

Lead from the top when it comes to helping employees establish boundaries between their work and personal lives. Encourage team members to log off at a set time each day and communicate healthy expectations around availability–for example, that work emails sent outside of normal business hours will be answered the following morning. Normalize the practice of fully taking advantage of sick leave, personal days, and PTO. 

Prioritize team building

When teams aren’t in the same place at the same time, you’ll need to dedicate extra resources to building a cohesive culture. Plan activities–both virtual and offline–to foster connections and camaraderie between remote and flexible workers. Ensure all team members, regardless of work location, have the option to participate. 

Adopt a flexible management style

It’s important to recognize that different team members require different levels of support and guidance. Some may thrive in a highly independent work environment, while others may need more targeted feedback and development to perform their best. Adopt your leadership style to suit the needs of individual team members. 

Monitor well being

The rise of the flexible workplace coincides with a growing awareness of mental health. This is apt since the two are closely intertwined. Pay attention to employees’ well-being and watch for red flags, like sudden changes in performance, that may indicate a team member needs additional support. 

Key Takeaway on Workplace Flexibility 

Workplace flexibility doesn’t pertain solely to employers or employees. Rather, it’s a two-way street. Organizations reap the greatest benefits of flexibility when it’s something that’s valued and prioritized by both the company and its workers. 

By being adaptable to change, accommodating requests, and open-minded to new ideas, companies, and employees will enjoy a more positive, productive work environment where people feel valued and the work feels more meaningful.

What is Human Resources Development?

Human resources development is a systematic process by which organizations help their employees advance and grow professionally. It can take many forms; activities like employee coaching and skills training, benefits like tuition assistance, and opportunities like leadership programs might all fall under the umbrella of a human resources development strategy.  

The goal of a human resources development program is to help employees maximize their full potential regarding their role in the company (and any future roles they might hold). When deployed successfully, such a program can boost employee retention, encourage upward mobility, strengthen the company’s competitiveness in the marketplace, and ultimately increase its profitability.

One important thing to note is the distinction between human resource development and human resource management. While they’re both HR functions and the two terms are sometimes used interchangeably, there are some subtle differences between them. Whereas human resource development focuses on developing employees’ competency, human resource management primarily focuses on increasing efficiency. A specialist in human resource management strives to improve employee productivity, optimize output, and control costs. Both areas are important to a well-functioning organization, so it’s ideal when companies prioritize both. 

How Does HR Development Work?

There’s no singular correct approach to human resource development. It can encompass any company-sponsored offering that will cultivate skills and experiences to help employees thrive in their progression within the organization and their careers. Here are some examples of human resource development initiatives that give team members the tools they need to succeed and grow:

• Formal training programs like new hire onboarding, skill-specific courses, and mentoring programs
• Informal development like on-the-spot coaching from managers and shadowing more senior team members
• Performance reviews that involve setting goals, assessing progress, and providing feedback
• Employee development benefits like tuition assistance or a continued education subsidy
• Leadership opportunities like serving as an interim manager while a regular manager is away
• Succession planning to identify and prepare employees to fill critical openings in the organization

How Does HR Development Benefit Companies?

To illustrate how human resources development can benefit companies, let’s consider two hypothetical organizations.

The first, Company A, doesn’t have a concrete human resource development program. Once an employee’s initial onboarding is complete, it’s largely in their own hands if they want to acquire new technical skills that would help them do their job. Because there’s no formal structure for employee development, they’re not regularly offered opportunities that might help them grow as thinkers and leaders. And because the company lacks development benefits, it falls behind others in the industry in attracting new talent. 

Now, let’s look at Company B, which has a strong human resource development program. After an employee is onboarded, they receive regular one-on-one coaching to fine-tune their skills and periodic training to acquire new ones. Their employer presents them with internal and external opportunities that help them become better communicators, project managers, and team leaders. Because the company offers perks like tuition reimbursement and training stipends, it’s a place where the best candidates in the field want to apply, and existing employees want to stick around.

Company B clearly sounds like a more attractive place to work, but it’s not just about having a good image. Human resource development is a virtuous cycle that benefits companies in numerous ways, including:

Strengthening workforce skills

A highly skilled workforce makes a company more adaptable, innovative, and resilient, all of which are desirable characteristics for long-term success in today’s dynamic market. 

Boosting employee engagement 

Developing team members helps them feel more engaged with their jobs and invested in high performance. Engaged employees experience higher job satisfaction and are likelier to remain with the company, resulting in lower turnover. 

Improving business outcomes

A higher level of workforce skill breeds greater efficiency, which leads to increased output, performance gains, happier customers, and higher profits–all things shareholders like to see. 

Aiding in recruitment

Solid performance numbers enable a company to offer more attractive salaries and perks, which makes recruiters’ jobs easier. This also contributes to a positive public reputation since happy recruiters are the best ambassadors for an employer’s brand. 

By the Numbers

If you’re more of a numbers person, consider the findings of a global Gallup study that looked at nearly 50,000 business units with over a million employees. The study focused on how ‘strengths-based interventions’–A.K.A. strategic employee development–impacted the organizations in six key areas: sales, profits, customer engagement, employee engagement, turnover, and safety. 

The findings were stark. The organizations with teams that received strengths-based intervention significantly improved in all six areas. Teams that did not receive such development saw little to no impact. 

In short, human resource development fosters the competencies that an organization needs to excel. It helps companies build a workforce that’s highly skilled, deeply engaged, and always improving. 

Now that the benefits for companies are clear, let’s examine the pros of a human resources development program for employees. 

How Do Employees Benefit?

The great thing about human resources development is that it helps employees as much as it benefits employers. Its advantages for workers include:

Greater career clarity

Without a human resources development program, employees can feel like ships in the night, clocking in and clocking out day after day without being on any sort of broader course. On the other hand, when a formal development program is in place, it helps employees feel more engaged with their jobs on a day-to-day basis while also seeing a larger path forward within the organization. This is the kind of engagement the best employees are looking for. 

Skill advancement

Human resources development also benefits employees by helping them acquire new skills and strengthening their resumes. This puts them in a position to compete as top candidates in their field and negotiate for the best pay and benefits. 

Adaptability

In a landscape where job security is scarce for many workers, being adaptable is critical to strong employment prospects. Employees who participate in human resource development programs possess a more robust set of skills and experience, making them more desirable candidates if and when they ever need to search for a new job. 

Motivation

Have you ever heard of the snowball approach to achieving goals? The premise is that you focus on tackling the smallest tasks first because achieving some early ‘wins’ makes you more motivated to tackle the tougher aspects of your goal. 

Human resource development similarly motivates employees; when they experience the fulfillment of new career achievements, they’re more enthusiastic and equipped to take on increasingly advanced and complex challenges. 

Increased job satisfaction

Finally, human resources development contributes to a sense of overall job satisfaction that eludes many workers in today’s market. When combined with other factors like competitive wages and a strong company culture, the result is a job employees are happy to have and will want to stay at for years to come. 

Tips for Successful HR Development 

Assess your needs

No two companies are alike, so don’t assume that another organization’s blueprint for human resources development will work for yours. Before implementing any strategy, begin with a thorough assessment of your needs. This can include a skills gap analysis to identify technical shortcomings, a competitive analysis to determine where other market players outperform you, and employee feedback surveys to understand employees’ needs and desires. 

Align development opportunities with organizational goals

The Gallup study we mentioned earlier found that even organizations that did the bare minimum regarding employee development benefited from it. However, when organizations matched employee development opportunities to organizational goals, their benefits increased exponentially. You can get the most out of your development initiatives by strategically planning the programs and selecting the employees who will participate. 

For example, a company looking to improve its public perception might zero in on PR training for employees with strong communication skills. A brand looking to reach a younger customer demographic might offer social media workshops to its entry-level employees who show promise as brand ambassadors. Zeroing in on employee strengths can make development programs more rewarding for both the participants and the company. 

Related: How to Invest in Employee Development

Communicate about it

A human resources development strategy doesn’t do much good if it’s a behind-the-scenes program in which only a few HR staffers have a hand. To get the most from it, employees need to know it exists. So, talk about it! Use your internal communications channels to spread the word and generate buzz about your company’s professional development initiatives. Get department heads and managers involved to make it something employees look forward to. 

Leverage technology

Take advantage of technology to help you implement, streamline, and measure human resources development initiatives. Your existing ATS may already have the necessary capabilities, or complementary software may be required to provide the right functionality for your needs. 

Be inclusive

Human resource development is a great place to incorporate strategic diversity and inclusion initiatives. Develop programs that promote, support, and cater to employees and job seekers in diverse groups. In broader programs, include elements of cultural competence to create a more inclusive workplace.  

Ask for feedback

The best human resource development strategies are employee-centric. Even as you’re working to achieve targeted business goals, you’ll be more successful if you ensure you’re meeting or exceeding employee expectations along the way. Gather feedback using pulse surveys and open-response formats to find out what’s working, what employees want more of, and what’s missing the mark. In addition to making employees feel heard, this kind of feedback allows you to quickly identify whether your programs have the intended results or could use some tweaking. 

Related: How to Measure Employee Satisfaction

Incorporate it into the broader culture

Human resources development works best when it’s ingrained into the fabric of the company as a whole. As such, prioritize employee strengths–both their recognition and development–as a focus within the company’s day-to-day operations and the more prominent employer brand. 

Training and development are just two of the many ways an organization can make its employees feel valued, which is a critical component to retaining them over the long term.

Related: Strategies for Culture Change Management that Works

We will discuss some of the ways workplace conflict can negatively affect organizations and what can be done about it, both via proactive prevention and through positive avenues for resolution.  

Common Causes for Workplace Conflict

Personality clashes

Some people are like oil and water–they’re just not going to mix well. Sometimes, opposite personality types clash, like a soft-spoken individual and a loudmouth. Other times it’s coworkers who are similar that butt heads, like two headstrong leaders. Whatever’s behind the clash, put them together in a workspace, and there are bound to be some tense situations between them. 

Differing work styles

We can’t count how often we’ve heard employees complain about officemates playing loud music while working. Background noise versus silence is just one of many personal preferences about how work gets done that can lead to disputes. 

Creative disagreements

Differing views on a project’s creative approach can create intense conflict since both sides feel passionate about their position, and there’s not one “right” answer. If one approach is chosen over the other, resentment can simmer beneath the surface long after the project is completed. 

