Who is the most important person in a company? Some would say the CEO, because they represent the company and ultimately make the final call on important decisions. Realistically, however, unless you’re an individual running a personal business as a contractor, everyone is important. In fact, the most important person in the company isn’t an actual person at all, but the collective personality of the team.

This team includes many individuals who often get forgotten. They work in call centers, do data entry, provide sales outreach and customer support…all the mundane tasks that keep your company running. These people collectively perform a critical role within your company, but their efforts all-too often go unnoticed. This can result in lack of employee engagement, which impacts the entire company as the collective performance of these teams is central to overall corporate goals.

Many companies have employee engagement issues.   

24% of [companies] say employees in their organization are highly engaged –
which means 76% aren’t. .— Harvard Business Review

Companies are already investing a lot of time and money into trying to solve this problem.  They need to be more efficient in the way that they address employee engagement. At ThinkSmart, we think the answer lies in consistently recognizing and rewarding the key behaviors that impact your bottom line.

Maintain Motivation

Recognition

It sounds simple, but a high-profile recognition program can truly make a difference in morale and engagement. This is especially important for people who have jobs that require doing mundane tasks.  They often feel under-appreciated and unrecognized for their work.  Make sure they are they are getting recognized for their efforts, whether it’s through verbal acknowledgement or through an employee recognition program.  

“The number-one reason most people leave their jobs is that they don’t feel appreciated.
In fact, 65% of people surveyed said they got no recognition for good work last year.”
Gallup
How Full is Your Bucket? Positive Strategies for Work and Life, 2001

Rewards

Recognition can go a long way, but sometimes people want more. Consider implementing an employee rewards program. People are motivated knowing they have opportunities to get rewards. Companies have found that when they have a rewards program, employees are not only happier, but perform better. Rewards don’t necessarily have to have huge (or any) monetary value. Think about the dynamics of your team and get creative with a mix of rewards that include some combination of money, points, and unique custom awards like lunch with the boss or special corporate swag.

Companies with rewards programs have seen a 50% increase in employee engagement.

Gamification 

Competition is another great way to motivate… and people love to improve and compete when provided with instant feedback. Gamification is easy when you implement leaderboards to show who is working hard and who is slacking.  Pairing this gamification with a solid rewards program can transform mundane tasks into a fun and positive competition.  

Set it Up

Remember, while employee engagement is a problem for many organizations, it doesn’t need to be one for yours.  If you can maintain employee engagement with your team through recognition, rewards, and gamification the financial impact on your company as a whole can be huge.
(Want to know how to measure that impact?)

Employee engagement