Much like Valentine’s Day in the home of a happy couple, many feel that Employee Appreciation Day should be celebrated any and every day of the year. Apparently that’s what I was thinking when I wrote the copy for not one, but two of our catalog covers, boldly declaring Employee Appreciation Day as March 9th. (It’s actually March 5th.)

Hey, at least I’m consistent!

I don’t want anyone, especially not my boss, to think that I am taking this error lightly; but I do think this is an excellent opportunity to talk about the importance of appreciating your employees not just on scheduled holidays, but in small, day-to-day ways throughout the year.

Recognition holidays are important because they remind us to stop and celebrate the valuable people in our workplaces and our lives. Without these events, our administrative professionals, volunteers, customer service reps, teachers, and healthcare workers (to name a few) might not be remembered at all. But considering these events are only a blip on the radar screen of the year, it’s important to factor in all of the other days in between. For that, I recommend our new Recognize 365 calendar. It’s a stylish desktop piece, plus it features gentle prompts and useful note cards to help you make any day a special employee recognition event.

For those actual holidays, you can always check out our Event Calendar on Baudville.com. Something, perhaps, I should have done myself!

For some tried and true Employee Appreciation Day ideas, join us for a quick 15 minute webinar about Employee Appreciation Day on February 18th at 11:30am EST. Kurt, our Director of Positive Mojo, will share some great ideas on how you can celebrate Employee Appreciation Day with your employees in meaningful ways. Register on our website to attend!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than nine years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer!

I’m not making this up…

Once, at a former workplace, our espresso maker got more peer nominations for Employee of the Month than anyone else. A high performer, true…but really?

That was the state of our morale. Our spirits had been broken by circumstances too mind-boggling to adequately describe here; but, we were truly disenchanted and pretty much walked around like an office full of zombies. Zombies who really valued a strong cup of coffee in the afternoon.

• There is only one winner—and that can make everyone else feel like a loser.
• To be fair, winners are sometimes chosen on rotation (either deliberately or subconsciously), which actually isn’t fair at all. Or, just the opposite, the winner is always one of just a few top performers.
• There is often only a nomination-type system in place (with the potential for management or peer favoritism), rather than having a forum in which specific behaviors and achievements are rewarded.   

Knowing what I know now, we could have chosen a more inclusive method of recognition. In fact, working at Baudville, I’ve seen two powerful employee recognition programs in place that are much more effective than the traditional system of single-person nomination: day-to-day recognition and peer-to-peer recognition.

Day-to-day recognition focuses on genuine everyday expressions of appreciation that reinforce and reward positive behaviors. It’s administered mostly by managers through low cost tools like Cheers Kits™, Pocket Praise®, and our latest champion the Pintastic Manager. The important part is that everyone has the opportunity to be recognized on a regular basis, sometimes just for little things, which makes everyone feel good.

Peer-to-peer recognition is a subject I’ve already talked a lot about lately, so I’ll try to keep it brief. But a program like our internal Shout Outs incorporates our core values, which means we are given recognition for exemplifying behaviors and attitudes that matter to our company (and are also key to business success). Spot On is the same way. People know why they’re being recognized; and, as with day-to-day, peer recognition includes everyone, so we all get to feel like winners.

Both systems have the potential to elevate the entire team—all the time, any time—rather than just focusing on one person per month. They also create a positive culture in which giving and receiving recognition feels natural and sincere. Finally, people are enthusiastic about the programs and look forward to recognizing their staff and coworkers…not appliances!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer! 

So, I received this text the other day from my friend in Baltimore. He wrote: “have a great day selling undeserved praise!”

After I picked myself off the floor, I replied: “What?!”

Let me backtrack. He was in town last fall to take part in ArtPrize, a pretty cool artist’s contest that took place in our fair city, Grand Rapids, Michigan. I got the chance to catch up with him one night while he was here, and our conversation naturally led to our jobs.