Competition

Several great candidates, one available promotion—it’s a recipe for conflict as old as the workplace itself. Healthy competition promotes growth, but too much can create a toxic, dog-eat-dog work environment rife with friction. 

Miscommunications

Communication (or lack thereof) is a huge driver of workplace conflict, from unclear expectations to a poorly worded email. The worst part is that more mindful, intentional conversations could avoid much of it. 

Resistance to change

It’s common for workers to resist new and unfamiliar tools, systems, and policies, especially if they perceive the changes as putting their jobs at risk. 

Bad management

Poor management allows workplace conflict to thrive. Without active, effective leadership, problems like bullying, distrust, and inequitable workloads can run rampant. 

How Workplace Conflict Impacts Organizations

Workplace conflict can take many forms, from a one-time exchange of terse words in the breakroom to a pattern of hostile behavior by one or more staffers. The causes of workplace conflict can range from personality clashes and differing work styles to systemic mismanagement and even criminal behavior.   

The potential implications of workplace conflict are equally varied and can be highly damaging to the work environment. On the lower end of the spectrum, hurt feelings can simmer over to feelings of resentment and disengagement, while on the more extreme end, there are work disruptions, employee resignations, and even lawsuits. These negative implications cost companies through reduced productivity, morale, and turnover. 

Lost productivity

According to one study, American workers spend an average of 2.8 hours per week dealing with workplace conflict. All that time adds up to $359 billion in paid hours each year, and employees are not actually getting much done. 

Lowered morale

It is hard to stay positive when you are in a negative place, and workplace conflict is a major source of negative emotions. While employees can be coached to effectively deal with infrequent conflicts, which are part of most jobs, it becomes a problem for morale when conflict is frequent or sustained. Research has shown that low morale leads to greater levels of absenteeism and poorer job performance, both of which cost companies money. 

Turnover

In a study conducted within hospitality organizations, researchers found that workplace conflict in the form of abusive supervision (a.k.a. hostile managers) and ostracism were strongly linked with an employees’ intentions to leave the company. 

Further research shows that conflict contributes heavily to an employee’s overall job satisfaction—or lack thereof—which is inversely correlated with their intentions to leave. In other words, the more unhappy employees are at work, the more likely they are to quit. 

Then there is the overwhelming circumstantial evidence we have via countless personal anecdotes we have heard from employees who, when asked why they were leaving their current job, cited the “toxic culture.” Employees do not want to stay in workplaces filled with conflict. 

8 Signs of Emerging Conflict

Changes in behavior

If an employee who’s always been mild-mannered suddenly becomes disagreeable, it could be a sign that something is up. 

More frequent complaints

A rise in complaints to managers or HR is a definite cause for concern. Either employees are no longer able to resolve their inter-office disputes on their own, or they’ve lost the desire to find solutions independently. 

Mistakes

Conflict drains employees’ attention and productivity. Errors, missed deadlines, and things falling through the cracks can be red flags that larger problems are at play in the workplace. 

Team division

It’s normal for some employees to be closer than others. However, if your team becomes starkly divided into different factions or there’s a sense of people taking sides, it’s worth investigating further. 

Tense words

Sometimes, detecting conflict can be as simple as listening to employees’ words. Frustration and anger can prompt curt responses, snide remarks, rudeness, and even gruff emails.

Pushback

Employees involved in workplace conflict may give unnecessary pushback when given direction or respond negatively to feedback. This can be a side effect of their exasperation with the situation.

Increased absenteeism

When staff face conflict in their job, they may look for reasons not to come to work. Workplace conflict can also cause very real physical and psychological symptoms like anxiety, stress, and depression.  

Increased turnover

As we already mentioned, conflict can breed excessive turnover. Unsurprisingly, employees don’t want to stay in a dysfunctional work environment and seek opportunities elsewhere. 

Workplace Conflict Resolution Strategies and Techniques

So, how can employers mitigate workplace conflict and deal with it correctly when it does arise? Follow these time-tested workplace conflict resolution strategies. 

Start with employees

While the employer undoubtedly plays a big role in conflict resolution, leadership should come from the top down. Companies should begin by arming employees with the tools they need to resolve conflict independently. Experts agree that self-resolution should be the first avenue for dealing with workplace conflicts before escalating the issue up the chain of command. 

It is not cost-effective for managers and department heads to spend time getting involved every time staffers disagree. Instead, set the expectation that employees will attempt to work it out independently before getting their supervisors involved when a conflict arises. 

It is a great idea to lay out this expectation in your employee handbook. Communicate that every employee, regardless of role, must communicate respectfully, show tolerance for their fellow employees, and work to resolve conflicts proactively.

Related: Tips for Conflict Management

Set expectations for supervisor involvement

While there will be times when a higher-up needs to intervene in a dispute between staffers, the response should not be to take ownership of that problem automatically. Instead, the focus should be on empowering staffers to analyze the issue, devise possible solutions, and implement those solutions. 

Set expectations for how and when this will happen. At what point does a manager need to get involved in a staff conflict? Do employees have the proper channels for bringing conflicts to the appropriate person’s attention? 

It is also important to delineate that some types of conflict should always be escalated, like those involving threats of violence, harassment, or illegal activity. Make sure employees know they are not expected to deal with these types of issues on their own. 

Define HR’s role

A company’s human resources department wears many hats, and one of those is acting as a neutral mediator during conflicts. Typically, HR will get involved when employees and their managers cannot resolve a conflict on their own or when conflict exists between two different levels of seniority, like between a manager and their subordinates. HR should also step in for any conflicts involving harassment, discrimination, or issues that might require law enforcement intervention. 

Though HR does not need to be directly involved with all workplace conflicts, they should be kept in the loop about any situation beyond a minor dispute. Too often, HR learns of an issue after it has already escalated when earlier involvement could have helped mitigate the damage. 

Use a peer review system

In a peer review, the employees involved in a conflict present their sides of the issue to a small panel of their peers who have been elected or appointed to help adjudicate such conflicts. The panel then acts as a jury of sorts to decide whether to resolve the conflict. 

Peer review systems can be highly effective but must be set up carefully and run systematically. Employees involved in the panel must be given adequate training that covers the kinds of questions to ask for an effective review and common pitfalls to avoid. 

Engage a neutral third-party

Third-party mediation works similarly to a peer review but with an external party acting as the mediator. This person might be a trained conflict resolution professional or an objective party without a stake in the disagreement. 

Using an outside mediator can promote fairness since the person comes in without any preconceived notions about the involved parties or situations. It can also prevent feelings of resentment toward peers who judge a particular employee. 

Allow open communication

If a mediation system is used, ensure all parties can voice their concerns and express their position thoroughly. Avoid back-and-forth during this time; give each person a chance to speak without interruption or objection. Helping employees feel heard and bringing grievances out in the open can go a long way toward cooling heated conflicts. 

Use legal avenues as a last resort

When all other channels for positive conflict resolution are exhausted, companies may resort to legal avenues like arbitration and litigation. These should be approached as a last resort since they are costly and time-consuming, not to mention psychologically draining on all parties involved. 

Arbitration is a formal process that, like a court case, may involve questioning witnesses and reviewing evidence. Retired judges and other legal experts often serve as professional arbitrators who issue a final judgment based on all of the material presented. The outcome of arbitration is typically legally binding. 

Litigation refers to a formal court case involving a judge and/or jury. Many states require professional disputes to be brought through mediation first because mediation is often successful and saves the taxpayer dollars that would be associated with holding a trial. 

Follow up

After a conflict occurs and the subsequent resolution is reached, check in with the involved parties after a time to ensure the solutions have been adequate and no problems persist. 

How to Prevent Future Workplace Conflict

The best strategy for dealing with workplace conflict is to minimize its occurrence in the first place. Follow these tips to prevent future conflict. 

Promote a culture of mutual respect

Building a community, teamwork, and trust culture can help create a low-conflict work environment. Encourage open, respectful communication between employees. Recognize and reward team members who work collaboratively to achieve shared goals. Make employees feel heard by gathering feedback and having candid one-on-ones, and then acting on the input. 

Provide training on workplace conflict prevention and resolution

One of the most comprehensive, widely cited studies on workplace conflict found that conflict management training was by far the biggest driver of high-quality conflict outcomes. 

Fewer than half of the survey participants had ever received such training, yet 95% of those who did found it helpful. When employees are given strategies to manage disputes effectively, conflict can transform from a drain on company resources to a positive avenue for building stronger, more well-rounded, collaborative employees.

Focus on compromise

When seeking conflict resolution, aim to achieve win-win outcomes rather than scenarios where one side emerges as the “winner.” Aside from just being a more positive way to resolve conflicts, this also helps reduce lingering ill will, which can prevent the conflict from rearing up again in the future. 

Prioritize conflict resolution when hiring

Despite the inevitability of conflict in the workplace, you can help minimize its frequency by building a team with strong conflict-resolution skills. To do this, ensure your screening processes and interview questions are designed to identify these skills and flag candidates lacking them. 

Some conflict resolution questions to work into your interviews might include:

• How would you describe your communication style?
• How do you deal with personality clashes when working on a team?
• When you have a conflict with a coworker, how do you go about resolving it?
• Tell me about a time when you disagreed with your boss. What was the outcome?
• What experiences in your background have prepared you to manage conflict in the workplace effectively?

Background checks are another critical component of the hiring process, alerting you to any potentially problematic traits, such as unresolved anger management issues.  

Cultivate a Strong Company Culture with Help From 4 Corner Resources

At the end of the day, an employee’s alignment with your company culture can play a huge role in whether they contribute to workplace conflicts. When you hire for a strong culture fit, you are less likely to experience the negative impacts of workplace conflict we have outlined above. 

4 Corner Resources can help you zero in on candidates who not only meet your skills requirements but who mesh with your company’s overarching values and personality. We are experts at identifying positive traits like communication skills and creative problem-solving that will allow new hires to thrive in a collaborative environment.

Start building a company culture you can be proud of. Contact us today to schedule your free staffing consultation.

Whether it’s a tasty piece of bacon, a shiny new toy, or additional PTO days, offering a reward is one of the most powerful ways to get a creature–human or otherwise–to repeat a desired action. A psychologist would call it positive reinforcement. In the staffing world, we call it an employee incentive program, and it’s a highly effective way to encourage positive behaviors in the workplace.

