Boost Employee Recognition in 2009: Innovative Ideas for Your Workplace

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Discussion Overview

The thread explores various innovative ideas for employee recognition in 2009, with participants sharing their personal experiences and thoughts on different methods of acknowledging achievements within their teams. Discussions include the use of ribbons, alternative recognition strategies, and the importance of inclusivity in recognition practices.

Discussion Character

  • Opinion-based
  • Anecdotal
  • Debate/contested

Main Points Raised

  • One participant, identifying as a consultant, expresses a desire for new recognition ideas beyond the traditional ribbons, mentioning that they never found ribbons particularly useful.
  • Another participant shares their experience of using ribbons but notes that they did not take them to shows and suggests alternatives for recognition.
  • Several users mention the idea of practical rewards, such as PC dollars, as more appealing than ribbons.
  • One participant discusses their plan to take their team out for dinner as a form of recognition for achieving a specific goal.
  • Another participant emphasizes the importance of recognizing all team members, regardless of their level of achievement, to foster inclusivity.
  • Some participants express concerns about favoritism in recognition practices, suggesting that it can be discouraging for those who are not consistently recognized.
  • One participant shares their strategy of recognizing personal bests and improvements rather than just top performers to motivate others.
  • Another participant mentions the challenge of balancing recognition for high achievers while also acknowledging the contributions of hobbyists.

Areas of Agreement / Disagreement

Views differ on the effectiveness and appropriateness of traditional recognition methods like ribbons, with some participants advocating for more practical and inclusive approaches. No clear consensus emerges regarding the best practices for recognition.

Contextual Notes

The discussion reflects a range of experiences and opinions from Pampered Chef consultants, highlighting the diversity of approaches to employee recognition within their teams.

Who May Find This Useful

Consultants looking for fresh ideas on employee recognition and those interested in understanding different perspectives on motivating team members may find this discussion valuable.

Christ Follower said:
Okay so I "think" I am going to do Pampered Chef dollars monthly. There will be categories such as top sales, top show, most bookings, recruiting, etc. I will give $5 PC dollars for each category so I won't give more than around $30 worth in a month.

Because I don't want to overlook those in my group that are part time/hobbiests, I will also do a basket thing. I am going to have everyone tell me their goals such as how many shows do they want to do a month. If they want to do 3 shows a month and hit their goal, they will get a pick from my basket at the meeting. The basket will have little things like paring knives, etc that they can use for give-aways. That way they are not totally overlooked at every single meeting.

What do you all think of that idea?
Click to expand...

That's what I do EXCEPT I leave it to them to track their own goals. With at least 20 active at any given time, it's too much for me to track everyone's individuals goals and progress. I know me! So, I send out a monthly email asking them to tell me which goals they met or exceeded. The bad part is, out of 20 Consultants, I usually have about 4 respond. You can never make everyone happy so you just have to do the best you can.

I sent out an email to the team about a week ago asking them to tell me what they'd like to see changed with our Recognition Program. Not one person has replied. UGH!!
 
finley1991 said:
I think the hardest part about figuring out any sort of recognition program is that it's based on OUR goals for them... not necessarily theirs. If someone's goal is to do 2 shows a month and they do that, they are successfully achieving *their* goals. We might think that's hardly working at all. That's why it's so important for us to find out what they want from this biz and reward them accordingly. JMHO. :)
Click to expand...

That's why I am thinking that in addition to the recognition for the top sales, top bookings, etc., I would do the pick from my basket thing. That way if they set a goal for 3 shows per month or whatever, they get rewarded or recognized for it.

I only have 5-6 doing anything on my team (most are hobbiests) so it is not much for me to keep track of them...I may have to re-visit my recognition when my team gets bigger. :)
 
Christ Follower said:
That's why I am thinking that in addition to the recognition for the top sales, top bookings, etc., I would do the pick from my basket thing. That way if they set a goal for 3 shows per month or whatever, they get rewarded or recognized for it.

I only have 5-6 doing anything on my team (most are hobbiests) so it is not much for me to keep track of them...I may have to re-visit my recognition when my team gets bigger. :)
Click to expand...

FWIW, here's mine again. I do exactly that.
 

Attachments

Okay quick question. On the Pampered Chef(r) Dollars I see that you can buy them as 1-$5pcd or 10-$1pcd. Now how do you give them and how do they work? Do they send us pieces of paper or do we have to put consultant #s in for those we are giving them to?
 
They send them to you (it will say "Pay to the order of (your name)"). I just give them to my team as they earn them and they go online and enter the seriel number and it credits their account.
 
Okay I re-thunk it! lol. Please give me advice and opinions! Thanks.

Mel
 

Attachments

*Okay well after I posted that I realized I didnt fix the "wording" in the first paragraph so I have done that.*
 
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