employee recognition and appreciation

A MUST HAVE List of Employee Recognition and Appreciation Ideas

Organizations need to carefully tailor their employee recognition and appreciation efforts and make them meaningful to their employees. Why? Everyone likes to be recognized for their efforts.

Think back to the last time someone expressed appreciation for your work — it stuck in your mind and meant something, didn’t it? But employee recognition is not just about making people feel good. It has a significant impact on key business metrics, including engagement, retention, and productivity. Data indicates that “lack of recognition” is the third most common reason employees leave their job, and 26% of employees feel that being undervalued and underappreciated is the highest barrier to engagement.

Leadership to Employee Appreciation Ideas

Recognition from leadership boosts employee morale and encourages positive behavior by setting an example. 58% of employees say their manager relationship would improve with more recognition, but 30% of respondents feel recognition was “not really” or “not at all” valued by leadership. And recognition from leadership above the supervisor levels matters even more: 44% of employees value recognition from higher levels of leadership the most.

To become recognition champions, leaders from the C-suite down should prioritize recognition by following these recommendations:

  1. Serve as an example by recognizing employees frequently.
  2. Publicly recognize team members by hosting company-wide meetings.
  3. Advocate for a culture of recognition in your daily interactions and in meetings with leadership.
  4. Practice both monetary and social recognition.
  5. Take advantage of one-click recognitions so that no leader can use the excuse that they’re “too busy” to recognize employees.

Recognition from leadership is especially crucial in times of difficulty. Words of positivity, support, and appreciation for team efforts help employees focus on moving forward.

Company Culture Employee Recognition and Appreciation Ideas

A positive organizational culture has a significant impact on business results and is critical to attracting top talent, and recognition is the foundation that great company cultures are built on. According to Brandon Hall Group’s recent report, organizations that rate their culture of recognition highly are:

  • 3x more likely to see increased employee retention
  • 5x more likely to see increased employee engagement
  • 2.25x more likely to give frequent recognition
  • 79% more likely to give their employer brand a high rating

To start incorporating recognition into your culture, make peer-to-peer, team, manager, and leadership recognition a regular occurrence. The Brandon Hall Group found that companies that recognize employees multiple times a month are 41% more likely to see increased employee retention and 34% more likely to see increased engagement.

You should also explicitly and clearly tie recognition to specific positive behaviors, and especially those that reflect company values. Employees are more likely to repeat actions they’re recognized for, so this is one of the most effective ways to shape your culture.

Ideas For Peer-To-Peer Recognition

Recognition from colleagues is just as important as being recognized by leadership. Peer-to-peer recognition builds employee engagement and helps establish a positive company culture. In fact, research shows that peer-to-peer recognition can boost employee performance by as much as 14%. It also fosters a sense of connection, belonging, and well-being. Here are some ideas for incorporating peer-to-peer recognition into the workplace:

  • Ensure that all employees can participate in your recognition program whether they’re on the move, in office, or working remotely.
  • Include peer participation in employee recognition celebrations. Whether its a service anniversary or personal achievement, encourage peers to comment and be a part of the event. And consider digital celebration cards that all team members can sign and customize with a special message of appreciation.
  • Make it easy for employees to recognize a peer for good work or simply living the company’s values.

Read More: https://www.achievers.com/blog/recognition-appreciation-ideas-examples/

A MUST HAVE List of Employee Recognition and Appreciation Ideas Read More »

hire the right candidate

How To Hire the Right Candidate

Is the candidate sitting in front of you right for this job? How do you know if you are going to hire the right candidate? How do you know when market conditions are so volatile, it’s hard to predict all the qualifications and attributes you’re going to need six months or one year down the road?

As the world of work is changing — constantly reorganizing, fragmenting, and requiring market reconceptualization – you’ve got to ask the right interview questions as well as internal questions to see if the candidate has the attributes you need to grow your business and adapt to constant change.

Tips To Hire The Right Candidate

Old command and control work environments didn’t demand the kind of flexibility, adaptability, and broad business knowledge that new dynamic work environments do. Desirable candidates, even ones who have the right qualifications, must be flexible, rapid, and eager learners. Here are some questions you need to ask.

Are They Highly Adaptive?