Here, we’ll cover some of the best employee incentive programs you can use to attract talent, retain your best workers, and accomplish strategic objectives. But first, let’s take a closer look at how such programs are used.

What is an Employee Incentive Program?

The primary purpose of an employee incentive program is to achieve a certain outcome, one that’s usually tied to an organizational goal. If you want to lower your health insurance costs, you might incentivize wellness with a smoking cessation program or a discounted gym membership. If it’s employee referrals you’re after, you might offer a monetary bonus for any referral that results in a hire.

Another category of employee incentive programs is a more general one meant to boost overall engagement and aid with recruiting. While incentives like unlimited PTO days might not be directly tied to any strategic initiative, for example, they can be highly attractive to top candidates who are considering working for you. Thus, they pay off differently. The same goes for keeping your existing employees happy on the job.

Do Employee Incentive Programs Work?

Incentive programs work–and work very well–because they’re rooted in human behavior. Science has shown that a positive reward (i.e., an employee incentive) is extremely effective in reinforcing behavior, especially if it’s given immediately after the desired behavior occurs. By using employee incentive programs to create a direct link between a goal behavior and a positive outcome, employers can boost motivation and cement the habits they most desire in their employees.

According to the Incentive Research Foundation, properly implemented incentive programs can increase performance by an average of 22%. For team incentives, that number jumps to as much as 44%. Incentives can be even more impactful as a culture-enhancing tool and are especially paramount to promoting engagement now that workforces are largely decentralized, with workers operating in disparate locations. 

If you’re not already using employee incentive programs to attract and retain top-notch talent, now is a great time to start. Here are ten types of programs to consider implementing in your organization.

Motivate Your Employees With These 10 Incentives

Recognition-reward programs

It’s no secret that praising a job well done helps keep employees engaged and productive; it’s a standard practice among good managers. An employee recognition program formalizes the process, using a system to reward employees for noteworthy achievements, work milestones, and going above and beyond in their roles.

Such a program can take many different forms. An employee recognition app, for example, enables workers to give recognition shoutouts to their peers in a social-media-like setting. In a points-based program, managers can dole out points to their reports, which can then be redeemed for things like days off or gift cards.

Receiving public recognition for their work does more than make employees feel good; it also sparks productivity. According to research by Aberdeen Group, 60% of best-in-class organizations say employee recognition is extremely valuable in driving individual performance.

Tuition reimbursement

Investing in your employees’ continued growth is never a bad idea. With the cost of higher education at an all-time high, offering tuition reimbursement is a fantastic way to demonstrate your commitment to an employee’s future, not just at your company but in their career as a whole.

Because it’s such an impactful personal incentive, tuition reimbursement can go a long way toward instilling a sense of loyalty in the company and helping retain top performers. Offered by many organizations in the Fortune 500, it’s particularly useful for retention in cutthroat industries, like tech, or those with high turnover, like food service.

A tuition reimbursement program is valuable to you as an employer because you can customize the requirements on the candidate’s side to suit your needs, like meeting certain performance criteria to qualify for it or requiring specific coursework that will help you mold your skills to serve the organization best. Tuition assistance programs are also tax deductible. Just be sure to seek guidance from a knowledgeable accountant or lawyer to ensure your program is structured properly to receive tax benefits.

Profit-sharing

In a profit-sharing program, the company contributes part of its pre-tax profits to a pool, which is then distributed among employees according to their stake. Participating employees “own” part of the company, which can directly affect their sense of ownership over their work. And because an employee’s financial gain depends on how well the company does for the year, it can incentivize stronger performance.

Once established, a profit-sharing program has few fixed costs, and those that do exist rise and fall with the company’s revenue. Profit sharing can be a less costly alternative to other monetary incentives like bonuses and supplement other benefits, like retirement plans.

Employee referrals

Establishing an employee referral program is a no-brainer if you want to incentivize employees while establishing a pipeline that’s consistently filled with high-quality talent. It’s well-established that employee referrals consistently produce the most quality hires of any recruiting channel. Referred employees are more likely to stay with the organization long-term and, when referred by high performers, often wind up being high performers themselves.

On the employee’s side, a referral program can help keep staffers engaged in the company’s growth by giving them an active role in selecting new team members. Plus, the monetary bonus that results from a successful referral is a nice perk and makes their efforts feel appreciated.

Related: How to Make Your Employee Referral Program a Powerful Recruitment Tool

Health & wellness programs

From onsite gyms to personal training sessions, meditation coaching, and mental health services, the options for health and wellness programs to engage your employees are endless. Wellness programs can help employees adopt behaviors that improve their physical and mental health, contributing to a happier workforce.

Healthier employees miss fewer days of work, which reduces the costs associated with absenteeism. Over the long term, employee health programs can lower your staffers’ risk factors like obesity and smoking, resulting in lower employer healthcare costs. In one dramatic example, health insurance company Aetna reported a 28% reduction in employee stress levels, a 20% improvement in sleep quality, and a 19% reduction in pain after implementing a mindfulness program.

In addition to their health-related benefits, employee wellness programs can signal an organization’s care for its workers, especially during challenging times like those we’ve seen in the past few years.

Related: 10 Ways to Improve Employee Mental Health

Additional time off

Everyone likes days off. Unlike monetary bonuses and other incentive programs, which come with startup and maintenance costs, using paid time off as an incentive is essentially free for the company to implement.

Extra time off can be a particularly useful motivator for achieving short-term objectives, such as incentivizing the sales team to exceed its target or motivating a project group to hit a challenging stretch goal.

Related: Attract Top Candidates With These In-Demand Perks and Benefits

Experiential rewards

As the workforce skews younger with the mass retirement of Baby Boomers, employers must be more cognizant of incentives that appeal to millennial and Gen Z workers. One such incentive is experiential rewards. 

As the name suggests, experiential rewards focus on experiences, with rewards ranging from concert and sporting event tickets to cooking classes and even hotel vouchers. Research has shown younger workers to be highly interested in these types of rewards and are likely to be significantly more interested in them after taking part in them for the first time. 

Gift cards, points, and cash

The latest Incentive Research Foundation survey of more than 1,000 employees and managers found that tangible rewards are the most effective type of incentives for driving employee engagement and retention. Among those tangible rewards, cash, gift cards, gifts, and points were in the highest demand. 

Tangible rewards like cash appeal because they have an immediate and gratifying payoff. Whether an employee puts the funds toward an indulgent purchase, like a vacation, or a more practical one, like next month’s rent, they feel an instant boost of satisfaction that makes the incentive feel highly worthwhile. 

Greater flexibility

Though compensation-based rewards provide instant gratification, another form of incentive is particularly effective when navigating the nuances of motivating remote workers. In the same IRF survey we just mentioned, managers said greater autonomy and flex time were particularly effective rewards for incentivizing remote and hybrid workers. 

Not only does offering greater flexibility as an incentive give employees the increased work-life balance they crave, but it also communicates a sense of trust and empowerment that goes a long way in building loyalty to the organization. 

Travel

When additional compensation was not an option, travel was the most preferred incentive program among employees. Incentive travel can be individual or group-based and typically consists of a two- to four-day trip to a destination that’s accessible via a short drive or direct flight on the company’s dime. 

The key to successful incentive travel programs is to set clear expectations. This applies to both the requirements to qualify for the incentive and the agenda during the trip. For example, how much of the trip will be dedicated to team-based activities, and how much free time will employees have to explore the destination?

Even if you’re not ready to commit to a multi-day incentive trip, you can still capitalize on the interest in travel rewards with things like airline points and airfare vouchers. 

Common Employee Incentive Mistakes to Avoid

Strategy, planning, and optimization are critical for a productive employee incentive program. Here are some mistakes to avoid when setting one up. 

Not basing it on your actual employees

Even the best third-party incentive research is still just that: third-party information. In order for an incentive program to be successful, it must be based on the needs and wants of your actual workforce. How can you discover these needs and wants? By asking! 

Use tactics like employee feedback surveys and focus groups to ask targeted questions focused on your employees’ motivations and drivers as well as their pain points. The feedback you receive should be central to the creation of your program. 

Failure to set clear objectives

Offering incentives for the sake of incentives is a surefire way to spend money without getting any results. What are you hoping to achieve by offering employee incentives? As you develop your program, keep your attention on the core goal: boosting morale, improving performance, increasing retention, or some other business objective. 

Inadequate promotion

Think of any company advertising a product. They don’t just promote it one time and expect the sales to roll in. Companies run ads endlessly to make sure their products and services stay at the top of customers’ minds. 

You’ll need to do the same to maintain awareness of your incentive program and keep employees engaged in it. Your promotional strategy could include email blasts, social media posts, team-wide Slack messages, reminders in staff meetings, and company-wide presentations outlining the program details. 

Focusing solely on performance

Performance is important, but employees care far less about revenue and margins than they do about feeling valued, included, and supported at work. In addition to recognizing employees for their strong KPIs, reward others behaviors and characteristics you want to see more of, like continued learning, creativity, and being a team player.

Excluding certain employees

Not every incentive will appeal to every employee. While a group trip to a beach resort might sound like a dream come true for some, it will be others’ nightmare. The same goes for perks that exclude employees with different physical capabilities or the time to engage in activities outside of normal work hours. Be mindful of these potential exclusions as you select rewards. 

Level-Up Your Hiring Efforts With the Help of Our Staffing Experts

Whether you choose to use employee incentive programs on a limited basis or you make them an overarching part of your employee experience, they’re a valuable tool for making work more enjoyable for existing employees and making working for you more attractive for top candidates.

Gain more helpful strategies for attracting and retaining star talent by working with the experts at 4 Corner Resources. We help forward-thinking organizations fill open roles quickly and chart a course for future staffing success.

Schedule your free consultation to learn about how we can help you achieve your workforce goals.

Here, we’ll outline what organizations stand to gain from collecting employee feedback and explore seven great tools for gathering it. 

The Importance of Employee Feedback

Employees want to feel heard, but only some actually are. A study by The Workforce Institute found that a worrisome 83% of workers say they’re not heard ‘fairly or equally,’ while 60% feel their views and opinions are ignored in their workplace.  

