All about long service awards

Friday, 30 September 2011 07:50

Keep staff motivated with long service awards

Keep staff motivated with long service awards

Companies and business managers considering issuing long service awards may be interested to hear that there are various ways in which they can do so.

There is a number of employee schemes available to companies keen to reward their longstanding workers and this includes presenting them with gift vouchers.

These are in fact perfect for rewarding someone who has served the company well over a prolonged period of time, since they can be easily tailored to the individual and you are sure to be able to get some vouchers that are well suited to the person in question.

For example, you can invest in gift vouchers from big stores like Debenhams and John Lewis, so your employee can choose their own present and you can rest assured that they will get something they definitely want.

This would be a very good way of rewarding someone for years of long service at a company and could even act as an incentive to other members of staff to encourage them to stay at the business for a long time.

However, you might be more tempted to present your workers with corporate gifts – a great way to show your employee that the company is a caring one.

Presents could include gift hampers, golf sets, watches or jewellery, as well as flowers, wine or champagne or personalised items, such as a picture frame or similar.

These kinds of ideas can be used to boost employee engagement within a firm.

To help in this regard, bosses should perhaps identify and implement incentive schemes, a move that could well help give them a leg up on the competition while simultaneously keeping the workforce happy and eager to work well.

However, there are different ways to achieve employee engagement and managers don’t just have to use incentive schemes.

They can also talk through their employees’ job descriptions with the individual to identify any weaknesses and strengths, concentrate on implementing correct development and training procedures and introduce clear channels of communication between management, as well as launch a regular review process for workers to express their views.


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