You want someone who is fleet on their feet in adapting to changes in the work environment, since right now change is the only constant in most organizational systems. Can the candidate offer you examples of how they were able to grow, shift, and evolve to workplace change in their last position? Adaptability, the capacity to take on new roles and embrace new ways of thinking, are critical when the winds of the economy swirl.

Do They Ask Worthy Questions?

Everyone knows you need to come to a job interview having researched the position. But once they’re in the interview, what do they “hear” about the business or your work? Are they able to listen, synthesize and ask thoughtful questions about the heart of your business? Great interview questions from the candidate can tell you a lot about how a candidate thinks and whether they will be able to diagnose a market problem as it is occurring, and respond to it.

Are They Curious?

What else do they want to know? Are they lit up with questions? In a new book about curiosity, Todd Kashdan notes that curiosity is about “appreciating and seeking out the new. Instead of desperately seeking certainty, it is about embracing uncertainty.” Because a great employee now needs to be a great learner, being voraciously curious is key to high productivity and breakthrough thinking.

Read More: https://hiring.monster.com/resources/recruiting-strategies/talent-acquisition/hire-the-right-candidate/

How To Hire the Right Candidate Read More »

10 Steps to Effectively Onboard CRE Hires

Commercial Real Estate (CRE) is fast-paced and demanding. And with these special challenges, it is
incredibly important that you build and retain a dynamic workforce through effective onboarding
practices. The way you onboard CRE hires has a lot to do with how well you will be able to retain these
team members, as well as how much their participation will impact your organization’s bottom line. So,
getting it right isn’t something you can afford to overlook.

As businesses in this industry face unique challenges, including high turnover rates, fostering a work
culture that attracts and retains top talent becomes paramount. This isn’t just a corporate buzzword.
Whether you’re a seasoned industry player or a first-time manager, the strategies listed below will help
you create an inclusive and supportive environment, reduce turnover, and ensure your new hires are
well-prepared to contribute to your company’s success.

Top 10 Keys to Onboard CRE Hires

  1. Prioritize Right-Fit Hires: Begin the onboarding process by ensuring you’ve hired the right people
    for your CRE team. A mismatch in company culture, values, or skill requirements can make
    onboarding irrelevant.
  2. Streamline Hiring: Implement a highly effective and thorough hiring process from the get-go. The hiring process shouldn’t be a separate part of your business. Rather, it should align closely with your company’s culture and values and seamlessly feed into the day-to-day operations of your business.
  3. Be Ready from Day One: They say you don’t get a second chance to make a first impression. On the first day of a new hire’s journey, make sure their workstation is set up with all the necessary supplies and equipment. Don’t treat them like an afterthought!
  4. Cultivate an Inclusive Culture: Beyond competitive compensation, emphasize workplace culture. Make your CRE employees feel like they’re part of a family, not just a workplace. Clearly communicate your company’s dedication to diversity and inclusion.
  5. Build Trust: Trust is the cornerstone of any successful working relationship. Encourage employees to believe they work for the best company in the CRE field. Promote honesty and integrity in the workplace, and maintain consistency to establish trust in your company’s stability and longevity.
  6. Career Coach Approach: Show a genuine interest in your CRE employees’ career goals. Helping them align their personal objectives with their contributions to the company can lead to higher engagement and lower turnover. Encourage them to identify their strengths, interests, and learning opportunities within the organization.
  7. Create Meaningful Work: Employees need to find meaning in their work. Align new hires with roles that match their skills and aspirations. In a dynamic field like CRE, a good fit is crucial. This alignment fosters better integration with their teams, increases contribution to the company’s mission, and improves productivity and skills.
  8. Comprehensive Onboarding: Develop a structured onboarding program that covers the essential aspects of the job, company culture, and values. The onboarding process should extend beyond the first day, ensuring that new hires continuously feel engaged, informed, and supported as they integrate into the organization.
  9. Feedback and Evaluation: Implement regular feedback mechanisms to gauge new hires’ progress and satisfaction. This helps identify and address any issues promptly. Encourage open communication, so employees feel comfortable discussing their concerns and getting support.
  10. Mentorship and Support: Offer mentorship opportunities within your CRE organization. Seasoned employees can guide new hires, helping them navigate the complexities of the industry and providing emotional support. A mentorship program fosters a sense of belonging and loyalty.