These results are troubling because employees who don’t feel they have a voice are less likely to be engaged with their jobs and more likely to leave. On the other hand, employees who do feel heard experience higher job satisfaction and a sense of personal investment in their work that can lead to better performance. 

How feedback is given and received in an organization also directly impacts its culture. Discouragement of employee input breeds distrust and resentfulness, while regularly encouraging and acting upon employee feedback yields trust and mutual respect. 

Finally, an organization’s approach toward employee feedback affects relationships, like the relationship between workers and their managers and workers and the company. Strong, two-way relationships help companies develop employees to their full potential and maximize retention. 

In short, employee feedback is impactful in terms of the feedback itself and the tone set when feedback is gathered with enthusiasm.

Benefits of Collecting Employee Feedback

Improve employee engagement

Collecting feedback from employees says, “Your opinion matters.” When employees feel that their input is meaningful, it contributes to an overall sense of being valued at work, which drives stronger engagement. 

Strengthen decision making

Gathering employee feedback means company leaders are accurately aware of what employees want. This informs decision-making that’s rooted in what’s actually best for the team, not just what leaders assume is best. Examining feedback over time allows you to measure the impact of your decisions in quantifiable terms. 

Keep an open line of communication

A clear line of two-way communication is invaluable for building a culture of trust and transparency. Employees who feel comfortable flagging when something isn’t right are more likely to be satisfied with their jobs and loyal to their employers than those who fear they may face consequences for speaking up. 

Increase innovation

Your employees interact with your products, systems, and customers daily. Who better to turn to for creative ideas that will improve business outcomes? Employee surveys can produce innovative ways to work better, faster, smarter, and more affordable. 

Gain awareness of issues

When you’re not immersed in the business’s day-to-day operations, it might appear that everything’s rosy. However, issues can simmer just below the surface while waiting to boil over, unbeknownst to company executives. Employee surveys can bring these issues to light, from those that are easily remedied (an employee’s too-heavy workload) to those that could seriously endanger the organization (a pattern of harassment or discrimination). 

Enhance performance management

Staff input helps you better serve your workforce. Feedback surveys can reveal who might need more training, who’s ready for additional responsibility, and who’s at risk of leaving, allowing you to tailor your employee development and engagement initiatives accordingly. 

Enhance recruiting efforts

A headline like “95% employee job satisfaction” goes a long way in a recruiting brochure or a social media ad. Surveys are a gold mine for impressive stats to bolster your hiring efforts. 

What are Employee Surveys?

Employee surveys are a data collection tool that employers can use to measure things like employee engagement, motivation, morale, management, performance, opportunities for improvement, and more. They can take various forms, from a single-question eNPS poll to a lengthy survey with multiple categories of open-response questions. 

Employee surveys can be conducted at various points in the employee life cycle to produce different results. Gathering feedback immediately after an employee is hired, for example, can deliver valuable information about your candidate experience, while conducting an exit interview of every departing employee can give you pointers on reducing turnover. 

Employee feedback surveys are typically administered by HR, and input is anonymous in order to encourage honest responses. 

Related: How to Measure Employee Satisfaction

Things to Consider When Choosing an Employee Survey Tool

Question types

Different tools offer different functionality. Consider whether you’re looking to ask multiple-choice, open-ended, score-based questions, or some combination of all of the above. The ideal tool will make it quick and easy to configure a survey in the format of your choice. 

Number of respondents

If you’re surveying under 50 employees, a free tool that allows you to email a survey link and manually review responses may be suitable. If you have thousands of employees to connect with, you need a tool that facilitates mass distribution and aids in distilling the resulting data. 

Integrations

A survey tool is only useful if it functions in tandem with your HR software, employee communication portal, and any other essential programs. Look for one that advertises integrations with your existing technology stack. 

Analytics capabilities

The data you receive needs to be easy to understand in order for you to act on it. Advanced analytics can help you identify trends and map out action items, while visualization capabilities can be useful in tracking progress and monitoring changes over time. 

User experience

If your feedback surveys are too complicated, employees will not complete them. In addition to assessing back-end capabilities, test a survey tool’s front-end interface to ensure it is user-friendly for recipients. 

Top Survey Tools for Effective Feedback Collection

Qualtrics

Qualtrics is a comprehensive employee experience platform that offers advanced tools for gathering detailed employee feedback. With robust analytics and real-time reporting capabilities, Qualtrics helps organizations understand employee sentiment and identify areas for improvement. The platform’s intuitive design makes creating customer surveys, distributing them, and analyzing the results easy. 

SurveyMonkey

If Qualtrics is the Cadillac of survey tools, SurveyMoney is the Toyota Camry (and we mean that in the best way!). It’s so user-friendly that creating and sending a survey can be completed in minutes. It offers a range of pre-made templates and question suggestions tailored to specific business objectives that further simplify the survey process.  

TINYPulse

TINYPulse specializes in gathering real-time feedback through quick, anonymous pulse surveys. A pulse survey is a brief set of questions meant to take an organization’s “pulse” on a certain topic. TINYPulse makes it easy to monitor employee morale and engagement, empowering leaders to address issues promptly. It also includes features like peer recognition and suggestion boxes that contribute to a culture of continuous improvement. 

Culture Amp

Culture Amp is a robust employee feedback and analytics platform that excels in helping organizations understand what drives high performance. Its research-backed survey templates (more than 40 of them) and benchmarking capabilities give company leaders a better grasp on how the organization stacks up against industry standards in areas like culture and retention. The result is a nuanced understanding of the company’s current culture and the actions required to strengthen it. 

Teamflect

If your company runs on Microsoft Teams, Teamflect is a great choice. In addition to handling employee feedback and engagement, it can facilitate one-on-ones, tackle performance reviews, and manage employee career progression without leaving the Teams interface. The platform hosts users’ data in Microsoft data centers for enhanced security. 

Cooleaf

Cooleaf combines employee feedback with engagement and recognition programs for a holistic approach to workplace culture. Customized surveys help leaders capture employee sentiment in a snap, while built-in rewards capabilities help incentivize employees to participate. One of our favorite Cooleaf features is its smart targeting functionality, which lets you send surveys to specific departments, teams, or individuals based on specified parameters. 

Motivosity

Motivosity focuses on fostering a positive workplace culture through recognition and feedback. The platform includes tools for conducting surveys, gathering free-response input, and recognizing colleagues’ achievements. Motivosity puts a social spin on feedback, encouraging peer-to-peer interactions, strengthening team relationships, and enhancing overall engagement. 

If you want to gather actionable feedback that drives positive change, selecting the right employee survey tool is crucial. By choosing a platform with features that align with your needs and objectives, you’ll build a resilient, adaptable, and high-performing organization where employees feel heard and valued.

The Importance of Employee Satisfaction

If you don’t have satisfied employees, you likely won’t have increased revenue or greater profit margins, and your business can suffer. Finding good talent isn’t easy, so ensuring your employees are happy is the best way to retain them. A talented, unhappy employee will be looking for a position with your competition.

In business, the customer always comes first. If you don’t satisfy your customers, you won’t have any. This same principle applies to your organization; only your employees are the customers. You continuously strive to improve the customer experience, which should be true for the employee experience. The bottom line is that greater job satisfaction leads to greater employee engagement. 

An important distinction to make here is that employee satisfaction and employee engagement are different. A satisfied employee is not necessarily a high-performing one or one who is engaged with their job. Employee engagement goes beyond employee satisfaction and is what you ultimately strive for. Engaged employees might work extra hours on a project, help others outside their scope of responsibility, and show dedication and enthusiasm. Engaged employees help promote a strong company structure, increase loyalty to the company, and enhance productivity. 

10 Ways to Measure Employee Satisfaction 

Measuring employee satisfaction correctly entails gathering feedback regularly and responding to issues as they arise. Here are 10 ways to measure employee satisfaction:

1. Conduct surveys

A tried-and-true method to track employee satisfaction is using surveys. The standard has long been to send out the same formal, companywide annual survey to all employees, but this method is on the decline as newer and more effective ways to conduct surveys are on the rise. One such approach is the use of pulse surveys. Instead of sending out the same questions to everyone, pulse surveys target a specific group of people within the organization, such as your sales department or your operations team. 

Tailoring a list of 10 to 15 questions about how people in a specific department feel at work and what they’d like to see improve offers you better and more useful feedback. As the name implies, pulse surveys occur more frequently than traditional yearly surveys, giving you more specific data in a more timely manner. This allows you to find possible solutions to important issues for your employees more often. 

Surveys are also a great way for every employee to feel like their voice is being heard, which is a critical component of employee satisfaction. Because surveys are generally anonymous, the results tend to be honest, providing valuable insights. An employee is much more likely to tell the truth about their problems and concerns with the company if they know you won’t be able to match them with their responses.

Using multiple-choice questions makes your analysis quicker and easier, but adding some open-ended questions to your surveys allows employees to provide candid, anonymous feedback that can expose unfavorable trends you are unaware of.

2. Employee net promoter score

An Employee Net Promoter Score (eNPS) asks your employees three important questions:

• On a scale of 0 to 10, how likely are you to recommend our company as a workplace?
• What do you like about the company?
• What do you dislike about the company?

The eNPS was created by a researcher from Bain & Company as an alternative to lengthy, traditional satisfaction surveys that were challenging to create or analyze. The eNPS is easy for employees to complete and easy for you to evaluate. Based on their response to the first question, the employees are divided into three categories: promoters, passives, or detractors. 

Promoters 

Promoters are those employees who respond to the first question with either 9 or 10, which is a good indication that an employee is satisfied. Your promoter employees are strong assets to your company and can give you valuable insights into what is going right within your organization with their responses to question 2. They can also be essential in recruiting new talent. Anonymous surveys indicate that those in leadership positions are more likely to be promoters than employees in other positions. Other promoters tend to be employees who have just started with the company or those who have been with the company for many years.

Passives

Passives respond with a score of 7 or 8, which may seem high but indicates that the employee is neither happy nor unhappy with their job but feels neutral. Passive employees don’t tend to have a strong opinion about your organization, either good or bad. You should target these employees because you have the best chance of turning them into promoters.

Detractors

Detractors are the employees who give the first question a score of 6 or below, which, unfortunately, means that they are not satisfied with their jobs and could be at risk of leaving the company. If they do stay, that might be just as bad as they could be dragging down morale for everyone around them. But detractors are giving you useful information, so their input is as important as that of promoters and passives. This is where the third question on the eNPS form (what do you dislike about our organization?) becomes valuable. You learn why the detractors don’t like the company, and they can give you some great ideas for improving your organization. 