When I first told him what I do, he said with contempt, “Oh, you people. You’re part of the problem!” He is my age, and members of our generation (Gen X) fall on the cusp of those who believe in recognition and those who don’t. Clearly, we know where he stands!

But I know that part of that is not just his age, but also because he works with troubled kids. And those kids are members of the Millennial Generation (or Gen Y), who are known to thrive on, perhaps require, regular recognition and feedback. I suspect that he thinks this tendency feeds some of their problems. This mindset represents a pretty typical rift between older and younger generations. Cori addresses this subject very well in a White Paper she wrote on generational differences and how we can navigate them in our lives and in the workplace. You can read it here: Talkin 'Bout My Generation.

As far as being “part of the problem”, or “selling undeserved praise”, here is where I stand:

Recognition done correctly can be a way to appreciate and motivate people in our lives. Done without meaning, sincerity, or merit, it is just a hollow ploy.

We make a mistake if we think that giving praise should be done just because a person needs it. And most people are perceptive enough to recognize a disingenuous comment when they hear one, anyway. Undeserved recognition has no value, no life span, and no strategic outcome.   

However, if we give it when it is earned it can be very powerful. Think about the last genuine compliment or pat on the back you received. It felt pretty good, right? And it probably naturally made you stand a little taller or want to work a little harder to prove this wasn’t just an isolated incident. Maybe it made you feel more valued and even improved your attitude about your work or your situation. These are all results that benefit both the giver and receiver of recognition.

At Baudville, we always recommend that recognition be given promptly after the behavior or performance, that it be sincere (and, if possible, include a handwritten note), and specifically mention what is being recognized.

Follow these guidelines and no one will accuse you of being part of the problem!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer! 

As Baudville’s copywriter, I am painfully aware of the number of themes we have that relate to making a difference (if you’ve ever had to write repeatedly about the concept of making a difference without saying making, a, or difference, then you know what I’m talking about).

But there is a very good reason we have so many themes of this nature. There are so many ways that a person can make a difference, whether it’s volunteering for a non-profit, working as a caregiver, or having significant impact in a business setting. All people in all situations have the power to affect the world around them in a positive way, which means our customers need to have choices when it comes to thanking these folks.

So, we have Making the Difference, You Make the Difference, Making a Difference, You Make a World of Difference, and You Made the Difference. We also have one called The Power of One that has a "you make a world of difference" tagline.

Inside these four walls, we giggle about the redundancy (or maybe it’s just me alone in my cubicle); but it’s actually very serious business. When you think about it, it’s pretty profound that there is such demand for this sentiment. In fact, this Saturday is National Make a Difference Day—a whole day dedicated to (here it comes) making a difference! The organization that instituted this holiday focuses on the philanthropic aspect, but since we know that making a difference can take so many forms, we like to promote them all.

Wondering how you can get involved? One way is to participate directly in volunteer efforts in your community. The Make a Difference Day web site has a project finder for activities already going on in your neighborhood. Or, you can organize your own project and use their idea generator to help you get started.

You can also consider every day Make a Difference Day, and focus on the little things you can do all the time to create positive change. At work, in your neighborhood, at school, for the environment, on the political front, on the other side of the world, or even by smiling at the right person at the right time—there are opportunities everywhere!   

Finally, possibly the most significant way you can do your part is to encourage (and thank) those who make a difference. That’s not why they’re doing it, but that doesn’t mean we all don’t appreciate the efforts any less. And guess what? We have just the thing…

  

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer!

With so many tools available to us for communication, it should be surprising that so many companies claim a lack of communication as one of their biggest issues. But everywhere I’ve worked, it has been at different times, and for different reasons.

As I’ve mentioned, I have a background using recognition as a motivation strategy, and have worked in environments where recognition was part of the culture. So, when I started at Baudville it wasn’t a new concept to me. But as I started to really immerse myself in the theories, I had a revelation of sorts: recognition at its core is really just about communication.