Onboarding is Key to Future Success

When you onboard a new CRE hire, you’re not just showing them to their new desk. You’re carefully
following best practices to ensure long-term productivity and fulfillment. This isn’t a mere checklist, but
an investment into the future.
Follow these ten steps, and you can significantly enhance your onboarding process and create a
profitable future for your CRE business. This will not only reduce turnover but also create a more
inclusive and supportive work environment.
After all, in the competitive world of commercial real estate, this is key. Effective onboarding is a vital
step that helps build a loyal and dynamic workforce dedicated to your company’s success.

– How to Inspire Higher Employee Retention – Building Careers (buildingrecareers.com)
– A Guide to Onboarding New Hires (For First-Time Managers) (hbr.org)
– The Cost of a Bad Hire and How to Get it Right | Building Careers, LLC (buildingrecareers.com)
– The Need for Diversity and Inclusiveness Leadership in CRE – Building Careers
– How to Find Fulfillment at Work – Building Careers (buildingrecareers.com)
– 14 Onboarding Best Practices (2023 Guide) – Forbes Advisor

10 Steps to Effectively Onboard CRE Hires Read More »

How to Make the Most of Your New CRE Hire

Welcoming a new hire into a role in Commercial Real Estate (CRE) can be a transformative opportunity for both the individual and the team. It’s not just about filling a vacancy. It’s about fostering growth, harnessing potential, and nurturing a lasting partnership.

In this blog, we will delve into the art of getting the most value from your new CRE hire, from managing expectations to coaching and development and ultimately retaining their talent for the long term.

Managing Expectations with New CRE Hires

Launching the journey with a new CRE hire mirrors guiding a ship into uncharted waters. As a CRE veteran, you may grasp the essence of charting the correct course right from the outset. But your new hire may not have that high-level perspective just yet. Clarity is paramount when integrating this new team member. You have to set expectations.

Paint a vivid canvas of their role. Detail responsibilities to illustrate their contribution. The CRE industry’s diversity makes it necessary to outline specifics that pertain to their position, encompassing daily tasks, pivotal projects, and colleague interactions.

Managing expectations encompasses more than just task details. It’s preparing them for the journey, challenges, and triumphs. Share potential hurdles like intricate negotiations, fostering resilience rather than fear. Assure growth as a core part of their journey, with opportunities to enhance skills through workshops and mentorship.

Managing expectations with a new hire is kind of like providing a telescope so they can see the end from the beginning and understand both large-scale and small-scale expectations. This prevents disillusionment and fosters purpose, highlighting their role’s significance.

Coaching and Developing New Hires

Every new CRE hire is an investment in the future, and coaching them for success is pivotal. Rather than just tossing them into the deep end, take a mentorship approach to develop their potential. Provide guidance, ongoing feedback, and tailored training to help them navigate the intricacies of the industry. Encourage questions, foster a culture of learning, and ensure that they have access to resources that support their growth.

Consider implementing a buddy system where seasoned colleagues can offer insights and advice. This not only accelerates their learning curve but also nurtures a sense of belonging within the team. Even a lackluster hire can become a great hire through good management and coaching. Ensuring Long-Term Success Through Retention

As the saying goes, “Retaining top talent is easier than finding it.” Once you’ve invested time and effort in cultivating your new hire, you want to ensure they remain an integral part of your team. To achieve this, adopt effective retention strategies that make them feel valued and invested in the organization’s success.

New hires in commercial real estate are often ambitious and eager to climb the ladder. So, provide them with a roadmap that outlines potential growth within the company. Discuss how their role can evolve as they learn and take initiative. Encourage their development through the use of rewards and recognition. Feeling appreciated motivates employees to stay committed and engaged. Help them to enjoy their work. The CRE life can be demanding, but promoting work-life balance is crucial for long-term retention. Encourage taking breaks, utilizing flexible schedules, and maintaining a healthy equilibrium between work and personal life. Cultivate an environment where new hires feel comfortable sharing their aspirations and concerns.

And keep the lines of communication open. Regular check-ins can help you understand their needs and adapt accordingly, fostering a sense of trust. Keep them learning through workshops, industry seminars, and opportunities to gain new certifications. Employees are more likely to stay invested when they see that their growth matters to the organization.

Their Success is Your Success

When managing a new CRE hire, remember that their success in the CRE industry is a reflection of your investment in their potential. It’s not just about hiring good people; it’s also about nurturing those people to be even better leaders. Give them the tools they need.