Once you have completed the surveys, you can calculate your eNPS by subtracting the percentage of detractors from the percentage of promoters to get a score somewhere between 100 and -100. The passives don’t count for or against your final eNPS. 

For example, if you have 100 employees, 40 of whom are promoters, 30 of whom are passives, and 30 of whom are detractors, you would have an eNPS of 10 (40 promoters—30 detractors = 10). Any score above zero is considered positive, so 10 would be a good result. A score between 10 and 30 is considered great, and a score above 40 would be extremely good. 

The more often you ask employees these questions, the better reading you’ll have on the health of your organization. You’ll be able to track how your eNPS changes over time and gain insight on how to improve it. Because you’re only asking three questions, employee participation tends to be higher than with long surveys. That translates to better, more comprehensive feedback for you to evaluate and act on. However, you don’t want to send these out too often because employees will get fatigued answering the same questions repeatedly. Usually, twice a year or every quarter are good time frames to use.  

3. Rate of absenteeism

Excessive absenteeism in the workplace could indicate several issues within your organization, including poor working conditions, bad leadership, or a lack of work-life balance. It can also be a good indicator of employee dissatisfaction. Absenteeism has a ripple effect on the company as it puts a burden on other employees to get the work done, which causes more stress and job dissatisfaction. Absenteeism is a red flag that you need to address quickly. A good way to do this is by talking with those employees with high absentee rates and finding out directly from them what the reason is. You can also talk with supervisors, managers, and co-workers to better understand the issue.

4. Employee turnover rate

Job satisfaction is inversely related to employee turnover. Unhappy employees will tend to seek employment elsewhere. Employee turnover is one of the highest costs for an organization. It increases disruption in the workplace, reduces productivity, and negatively affects cohesion among team members. Conversely, the more satisfied employees are, the less likely they are to leave the company. Suppose you are seeing a high turnover rate in your organization. In that case, you must begin working toward fostering an environment where employees develop good relationships, feel challenged in their work, and feel like they matter. 

Related: Highly Effective Strategies for Employee Retention

5. One-on-one meetings

Sometimes, there’s no better forum for open and honest communication than a one-on-one meeting between an employee and their manager. One-on-ones can be formal, like a designated meeting with a start and end time to discuss employee satisfaction. They can also be informal, like a casual chat, to check in on the team member’s well-being. Both are effective ways for managers to gauge their employees’ happiness levels while also building trust and maintaining an open line of communication. 

6. Employee satisfaction index

The employee satisfaction index, or ESI, is a useful tool for identifying this important organizational metric. Like the net promoter score, it gives a numerical reading of how employees collectively rate their happiness. 

An ESI survey asks a series of simple questions, prompting employees to respond on a scale of 1 to 10. Questions might include things like ‘How satisfied are you with your job?’ and ‘How closely does your company align with your ideal workplace? ‘

To calculate your ESI, sum up all scores and divide the total by the highest possible score. Multiply the result by 100 for your ESI. 

Here’s an example. Let’s say you ask three questions for a maximum total score of 30. If one employee responds to your three questions with an 8, 9, and 8, the formula will look like this:

(8 + 9 + 8) / 30 * 100 = 83.3

An ESI between 80 and 100 is considered excellent. A score below 50 is concerning and grounds for taking serious steps to improve employee satisfaction. 

7. Performance reviews

Annual or quarterly performance reviews are an opportune time to assess a team member’s job satisfaction and, if necessary, discuss it. Pay attention to specific flags, like a decline in productivity or an increase in sick days, that aren’t explained by other factors, as these can indicate lagging satisfaction. 

8. Internal promotion rate

Internal promotions are a positive feedback loop regarding employee satisfaction. Employees who feel satisfied with their jobs are likely to strive for promotions. When employees are promoted from within, it encourages feelings of commitment to the organization and job engagement, which further breeds satisfaction. Promoting current employees should be key to your engagement and retention strategies. 

Keep tabs on how many internal promotions are made within a given period and how those compare to your total hires. Ideally, promotions should be given preference over outside hires whenever possible. 

9. Focus groups

Hold small group discussions to provide employees with a “safe space” to share their honest feelings and experiences and gather useful feedback. Use a neutral moderator, like someone from outside the organization or someone who doesn’t manage anyone within the group, to ensure you receive genuine information. 

10. Public reviews

Some big indicators of employee satisfaction are out there in public for the world to see on social media and sites like Glassdoor. Review your company’s page on these sites regularly to monitor for positive feedback and constructive criticism. While it’s true that disgruntled employees are more likely to post negative reviews than happy employees are to post positive ones, public forums are a useful place to identify organizational problems that could be putting employee satisfaction at risk. 

Measure Your Company’s Employee Satisfaction For Happier Employees

Measuring employee satisfaction helps you see whether your workers are happy with their jobs or not. If they aren’t happy, it can give you insight as to why. Evaluating and implementing solutions to the results can help boost employee satisfaction and cultivate a positive work environment that promotes employee engagement. 

This will help your organization perform at a higher level, improve overall employee health and well-being, and help you retain top talent. Understanding what your employees want from their workplace and what makes them perform at their best doesn’t happen automatically. It takes effort on your part, and by utilizing the right tools, you can create a company culture that fits your employees’ needs and helps your organization to become more successful in today’s competitive landscape.

Related: How to Assess and Improve Job Satisfaction

The Importance of Celebrating Employee Appreciation Day

Serving as both an important day on the workplace calendar and a reminder to celebrate your team’s efforts at work, this event is an excellent opportunity to boost morale and motivation among your employees and show your gratitude for their dedication.

But, the benefits of celebrating this day extend beyond individual employees, as it can positively affect your organization as a whole. A happy and motivated workforce is likelier to be engaged and committed to their jobs. Ultimately, recognizing this day can boost productivity and morale within the company.

This holiday isn’t just about giving gifts and bonuses. It’s about cultivating a workplace culture that values and appreciates its employees. 

What to Say on Employee Appreciation Day to Convey Your Thanks

As we know, words are powerful. Despite their ability to uplift and inspire, they can also cause significant harm. Choosing the right words to acknowledge an employee’s dedication can have an immense impact and make them feel genuinely appreciated. It can also motivate them to keep up the good work and remain committed to their jobs. Simply saying thank you can go a long way to making your team feel appreciated and valued.

Here are some recognition ideas for how you can convey your thanks: 

Celebrate individual achievements

Acknowledge the unique contributions each of your employees has made. Highlight how their efforts have been instrumental in advancing the company’s goals.

Express sincere gratitude

A simple thank you can be incredibly powerful. Make it a point to express your genuine appreciation for their hard work and commitment to the organization.

Offer encouragement and support

Recognize their skills and achievements, encouraging them to continue their excellent work. Showing confidence in their abilities can be a significant motivator.

Share your vision

Employee Appreciation Day is an excellent opportunity to discuss your vision for the company’s future. Emphasize how each team member plays an important role in achieving these goals.

Remember, the impact of your words can resonate far beyond this special day. Crafting a message that is both meaningful and sincere can leave a lasting impression, strengthening the bond between you and your employees.

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Thoughtful Gift Ideas for Employee Appreciation Day

It’s all about the thought that counts. Although giving your employees gifts is unnecessary, a small token of appreciation can go a long way. 

To get you started, here are nine gift ideas you might like:

Personalized stationery

Get your employees a set of personalized note cards, pens, or notebooks with their names on them as both a practical and thoughtful gift.

Gift cards

Treat your employees to a delicious meal or memorable experience with a gift card to their favorite restaurant or activity.

Office decorations

Brighten your employees’ workspace with some fun and functional office accessories, such as:

• Desk lamp
• Office plant
• Picture frame

Flowers

Celebrate your employees’ day by sending them a fresh bouquet of their favorite flowers. 

Sweet treats

Send your employees a delicious dessert, whether it be cookies, cupcakes, or a fruit arrangement, to enjoy on this special day. 

Educational opportunities

Invest in your employees’ professional growth by providing workshops, training, and online courses. 

Health and wellness subscriptions

Support their well-being with a subscription to a fitness app, wellness program, or meditation service.

Tech gadgets

Gear them up with the latest technology, like noise-canceling headphones or an ergonomic mouse.

Experience days

Gift an unforgettable experience, such as a cooking class, art workshop, or a day at the spa.

Remember to choose a gift that you believe will resonate with your employees to show appreciation for them.

Creative Employee Appreciation Event Ideas

Organizing a fun event can also be a great way to commemorate this workplace holiday. Possibilities could range anywhere from a team meal to a fun group activity or a chance to enjoy each other’s company!

Here are six ways to celebrate as an organization:

Team lunch

Spend some quality time together and enjoy a tasty lunch with your employees. You can either host this in your office or at a restaurant nearby.

Team happy hour

Invite your employees to an in-person or virtual happy hour to relax, chat, and enjoy a drink together.

Gameday

Plan a day where employees can enjoy games around the office, such as foosball, ping pong, and trivia.

Team activity

Take your team on a field trip out of the office for a fun new experience, such as an escape room, mini golf, or craft bar.

Charity day

Organize a day for your employees to volunteer with a local organization and give back to the community.

Team workshop

Conduct a team-building workshop on communication, problem-solving, or creativity skills to enhance their professional growth.

No matter which event you choose, remember to create a relaxed and enjoyable atmosphere where your employees can connect and bond with each other.

Related: Team Building at Work Ideas

Tips for Employee Appreciation Day

This day is a wonderful opportunity to express gratitude and appreciation for your team. Taking the time to acknowledge your employees for their hard work and dedication is the perfect way to show them that their efforts are valued.

To make the most of your day, follow these tips:

Plan early

Start organizing your appreciation activities well in advance. Early planning helps ensure everything is in place, creating a smooth and positive experience for everyone involved.

Get input from your employees

Ask your employees for suggestions on how to celebrate. By doing this, everyone will feel appreciated and have a more enjoyable and meaningful experience at the event.

Make it personal

Spend time personalizing your messages and gifts for each of your employees. They will feel valued as individuals knowing you paid attention to them specifically.

