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Reward and recognition-need help
Hi i wish to start reward and recognition programme for a team size of about 50 employees. i would like to create a process for the same. reward and recognition would include providing a certificate of appreciation or certificate of commendable performance. eg. like employee of the month or an extra mile award kinds. please suggest how can one judge who is the best performer in the team when we have different teams having different set of responsibilities. also how can these certificates be prepared at the cheapest price knowing that recession is in the economy and companies are into cost cutting. please advise. thanks. regards akshita
Best hr policy document for a project management company
Hello all i am looking for a good hr policy document in line with the flexible hr policy the can build the following culture. how startups can build a company culture we are primarily a project management company and have good reputation with our clients... however we want to build a very high performing teams... which i believe can be achieved only by giving them some flexibility... and rewards and recognitions. kindly let me know if there is a good document that would reflect the above policy in a project management company. thank you in advance. saurin mehta
Performance reward being denied post resignation - feel that is unfair for a listed company
Hi i was working with an indian company as area sales manager for 2 years. jul17 to jun19. during the period of apr18 to dec18 there was a performance reward program in the company where i have achieved my targets and eligible for the reward. it wasn t released till the time i resigned in may19. now jun19 i have been relieved from the company and now my team mates who are still working there have got the reward amount. i was also eligible for that but not paid. when i took it up with the hr they were citing policy that it wouldn t be paid. when i asked explanation about which policy they weren t clear. then they told it s the management decision not to release reward for the resigned employees. my claim is that reward was to be given for an achievement and the same was done company got its result but now it s denying the employee s reward. i feel that is unfair for a listed company to treat an employee like this. i tried reaching out to the hr head of the company who wasn t willing to even talk to me and had his assistant convey the message to me. i m not having a space in the company to speak/discuss about it. what can i do now at best? the incentive/reward amount is high for me to forget and move ahead. note: i have official mail copies of the reward structure target and achievements. post achievement no official communication of the reward amount was given until i resigned. post that after releasing the reward employees have got mail i couldn t get as i had resigned by that time.
Employee engagement
I ve posted an article on employee engagement which from my point of view is very much important for an organisation. what is meant by employee engagement its different elements uses how to engage employees....all these topics are included in this article. i ll also upload a survey questionnaire in my next post regards sankuraj
Essence of communication-trust
If you believe in the title read this article. in the backdrop of corporate scandals regarding issues like greed bankruptcy dishonesty and ethical violations employee trust in senior management is deteriorating. plummeting trust signals impending disastrous corporate performance. addressing the issue trust is not necessarily a matter of what is legal or illegal. it is more a matter of how countless management decisions affect employees over a time. hrs role hrs efficiency is a key predictor of employee trust. though the hrs relationship is direct it alone cannot build employee trust. management s backing is critical. hr focuses on two primary trust drivers: communication and managing change. hr at work an efficient hr functioning is associated with high levels of trust and facilitates an organisational culture that infuses faith loyalty and confidence among employees. tips for hr: out in the open: explain to employees the rationale for major decisions and the companys performance. convey the advantage: companies conveying the advantages through issue of total award statement that communicates an employees total value of compensation enhances the degree of trust. employee inputs drive change: employee attitude significantly influences the trust levels in an organisation. eliciting employee input greatly improves an organisations work climate. sighting business goals and roles: employees of high trust organisations are provided a clear picture of organisations goals and their role towards achieving it. accountability: organisations having high levels of trust not only reward high performers but also hold poor performers accountable. an effective and efficient hr department ensures that employees have high levels of trust and ensure that the organisation maintains the credibility it possesses through communication consistency followthrough respect and internal customer service. cheers archna
Innovative reward and retention plan
Hi all we are seeking to reward our employees who apart from their direct key responsibility areas assist in taking interviews and trainings. kindly provide your inputs in what are the different ways we can take to reward such employees in both monetary and nonmonetary ways. thanks in advance and hoping to see some great thinking