As leaders in this field, we have the privilege of shaping careers. By instilling in your new hire a sense of purpose, nurturing their growth, and valuing their contributions, we are not just building a workforce – we are building a legacy.

So, embrace the opportunity to make the most of your new hire. You can achieve long-term success by a careful and strategic approach and by implementing proven management principles.

– How to Manage Your New Hire Expectations – Real8 Group
– https://www.indeed.com/career-advice/career-development/developing-employee
– https://buildingrecareers.com/2021/02/11/how-to-inspire-higher-employee-retention/
– https://buildingrecareers.com/2023/02/02/5-proven-ways-to-make-better-hires

How to Make the Most of Your New CRE Hire Read More »

salary transparency

What Is Salary Transparency and How to Prepare

Compensation has historically been considered a taboo subject, but that’s changing. Online job postings and self-reported wage tools have made it easier than ever for your candidates and employees to research pay. Many employees are discussing compensation among themselves at work. And an increasing number of employers are embracing salary transparency.

Salary transparency — also known as pay transparency or wage transparency — is the practice of openly communicating information about compensation with employees and candidates. This can look a little different at each company. While some companies share all salary data publicly, some simply disclose how salaries are determined with each team member. Many employers also share salary ranges so team members understand their earning potential in a given role.

Legislation Is Driving Higher Salary Transparency

Pay transparency isn’t just a good way to be more open and honest with your employees — it is more and more often the law.

New pay transparency laws crop up regularly and legislation differs by jurisdiction. It’s important to stay on top of the local laws and regulations where your company operates or has employees.

Within the United States, for example:

  • California’s new pay transparency law became effective on January 1, 2023. It requires covered employers to include pay ranges on every job posting and share pay ranges with employees for their current position.
  • New York’s law will go into effect in September 2023, requiring that employers disclose pay or a pay range for all jobs, promotions, and transfer opportunities that can or will be performed in the state.
  • Maryland employers must provide the wage range for a given position upon an applicant’s request.
  • Cincinnati employers must provide a pay range after a conditional offer of employment has been made.

Similar pay transparency laws, including The European Union’s Pay Transparency Act, are being proposed globally. It will require employers to include a salary range in job posts or before an interview. It also gives employees the right to request information about their individual pay level and the average pay level for colleagues doing similar work.

These laws are driving higher pay transparency. Nearly one in five organizations report being transparent largely due to regulations, though another 42% say their transparency goes beyond what’s required or motivated by regulations alone.

Read More = https://www.linkedin.com/business/talent/blog/employee-experience/what-is-pay-transparency

What Is Salary Transparency and How to Prepare Read More »

Critical Corporate Value: Timely Responsiveness

No doubt, you care about our business and the image you put forth for your customers. But what about prospective employees? What do they think of your company? Have you ever considered the possibility that your level of timely responsiveness to job applicants plays a role in how your business is perceived – and thus, how well you recruit and hire top-quality staff?

It’s no secret that we’re in an employee job market right now. Companies are desperate for help. And no doubt hiring is a big concern for you. But do you prioritize calling back job applicants, scheduling interviews, or updating candidates in the pipeline? Effective communication is an essential value every company must commit to. But even companies that understand this often overlook responsive communication when dealing with potential hires.

The Cost of Neglecting Timely Responsiveness

If following up with prospective employees quickly and consistently is not a top priority for your organization, you could be losing out big. Here are a few reasons responsiveness in business matters:

  • Money: When you fail to move a new hire along or lose out on a top prospect, there are associated opportunity costs like bad hires, open positions, etc.
  • Branding: Because your track record for timely responsiveness will get around, your reputation as an employer of choice is at stake. Failure to respond to candidate questions can signal a lack of respect and damage your recruiting credibility long-term.
  • Blowback: The way you handle job prospects through the application, interview, and negotiation processes often determines how you will be treated. If you find a well-qualified candidate, a great way to minimize the risk of being ghosted by that candidate is timely updates and staying in touch.

Timely Communication Matters

While it may seem harmless to push an email back to next week or drop a resume through the cracks on occasion, it’s not without consequence. Data released by interview scheduling SAAS provider Cronofy shows a lack of timely communication can actually be a significant driver in poor hiring outcomes.