Get creative

When it comes to a day dedicated to employee recognition, don’t be afraid to try something new. Whether it’s a unique gift or an unconventional activity, the goal is to create an inclusive and memorable experience for all.

Show gratitude

Remember to show gratitude to your employees. Make sure they know how much you and the company appreciate their contributions and dedication.

Ultimately, Employee Appreciation Day is an opportunity to show your employees how much you value them and to encourage a positive and supportive work environment. Planning and creativity can make the day unforgettable and meaningful for everyone.

In this article, we will detail how to conduct an exit interview, share some of the best exit interview questions, what to avoid, and how to process the feedback productively. We’ll also provide an exit interview template for your next interview. Take advantage of this helpful tool.

What is an Exit Interview?

In the simplest terms, an exit interview is a meeting that takes place between an employee who is leaving the organization and a representative of the (soon-to-be former) employer. These interviews are often conducted by an HR representative or a third party but can sometimes be conducted by the employee’s manager (depending on the organization’s size). Interviews can be conducted in person or over the phone, typically lasting between 20-40 minutes.

Why it is Important to Conduct an Exit Interview

Rather than flying through your next exit interview as a way to simply “check the box” and do what corporate requires, consider the benefits of conducting a proper exit interview.

1. Employees exiting the business will be more forthcoming, and you can gain insight into potential internal issues and a candid look at the company overall.
2. You’ll understand ways to improve onboarding for the replacement and help them start with a good foundation.
3. It allows the employee to leave on a positive and productive note with the feeling that they were heard. 
4. You’ll have the chance to clearly review any continuing obligations, like non-competes, with the employee. 
5. Learn what can be done to improve retention and better understand why the employee is leaving.

Related: Ways to Improve Your Employee Relations

Steps for Conducting an Exit Interview

1. Formalize and document your process

Exit interviews should be consistently completed with all employees leaving the company. Document the offboarding process so employees know it’s a mandatory step. Choose your questions and keep the template similar from interview to interview. You can make updates and changes as necessary, but asking the same questions allows you to compare experiences and track progress.

2. Choose the interviewer and help them prepare

The interviewer should be a third party, like an HR representative. Employees are more likely to provide honest feedback to someone they are not closely connected to. If their manager conducts the interview, it will be hard for them to share any constructive feedback. 

Prepare the interview questions in advance and review them with the person conducting the interview. You can share them with the participants if you want them to have time to think about their answers.

3. Schedule the interview

Timing is important for exit interviews. Some companies perform these for the last day or last week of employment. Others opt for a conversation to gather the most honest feedback after they are officially done. If it’s done too early, the subject may be more filtered and concerned about how their answers might impact their remaining days at the company.

4. Listen to the employee and document responses

While conducting an exit interview, it’s so important that the employee feels comfortable sharing their answers. Don’t interrupt them, and avoid getting defensive when listening. There may be negative feelings, or office gossip brought up, but you don’t need to feed into it. Let them share what they think is relevant and answer your questions while listening. Take good notes so you can share the feedback after the interview.

5. Process the feedback

Exit interviews are only helpful if you can process the information received and work with the teams to improve employee retention. Direct managers should get relevant feedback from their team, but it’s important to document anything that can help the company culture or processes. Document exit interviews similarly and review them annually to see if there are trends to address. 

Exit Interview Questions to Ask

There are dozens of exit interview questions that you could ask, but only a handful are truly valuable. The questions below will focus on employees who have resigned.

The most important thing to get out of an exit interview is understanding why the employee wants to leave. This feedback should be used to monitor and improve employee satisfaction and retention constantly. Based on the employee’s answer, you might ask somewhat customized questions to further elaborate on their reason for leaving.

However, to keep things simple, we’ll provide you with a handful of general questions you can ask during any exit interview.

1. Why are you leaving your current role?

This question essentially sums up the entire point of the exit interview. You want to know precisely why the employee is leaving. Did they receive a better offer? Were they unhappy with their work hours? Did they have issues with coworkers or managers? Are there other non-work-related issues going on? Whatever the case, knowing which factors impact employee retention (or lack thereof) is valuable feedback.

2. What did you like most about your job?

Knowing what employees like about their job is equally important as understanding what they dislike. Figuring out what they enjoyed most about their job allows your organization to double down on what’s working while attempting to resolve what is not working.

3. What did you dislike most about your job?

This question provides a great opportunity to receive honest feedback from a soon-to-be-former employee. It’s uncommon for current employees to be completely honest about their company “dislikes.” But for an exiting employee, it’s another story. Receiving honest feedback about some of the key areas for improvement allows you to attempt to resolve some of these issues for future employees.

4. How would you describe your relationship with your manager?

Management can make or break an employee’s experience. We have seen countless employees leave organizations they loved simply because they had a manager they disliked immensely. Understanding how your employees perceive management is crucial to developing a positive work culture and increasing employee satisfaction.

5. What key skills should we be looking for in your replacement?

The employee being interviewed will know better than just about anyone else which skills will be required for their replacement to succeed in the job. Now is a great opportunity to receive insight that will be instrumental in interviewing and hiring the right fit. You might even consider asking them if any of their colleagues can take over the job. This could save your organization countless time and money trying to find a suitable replacement.

What to Avoid During Exit Interview

Above, we mentioned a handful of questions that are appropriate to ask during an exit interview. We will review some of the questions and comments you should avoid while conducting an exit interview.

• Avoid sharing your own opinions regarding people, teams, or company policies. Focus on listening without sharing your dissatisfactions or agreeing with theirs.
• Try not to ask highly targeted questions about specific individuals in the organization. It’s ok to ask for general feedback on managers or team members, but you should avoid calling out anyone specifically.
• Stay on topic. Avoid personal stories and issues. Focus on the exit interview questions while remaining professional.
• Do not try to persuade the employee to stay. The exit interview is neither the time nor the place for this.

Best Practices for Exit Interviews

• Be prepared for the interview by reviewing the employee files and asking questions that are relevant to their experience.
• Listen to the employee and avoid jumping in when they are sharing their candid thoughts. 
• Try for a face-to-face interview, but if that isn’t possible, try to still connect over the phone.
• Have a neutral third party, like an HR rep, conduct the interview whenever possible.
• Document the process so employees know it’s a mandatory offboarding step.

Exit Interview Template

You’ve come to the right place if you are looking for one of the best exit interview templates online. Our exit interview template is downloadable and even allows you to fill in the blanks and edit questions directly on your computer. You can choose to print out the blank document and write by hand or type out your answers and then print out the completed exit interview form.

Exit Interview Conclusion

As you wrap up your exit interview, take time to reflect on the information provided. Was there anything serious mentioned worth investigating? Are you starting to notice any patterns of dissatisfaction expressed by various employees? Exit interviews provide valuable feedback for companies that care about culture, retention, and reputation.

Now that you have all the information on how to conduct an exit interview, document your process and start these as soon as possible. Don’t leave the helpful information on the table. Use it to improve your organization and attract the best talent.

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A strong employee value proposition helps attract new talent and retain existing workers while giving meaning to employees’ work beyond a paycheck. Find out the components of an effective employee value proposition and how to craft one that makes a compelling argument in favor of being employed by your organization. 

What is an Employee Value Proposition?

An employee value proposition, or EVP, is a statement that encapsulates what’s in it for employees who work for your company. It includes tangible factors, like compensation and benefits, and intangible ones, like company culture and brand values.  

An EVP describes how you’re different from other companies and uses employees’ own motivations to create incentives for them to continue working for you. 

EVP Versus Employer Brand

As you begin to explore the idea of an employee value proposition, you might think that it sounds a lot like an employer brand, which is the set of factors that defines a company in the eyes of prospective employees. And you’d be correct; the two are similar concepts. 

While employee value proposition and employer brand both contribute to building a strong, highly skilled workforce, they’re distinct from one another. 

Whereas your employer brand is public-facing, your employee value proposition is primarily an internal concept. Employer brand focuses on the company and what makes it unique, while EVP is centered on employees and what inspires them to want to work there. 

Both employer brand and employee value proposition should be constructed with the other in mind to complement one another and work toward the same goals. 

Importance of a Strong EVP

Strengthen talent acquisition and retention 

You want to create a strong EVP to help you attract and retain great employees. Hiring skilled workers continues to be challenging, especially in fields like tech and healthcare. Your EVP gives candidates clear motivations to join your team and helps remind existing employees of their ‘why’ for staying.

Increase employee engagement

EVP incorporates your mission and values, which give meaning to employees’ activities and help make the company a place they’re proud to work. EVP also summarizes how you invest in your employees, like providing professional development opportunities. 

These things keep workers engaged with their jobs, promoting greater employee satisfaction. They’re also a net positive for the company, which reaps the benefits of an increasingly skilled and productive workforce.

Related: Ways to Invest in Employee Development

Contribute to organizational goals

When your EVP aligns with company and department goals, it ensures that everyone is working toward the same purpose. This overarching strategy keeps everyone on the same page, which is more effective than when leaders make decisions without considering their effect on employee engagement.  

4 Components of Employee Value Proposition 

In addition to gauging the satisfaction of people who quit during the Great Resignation, the survey we referenced earlier revealed some compelling insights about why those workers ultimately decided to leave their jobs. 

While the first wave of workers to resign did so mostly to pursue better pay and more flexibility, the later resigners left because they felt out of alignment with their company’s values or failed to see a path forward for them within the organization. 

This tells us that if we want to create a compelling case to retain employees, we need to consider the material and immaterial aspects that are important to them. Here are four main categories to consider when crafting your EVP. 

1. Pay and benefits

These are tangible aspects of your EVP–things you can put a dollar figure on or otherwise quantify. This category includes offering competitive salaries, health insurance, employer-sponsored retirement, and on-the-job benefits like scheduling flexibility. 

Employees can immediately feel the impact of these offerings because they affect them on a day-to-day basis. Thus, these are some of the primary EVP elements candidates consider when deciding where to work.

Related: Hiring and Salary Guide

2. Employee opportunities

The second tangible aspect of EVP is opportunity. This includes things like continuing education programs, mentoring, networking opportunities, and the company’s approach to internal promotions. Simply put, does the employer take steps to help employees advance in their careers? 

These are long-term elements of EVP that employees are more likely to recognize once they’ve been with the company for some time. 

