Why is employee recognition important? It’s one of the most powerful recruiting and retaining tool. The Department of Labor reports that a reason why 64% of employees leave their job is because they are not recognized. So if you want to know the true measure of a company, simply count its number of satisfied employees!

More graphic arts companies of all sizes are learning the value of putting their people first. When firms recognize employees for their achievements, their employees:

  • Develop a clearer understanding of company goals.
  • Are more engaged, productive, and motivated.
  • Stay longer with their company.

Are you struggling to come up with new ideas for employee incentives, or trying to get your incentive program up and running? We’ve put together this list of 10 inspiring ways to reward your employees that are low cost and low tech, perfect for small- and medium-size firms.  But no matter where you work, when you put your people first, business success follows.

Does your company have a great employee incentive strategy? Why not tell your customers and potential employees?

Share how your company puts #PeopleFirst. We could choose your response to recognize on www.printing.org/HR along with your company name!  Join the conversation on our Facebook and Twitter pages using #PeopleFirst.

Watch the video to learn more!

  1. Provide training opportunities—Investing in ongoing employee development programs not only improves job skills and troubleshooting abilities but also contributes to professional and personal advancement (see Tip #2). Plus, cross-training gives employees more job security and your company greater flexibility.
  2. Promote from within—With the right skill sets, established and trusted employees can advance and fill other needs within the company. Inside promotions show management’s investment in its people.
  3. Reward across the board—When recognizing achievements, don’t just highlight that person who gets the biggest contract. Call out the team player who always lends a helping hand or the take-one-for-the-team player who worked overtime to finish a big project.
  4. On that note, Take time to highlight each department like prepress, admin, or customer service reps. The Employee Recognition Program gives special recognition weeks that coincide with industry milestones like Ben Franklin’s birthday (Press Operators, Assistants and Helpers Week in January) and the creation of the U.S. Postal Service (Mailers Week in July). A little “thank you” goes a long way!
  5. Incentivize profitable ideas—An idea that generates revenue, saves on costs, or increases safety is valuable. Show your employees that management listens to and encourages their ideas with awards and recognition.
  6. Recognize outstanding performance—When an employee goes above and beyond to do something that benefits the company, make a big deal about it. Success is contagious, and people remember the celebration that ensued for their good deed.
  7. Celebrate milestones—Do you have a loyal employee who has been devoted to your company for a number of years? Recognize them with a cash reward or personalized certificate.
  8. Endorse volunteerism and community relations—Why not give employees paid time to participate in organized volunteer activities (or, better yet, joining them in the activities!)?  Show that you care about the community and the world beyond the company walls. Also, getting to see how your work positively affects others is a huge motivator. According to new reports, this is a key way to engage millennials (those born in the early 1980s to early 2000s—your next crop of employees!)
  9. Share the wealth—Beyond a competitive salary, many firms offer pension plans and/or 401(k) plans with company contributions. Today, profit sharing is expected from many employees who see it as their company’s investment in the long-range health of them and their families.
  10. Take a time out—Everyone needs a break sometimes, and all work and no play can eventually lead to a burnout. Take a day, an afternoon, or an hour, and let staff members participate in a non-work-related activity. That inter-department kickball tournament can also be a great team builder!

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A great way to benchmark your HR programs is to learn what other companies are doing. Learn what other companies are doing. Check back on our Human Relations page to see how they’re putting #PeopleFirst!

You can share your best practices on our Facebook and Twitter pages using #PeopleFirst.

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