A job search can be a very uncertain and stressful time for professionals. It helps reassure top talent when recruiters or hiring managers reach out regularly, even if only to say, “We’re still waiting on an interview time,” or, “The hiring team is still reviewing your qualifications.” Providing that contact and feedback builds trust in your hiring process, the company, and the decision to pursue this job.

When companies neglect timely responsive communication, statistics show, candidates will go elsewhere. According to Cronofy:

  • 62% of professionals in senior positions report having abandoned an interview journey because of frustration with the interview scheduling process.
  • The interview scheduling experience directly corelates to a prospect’s perception of your company.
  • A full two-thirds of US applicants expect to hear back about an interview within just one week of applying.
  • 18% of job applicants report responsiveness as the top frustration with the hiring process.

Putting Responsiveness into Action

At Building Careers, we’ve seen firsthand the power of implementing timely and responsive communication in recruiting top talent. While partnering with a recruiting firm is critical to effective hiring (especially in such a competitive market), we’ve observed many if not most recruiters ghost candidates at some point in the process.

As such, simply touching base with candidates throughout the week and addressing concerns early on is a clear differentiator in our field. Quality professionals know when they are appreciated. And they know when they’re not. So, when your recruiting partner or hiring team practices timely responsiveness, they set your brand apart from the others.

As a leading recruiter for the CRE space in Southern California, we’ve seen our network and credibility grow among commercial real estate’s top talent. We believe strongly in the values of open communication, constant communication, and timely communication. As a result, our contacts have come to expect real-time feedback and daily check-ins. And because we also emphasize internal responsiveness, our team is more current and helpful along the way.

Hiring rockstar talent that will take your company to the next level means implementing a comfortable hiring experience. And that hiring experience is only as good as its communication. Any friction in this process will negatively impact the potential hire’s perception of your organization and make it more likely you will lose them to a competitor. Alternately, implementing timeliness and responsiveness in all communications will ensure the hiring journey is smooth, positive, and effective.

Critical Corporate Value: Timely Responsiveness Read More »

Define Transformational Leadership

Leadership is scary and hard. But leading your team to achieve big, daring goals is one of the most rewarding things you’ll ever do—if you do it well. And that starts with deciding to level up in how you lead. Just like there’s no magic pill for weight loss or better finances, there’s no magic pill to being a leadership expert. You just put one courageous foot in front of the other, day in and day out, getting better and stronger as you go. And using the transformational leadership style will help you shift your mindset to focusing on your team’s ability (not just yours) to get those big, daring wins.

You may be thinking that transformational leadership sounds like corporate mumbo jumbo. However, it’s anything but that. Imagine drama and bureaucracy in your business decreasing so productivity, innovation and creativity can take center stage. Imagine a team of go-getters who are motivated to win every day and enjoy going to work—that’s the culture transformational leadership can create for your business. As you inspire your team to think and work beyond themselves for the greater good, you are on your way to becoming a bona fide transformational leader. Is this really possible? Absolutely.

Define Transformational Leadership

In the words of the Transformer Optimus Prime, “Autobots, transform and roll out!” If only transformation was that simple for us non-autobots, right? But it’s possible to spur on change—and it starts with your leadership.

The idea of a style of leadership that transforms team members, businesses and the world was first introduced in the 1970s by sociologist J.V. Downton. The theory caught fire later that decade when James MacGregor Burns, a leadership expert and historian, wrote Leadership. In this book, James describes transformational leadership as a style where “leaders and followers raise one another to higher levels of motivation and morality.” This style is based on a leader who has built trust and respect with their team—and because of that, they can influence their team to work harder and think smarter to achieve a common goal.

James put a spotlight on a leadership style that increases loyalty, commitment and the ability to accomplish way more than the company and team members thought they could. So, what does a transformational leader look like?

Read More: https://www.ramseysolutions.com/business/what-is-transformational-leadership

Define Transformational Leadership Read More »

How To Effectively Delegate Tasks

All managers and leaders must master the art to effectively delegate tasks. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Delegating tasks is also essential for effective leadership.

To learn how to effectively delegate tasks is to build a cohesive and effective team that can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your well-being at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how delegating tasks benefits your team, and how to assign tasks effectively.

The Significance Of Delegating Tasks

A good leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis.

Effective delegation also promotes productivity and good time management within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.

When you are willing to delegate, you promote an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and effective leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and, in doing so, maximize productivity and profit.

Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.

Why Are People Afraid Of Delegating Tasks?

Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:

  • They resent the idea that someone else may get the credit for a project.
  • They are willing to delegate in principle but are afraid their team won’t be able to handle more responsibility.
  • They suspect that their staff is already overworked and feel reluctant to increase their burden.
  • They suspect that it’s simpler and quicker just to do a task themselves.
  • They dislike the idea of letting go of tasks they enjoy doing.
  • They fear that if they delegate responsibility, their manager will conclude that they can’t handle their workload.

Read More: https://www.lifehack.org/688325/how-to-delegate-work-the-definitive-guide-for-successful-leaders

How To Effectively Delegate Tasks Read More »

What Is Employee Advocacy?

Employee advocacy is one of the most effective ways to boost your public image and employee engagement.

Why? Because your employees are already posting about you. Half of all employees share content from or about their employer on social media, and 33% of all employees do so without any prompting.

Sounds great. But without a content strategy to guide them, you have no idea what they’re posting or the ROI of those efforts. With a formal employee advocacy program, you can expand your organic reach by 200% and increase profitability by 23%, among many other benefits.

Keep reading to learn how to build an employee advocacy program that your team will love, and that will contribute to your business results.

Define Employee Advocacy

Employee advocacy is the promotion of an organization by its workforce. Employee advocacy can take many forms, both online and off. But the most common and effective channel is social media advocacy.

Social media advocacy comes down to employees sharing your company’s content on their personal social media accounts. Everything from job postings (and other resources for job seekers), blog articles, and industry resources, to new product launches.

However, employee advocacy can also be original content that offers a glimpse into your company culture. Maybe it’s an Instagram post showing the free lunch spread you brought in last Friday, a special event, or a moment from an average workday.

All these activities can help boost your brand reputation with both customers and potential new recruits.

The Importance Of Employee Advocacy

A recent study found that employee advocacy benefits companies in three key ways:

  • It positively impacts sales due to increased brand awareness and favorable perceptions (“brand sentiment”).
  • It improves staff recruitment, retention, and engagement.
  • It aids in PR crises and issues management.

Read more: https://blog.hootsuite.com/a-6-step-guide-for-creating-an-employee-advocacy-program-for-your-business/

What Is Employee Advocacy? Read More »

6 Employee Appreciation Gifts And Ideas

You’ve got one of the best teams around, and they work pretty hard for you. But amid all that hard work, it can be easy to forget to recognize your employees or show them your appreciation for their efforts.

It’s important to reward employees for a job well done, especially when many people might still be struggling with the effects of pandemic fatigue. Recognition can make employees feel appreciated, and it shows someone that their work matters. And a little workplace appreciation can go a long way toward boosting employee morale — maybe even more so with the current state of the world.

Employee Appreciation Day is celebrated annually on the first Friday in March, but you don’t have to limit the recognition to a single day! We’ve compiled a list of ideas you can use to show your team some love on Employee Appreciation Day and beyond.

Employee Appreciation Gifts and Ideas

1. Give everyone on your team a small allowance for a few desk or work-from-home upgrades. Items like standing desks, desk organizers, or even a new coffee mug can provide a welcome change of pace.

2. Show your appreciation by prioritizing the health of your employees. Try having juices and wellness shots from a local company delivered to your team to promote workplace wellness.

3. Treat everyone to a fun company activity. If your team feels comfortable, try out things like bowling and laser tag. For those who’d prefer social distancing activities, try enjoying virtual karaoke or bingo for virtual team bonding via Zoom.

4. Survey employees to learn their favorite self-care products or services. You can use that to provide your team with a curated self-care package to use at their leisure.

5. Plan a virtual happy hour or dinner for your team, and arrange for the food and beverages to be delivered directly to your employees. As an employer, it’s always nice to foot all or part of the bill if you’re able.

6. Surprise your team with a picnic-style lunch. Cater the food from one of the team’s favorite local restaurants if you’re in the office, or have your remote employees order their favorite take-out meal. In-person, remote, and hybrid teams can all enjoy lunch outside together (weather permitting) thanks to Zoom and other video conferencing platforms.

Read more: https://www.justworks.com/blog/master-employee-appreciation-inexpensive-ideas

6 Employee Appreciation Gifts And Ideas Read More »