3. Company culture

Culture is an intangible factor that describes the essence of being part of your workforce. It includes your approach to work, like communication and leadership styles. It also encapsulates the types of relationships between employees and between employees and managers. 

Positive work culture is important in attracting talent in the short term, but it’s also a major factor in whether employees stay for the long term.

4. Meaning and purpose

The final intangible factor is your mission and purpose. We touched on this earlier; the deeper reason drives employees to show up to work beyond just collecting a paycheck. This can include things like a meaningful company mission, a strong set of admirable values, or a distinguished reputation. 

How to Develop Your Own EVP

Define what makes you unique

How is working for you different from working for your competitors? You probably already have a solid idea, but you can gain valuable insights and key descriptive phrases by asking your employees directly. 

EVP Example: 

“At Aspire Lifestyles, we believe in fostering success from within. By offering constant on-the-job support, paired with career guidance and rewarding benefits, we make dreams come true for our people. We empower you to bring your best to our world of global opportunities.” -Aspire Lifestyles

Make it aspirational, yet realistic

Your EVP should capture the type of company you want to be, but it also needs to reflect what it’s like to work there. If there are milestones you haven’t achieved just yet, incorporate what you’re doing to work toward them. 

EVP Example: 

“We see the value that diversity brings to Featurespace and truly believe that everyone’s voice is equal. However, we know there’s more to do. As we grow in 2023 and beyond, our focus is on attracting more diverse talent across all departments.” -Featurespace

Align it with organizational goals

Flowery language is nice but it lacks purpose if it doesn’t correlate with what the business is trying to achieve. Review your EVP to ensure it’s contributing to–rather than detracting from or simply existing alongside–your goals as a company. 

EVP Example: 

“We promise an opportunity to connect with like-minded individuals who are laser-focused on quality, and clinical and customer service excellence.” -Devereaux

Keep it simple

Don’t try to be all things to all people. This is where organizations fail, because it’s impossible. Instead, focus on the areas where you can shine. Less is more. 

EVP Example: 

“Do work that matters. Come as you are. Thrive with us. Learn for a lifetime. Make your mark.” -KPMG

Gather feedback

Before publicizing your EVP far and wide, share it among a trusted group of company leaders and employees to ensure it resonates. Ask for and incorporate their feedback into the final version. 

Incorporate it into all aspects of the business

Your EVP should be top of mind when creating company materials and building programs. Work it into your recruitment collateral, new hire onboarding, and in regular employee communications. 

Consider making your EVP easy to find by giving it a dedicated page on your website, either in your Careers or About Us section. This can be a useful feature to build brand awareness and convince interested applicants to apply to join your team.

Reasons to Promote an Employee

In the past, staying with a company for five years, ten years, or more was grounds for an automatic promotion. However, the days of a person working for just one or two companies in their career are all but extinct. 

So, though an employee’s history with the company is important to consider, tenure alone isn’t an effective criterion on which to base promotions. Instead, promotions should be determined by a combination of seniority, performance, and situation.

Consider promoting a team member if they:

• Regularly exceed performance expectations
• Step up to take on additional responsibilities 
• Take initiative to expand their skills
• Step into a leadership role during an emergency situation
• Help train new members in their department
• Acquire a more advanced degree or credential
• Bring in a new client
• Increase sales
• Create a process that strengthens efficiency or saves time

When to Promote an Employee

There’s no formula that will tell you when it’s time to promote an employee. Some will be ready to assume a higher job title after six months, while for others, it may take six years. Also, be mindful of the fact that some employees are perfectly happy in their current roles and aren’t looking to climb the ladder. 

For those who are interested in advancing, though, a good rule of thumb is to promote when an employee is 70-80% ready. This means they have the technical know-how to handle the daily functions of the job and can grow into the leadership components of the role with a little additional development. 

Also, it’s necessary to factor in how long it’s been since an employee’s last promotion and the role they play within the organization. If they’re a rockstar you want to retain, and it’s been a few years since they had a salary or title bump, sometimes it’s worthwhile to take proactive measures to make a promotion happen to keep them on your staffing chart. 

Promotion Process Steps

The logistics of a promotion can often be straightforward–a single employee is ready for a more senior role. When such a role becomes available a promotion is a natural progression. 

Other times, though, there’s only one role and several potential internal candidates to fill it. If this is the case, following a systematic promotion process is important to ensure fairness and transparency. 

1. Evaluate your needs

First, begin by evaluating the demands of the role. What skills and capabilities will the right candidate need? What duties will they be required to accomplish? If this is an existing role that recently became vacant, these needs may already be well-defined. 

2. Assess your staff

Work with managers to determine who among your staff meets or has the potential to meet the criteria you outlined. Incorporate what you know about employees’ career ambitions from their performance reviews and regular check-ins with their managers. 

Also, consider employees who may lack the confidence to pursue a promotion but could step into a leadership role with the right training. 

3. Publicize the position

Nothing kills morale quicker than when an employee is promoted, and all of their coworkers are caught by surprise. If you’re considering internal candidates for a leadership role, it’s best practice to make this process known to anyone who might be interested. 

Set out very clear requirements to apply and outline the criteria you’ll be using to make your decision so that all applicants start off on equal footing. 

Related: Hiring From Within: The Dos and Don’ts

4. Evaluate interested candidates

Even if you have a clear handful of top contenders, it’s important to interview every internal candidate who throws their hat in the ring. This will eliminate the appearance of bias or favoritism, which quickly creep in when it seems one employee was already pre-selected for the role.

Related: How to Conduct an Internal Interview

5. Make your decision and announce it 

Once you’ve decided on a candidate to promote, act quickly to confirm their acceptance and share the news with the team. You want the announcement to come from the company rather than being shared through the grapevine–again, it’s about preserving transparency in your promotion process. 

How to Create an Employee Promotion Announcement 

In most cases, an email is a sufficient way to announce a promotion. The exception would be for someone stepping into a major or public-facing role, like a C-suite position. In this case, an in-person announcement followed by a company-wide email works best. 

An employee promotion announcement should contain the following:

• Congratulations. Begin the message on a celebratory note. 
• The employee’s full name and new job title. Let everyone know what role they’ll be moving into, with a brief summary of their job duties. 
• Overview of achievements. Give some context on what the employee has accomplished for the company in their previous role(s). 
• Encourage participation. Invite other employees to congratulate the promotion recipient or to reach out with questions.

Here’s an example.

Good morning team,

We’re pleased to congratulate John DePaulo on his promotion to Content Marketing Director. John will lead the content team in developing materials that inform, engage and delight our audience. 

John was the mastermind behind our ‘day in the life’ video that went viral last month and gained us 2,200 new followers on social media. We’re excited to see what new ideas John and the rest of the content team will come up with next. 

Please join me in wishing John well in his new role. 

Warmly, 

Steve Edwards

Best Practices For Promoting an Employee to a Manager

Start early

Plant the seed for employees to begin thinking about internal mobility from day one. In their early days on the job, have conversations about new hires’ career ambitions and make it known that you’re invested in being an ongoing part of their growth. 

Use mentorship

A mentorship program is invaluable for identifying and developing internal talent for upward advancement. It also gives junior employees a chance to learn about different career paths available to them and understand the steps that are necessary to move up. 

Related: How to Start a Workplace Mentorship Program

Develop over time

Ideally, a move into a managerial promotion shouldn’t happen overnight. It should involve structured training, coaching, and ongoing conversations to assess progress and gauge employee’s feelings in their new role. 

Related: Strategies for Supporting Employees in the Workplace

Incorporate employee feedback

Promotions are most successful when they involve lots of communication–both before and after the bump in title. Employers should strive to stay abreast of employees’ career goals and find or create advancement opportunities that serve those goals. 

Additionally, seek employee feedback on where staffers feel under-confident in their skills and what skill areas they’re most interested in developing further.  

Prioritize transparency

When a promotion is imminent, it’s best to keep the entire team in the loop as much as possible, both in terms of inviting candidates to apply and letting others know how their role will be affected. 

Here are some data points that are worth sharing:

• How many candidates are being considered
• What criteria will be used to make a promotion decision
• Whether external candidates are also in the mix
• How you’ll handle the vacancy if someone internal is promoted
• How the team hierarchy will be affected

Understand individual differences

Don’t be that manager who assumes all of your reports should take the same path you took. Every employee will have unique professional and personal goals–which is key to understanding. 

Some employees simply aren’t interested in being promoted vertically, and that’s okay. They might love their work and want to become a subject-matter expert in it or gain experience in new areas through cross-training or lateral career moves. 

Promotions don’t have to be limited to upward advances in job title. They can happen across departments and as employees become more specialized in a certain area. Consider all options when deciding how best to engage and retain talent. 

Give feedback

Finally, it’s important to have a game plan for handling the internal employees who are not selected for a promotion. Provide a clear explanation of why they were passed up for the job and action-oriented feedback to help strengthen their chances for the future.

You might be able to see what we’re getting at: that it’s pretty much impossible to think of a job or industry that hasn’t been transformed by technology. That means companies must transform their workforce skills as well. We’ll explain why upskilling and reskilling are essential ingredients for future-proofing your company and share strategies for making it an organizational priority. 

What is Upskilling?

Upskilling is the process of learning new skills or improving existing ones as they pertain to a person’s job. It heavily revolves around digital technologies, helping workers and their companies evolve to meet the new demands and standards of a global, interconnected market.

Upskilling can take many forms, from formal classroom-style training to online programs, informal one-on-one coaching, and more. Employers may offer upskilling opportunities to their employees, or they may pursue it on their own to make themselves more competitive candidates and advance their career prospects.  

What is Reskilling?

Reskilling is similar to upskilling, but it focuses specifically on learning things that are different from a person’s existing skill set. It may be used to transition to a new career or to take on additional responsibilities associated with an employee’s existing job. 

Sometimes, reskilling happens out of necessity when a person’s job is eliminated (i.e., layoffs) or becomes obsolete due to technological advancements. Other times, a company chooses to reskill workers to meet shifting demands in the market. Or, employees may pursue reskilling independently when they want to get into a new line of work, like taking a coding boot camp on the weekend or going back to school in the evenings to get a new degree. 

Benefits of Upskilling and Reskilling Your Workforce

Keep pace with changing technology

To keep up with the never-ending evolution of technology, companies must essentially be on a path of continuous advancement. Organizations that want to stay on top can’t afford to be complacent regarding their workforce’s skills. A strategic approach to upskilling can ensure that the company has the skilled workforce it needs to compete in the market and not be left behind. 

Continuously engage staff

Employees have different expectations for their careers than they did a generation ago. People want to work in jobs that hold their interest, not show up and do the same thing every day for decades. Upskilling helps employers keep staff engaged, contributing to higher levels of productivity and boosting retention.

Related: Employee Incentive Programs to Motivate and Engage Your Staff

Stay competitive as an employer

Providing upskilling opportunities also helps an organization from a hiring standpoint. Firstly, job seekers see it as a benefit, the best of whom will be looking for companies that provide them pathways to advance their careers. Secondly, it keeps you on par with top employers in the industry, which have adopted upskilling as a core part of their business model in keeping with evolving business norms.

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Tips For Upskilling and Reskilling Staff

1. Set concrete goals

Before you help your staff acquire new skills, you must first determine what those skills should be. Conduct a skills analysis to assess your current technical capabilities and identify which ones are lacking. Then consider the future and the skills you’ll need 3 to 5 years from now. Consider the technology on the horizon and any advancements that are in the process of changing how you work or how your customers shop. 

This analysis should give you a solid understanding of which skills to prioritize. Set tangible outcomes around these skills that you want to work toward and plan programming around these goals. 

2. Establish formal upskilling programs

Companies like AT&T and PwC have recently announced billion-dollar initiatives to formalize upskilling through digital career-enhancement portals. While these are wonderful initiatives, you don’t need a billion dollars to make upskilling part of your operations. You need a plan, a budget, and time. 

What your upskilling program looks like is entirely up to you, but it must be two things: accessible and regular. Employees must be able to easily use the programs (and be given the time to do so), and they must be conducted on a periodic, ongoing basis. 

Here are some examples of what formal, employer-led upskilling might look like:

• Monthly job shadowing sessions with a more senior colleague
• Quarterly in-person skills workshops
• Cross-training opportunities between adjacent departments
• A certain number of hours per month devoted toward online learning 

3. Make mentoring a company value

The benefits of mentoring include higher retention, increased employee satisfaction, and faster promotion rates, to name a few. But mentoring also aids in upskilling, tapping into the existing knowledge base of more tenured workers, and helping pass it on to newer ones. 

And it’s not just older workers mentoring younger ones; upskilling also works in reverse. Younger workers bring value to the relationship by introducing more established colleagues to new and emerging ideas they may have been exposed to in school or other settings. 

Mentoring can take place in one-on-one or one-to-many settings. It can be coordinated via software, which matches participants with mentors, or via manual matching based on employees’ skills and needs (again, this is where the skills analysis comes in handy). 

Related: How to Start a Workplace Mentorship Program

4. Encourage self-led, company-subsidized career development

In addition to company-led initiatives, make upskilling and reskilling part of the company culture by encouraging employees to pursue it independently–and helping foot the bill. The company can cover or subsidize things like online courses, certifications, conference attendance, and organization memberships that employees are interested in, which simultaneously expand their knowledge base. 

Letting employees self-direct their upskilling path demonstrates the company’s trust and investment in its workers and keeps them engaged and excited about their jobs. 

5. Cater to employees

The tricky thing about upskilling and reskilling is that initiatives can’t be applied unilaterally. Employee A doesn’t have the exact same skills (and skills gaps) as employee B, so their upskilling and reskilling needs will look a little different. 

In order for upskilling to work–and to serve the organization best–it must be tailored to individual employees’ needs, learning styles, and preferences. This is where managers need to be lopped in to assess their teams and identify strong matches for different programs.

Also, don’t discount the fact that employees largely know where their skills are falling short. Gather feedback from staff and use it when developing future upskilling and reskilling opportunities. 

Related: Ways to Invest in Employee Development

6. Partner with a third party

When in doubt, hire an expert. The rising need for upskilling has spurred the creation of numerous firms that specialize in helping companies execute it, from consultants who merely advise on best practices to agency-style teams that handle clients’ upskilling needs end to end. 

Considering the massive impact of skills gaps on your performance and ability to compete, it’s well worth investing in upskilling and reskilling.

A good manager strives to strike the right balance between being a figure of authority and a source of support. Here, we’ll outline some of the top ways to support employees in their personal and professional needs. 

Benefits of Supporting Employees in the Workplace

Increases productivity

Perhaps the most self-serving benefit of supporting employees is that it will produce better results for the company. 

When employees have the proper tools and direction to do their jobs, they can work faster, more efficiently, and with fewer errors. This, in turn, increases output through better work and more satisfied customers. 

Improves job satisfaction

Think about any personal relationship you have. If the other person supports you, you’re more likely to trust them and enjoy spending time together. It’s no different in the workplace. You may be colleagues, but you’re still human, and humans feel happier when they have support. Workers who feel supported by their manager are more likely to be satisfied with their jobs. 

Related: How to Measure Employee Satisfaction

Promotes longevity

One of the biggest reasons employees quit their jobs is being dissatisfied with their manager. Either they butt heads, feel they have unrealistic expectations, or, worst of all, feel they’re not being managed whatsoever. 

On the other hand, employees with strong manager relationships can work through professional challenges more easily. This means that when an issue does arise, their manager helps resolve it rather than the worker feeling like quitting is the only option. 

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9 Ways to Support Employees as a Manager

1. Lead by example

Supportive managers don’t sit on the sidelines. They’re actively involved in the work of their staff. This doesn’t mean you need to have a hand in every day-to-day task of your department, but you should have a firm understanding of what staff is spending time on and make sure your team has the supplies, technology, and equipment they need to complete the work. 

Want your team to show up on time? Show up on time yourself. Want employees who act with integrity? Model honesty and fairness in your actions; you’ll earn their respect in return. 

2. Listen to them

As a manager, it’s natural to put out fires and troubleshoot. But part of supporting your employees means letting them speak–not cutting them off or assuming you already understand the problem. 

First, give them an adequate platform to speak, whether that’s a dedicated block of time to meet in person or an all-staff survey where employees can submit anonymous feedback. Take time to process what they’re saying–the good and the bad–and ask questions to understand more. 

Finally, take action on the input employees to give you to make them feel heard. Not only does this build trust, but it ensures employees will come to you with issues in the future rather than feeling that their concerns fall on deaf ears. 

Related: How to Handle Employee Complaints

3. Communicate

Employees thrive on communication. Though their preferred communication styles may differ, all employees must receive clear direction and periodic feedback on their performance. When these things are lacking, misunderstandings occur. 

Be honest and forthright in your communications, even when you’re delivering unpleasant news. Much of your success as a manager will be determined by how readily you can have uncomfortable conversations. 

Your employees should hear from you regularly, not just when there’s a problem. Dedicate time to check in with staff regularly, like daily stand-up meetings and quarterly performance reviews. These meetings should be an opportunity to learn what employees are working on, pinpoint any places they’re struggling and give targeted feedback. 

4. Establish systems

If your work is a freight train, systems are the track the train runs on. You don’t lay down a new track for every single trip–that would be crazy! Instead, you lay the track once and use it to move the train every time. 

In a professional setting, systems provide the infrastructure that allows work to happen smoothly. They consist of software that facilitates collaboration between teammates, automation that reduces manual tasks, and policies that dictate how work is done. They ensure workers know what’s expected of them and eliminate the guesswork that can lead to mistakes.

Systems help your employees do their jobs and make your job as a manager easier. When there’s an established way of doing things that’s the same each time, it reduces the number of touchpoints you need to have with the work. It also makes for a safer workplace. 

5. Be flexible

In survey after survey, employees say flexibility is the number one perk they desire from their job. Offering flexibility is a major way to show your support for your staff. This might mean different things for different people or workplaces.

In a traditional office, flexibility might mean employees can choose their own hours and take time off without managerial approval. In a setting where flexible scheduling isn’t feasible, it might mean giving staff more autonomy over the projects they work on or the green light to experiment with new ways of doing things. 

Since all employees are different, your managerial style should also be flexible. A one-size-fits-all approach rarely works well. While a cautious employee might require more frequent feedback on their work, a more assertive staffer might prefer greater independence. The more flexible you can manage your team, the better results you’ll get from them.

Related: The Importance of Flexibility in the Workplace

6. Offer development

It’s hard to overstate the importance of employee development, whether informal development like one-on-one coaching or formal development like a leadership training program. Activities like these boost staffers’ performance while helping them gain new skills. 

Employee development is a tangible way to show that a company is invested in an employee’s success, which helps them feel more engaged with their job and increases the likelihood they’ll stay with the organization longer. 

Related: Ways to Invest in Employee Development

7. Reward them

Positive reinforcement is one of the oldest tricks in the book if you want to get someone to behave a certain way. In the workplace, this means rewarding employees for a job well done. It shows you care and encourages them to achieve similar success in the future. 

You can reward employees monetarily, like with a bonus or other incentives like additional time off. Recognize their efforts in front of others, like in a staff meeting or company newsletter. 

Even a sincere thank you via a handwritten note goes a long way to demonstrate your appreciation for your employee’s contributions.

Related: Unique Employee Recognition Ideas

8. Have their back

Thus far, we’ve discussed strategies for directly supporting employees, but there’s also a level of support beyond managing your staff. Great managers stick up for their employees when dealing with other parties, from clients to upper management. This sometimes means taking the fall when one of your team members is to blame or standing up for an employee’s decision, which ultimately leads to negative results. 

When employees know they have this level of support, they don’t fear making mistakes and can focus on doing their best work. They’ll also be more eager to strive for high performance when they know it reflects well on a boss who has their back. 

9. Be human

There’s a fine line that dictates the appropriate boundaries of an employee-manager relationship. It would help if you were their boss and not their best friend to manage effectively. Still, it’s important to recognize that your staff isn’t robots; things going on outside of work, like illnesses and family challenges, can greatly impact employees’ performance at work. 

When an employee’s performance suffers, and you suspect a personal issue might be to blame, look for ways to offer support where you can. This might mean providing accommodations like the ability to work remotely or offering more flexibility with deadlines while being clear and direct about how performance issues might jeopardize their employment.

While it’s ultimately your employees’ responsibility to meet their job requirements, you’ll do them (and yourself) a big favor by cultivating a safe and supportive work environment.