At Baudville, one of the ways we strive to improve communication is by defining who we are, what we stand for, and what we consider to be the most valuable traits and behaviors for our staff to exhibit. We call these our core values, and we broadcast them to all staff through a variety of different communication vehicles. Then we recognize when we see them in action. It’s through recognition of ourselves and others that we all understand what we need to do to be successful.

Here’s an example: I pretty much need a meeting scheduled at 8:00 a.m. (with donuts) to make it to work on time. But my managers let it slide because I perform, and often stay late, when I get here. “Perform” happens to be one of our core values, but “punctual” is not. Thank goodness.

I know what’s expected of me because it’s clearly defined. That’s communication. If being punctual were important to my managers, I’d do it. I’d not only get to keep my job, but I would probably receive accolades for doing it. That’s reinforcement of expectations through recognition.

If you want to improve communication in your organization, creating a recognition program around your core values or company mission statement can be your first step. We know that defined expectations are just one facet of good communication, and that recognition on its own will not create or repair communication in your organization; but it will help you send clear messages to your staff and foster a more open dialogue among individuals, peers, and managers. I’d say that’s a pretty good start!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer! 

We recently asked blog visitors to answer the question, who do you like to receive recognition from? These were the responses:
 
- 11.1% said My mom
- 44.4% said Peers
- 33.3% said Manager
- 11.1% said CEO

The results of this poll reveal two important recognition principles that I think you should take to heart.

Number one: The poll gives insight into what employees really value: recognition from individuals who witness performances first hand.

Peers and managers are a bigger part of an employee’s everyday work life than the CEO – or their mom for that matter. Peers and managers see how hard you work on month end summaries, implementing a new process or cranking out a major project. They observe your triumphs, struggles and achievements on a regular basis, so it makes sense that you would value what they have to say about you and your work.

Number two: Frequent exchanges of recognition between peers and employees and managers is key. Peers have very few opportunities to recognize one another unless you have a peer-to-peer recognition program in place. Most often, recognition is placed primarily into the hands of the manager who likely struggles with a full workload and large team. Equipping all employees with the tools to recognize their peers can have a huge impact on morale, employee satisfaction, engagement and create a more positive work culture.

Peer-to-peer recognition programs can be a little scary for some organizations. Everyone worries that the system will be abused and employees will recognize one another for trivial matters or only give recognition to their friends. Therefore, creating a strong recognition foundation is important to a successful peer recognition program. Establish clear guidelines about recognizing one another for specific behaviors that are tied into your corporate goals and values. Include a receipt portion in your program, too, so you can track who is giving recognition and why. For more detailed information and ideas on peer-to-peer recognition programs, visit our Spot On Peer Recognition Blog.

And remember, just because it’s a peer recognition program doesn’t mean managers are excused from participating. According to our poll results – and experience - manager involvement is very important. A peer recognition program is simply another valuable tool managers can add to their recognition arsenal.

Getting recognition from peers is important to employees.

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation. In addition to writing for the Baudville blog, she’s taking on the task of flooding the Twitterverse with positive mojo. Find out more - and join her cause! - at www.Twitter.com/Baudville using the hash tag #positivemojo.

Customer Service Week is underway at Baudville! This year, we are having a spirit week. Each day has a different theme, and employees are encouraged to dress up and get in the spirit. In addition to all the fun outfits, each day there are activities and games for employees to play. Monday, there was a sports quiz featuring local sports teams. All correct entries were entered into a drawing for two tickets to a Griffins hockey game. Rockstar Day was complete with a rousing game of Rock Band as well as a word search, trivia and one hit wonder matching game. Only our SPIRIT Team knows what's in store the rest of the week!

Monday - Sports Day 

Tuesday - Rockstar Day

Wednesday - Super Hero Day

Thursday - Decades Day

Friday - Baudville Spirit Day

Follow all the Customer Service Week fun on our Facebook page where pictures are being added daily. What are you doing for Customer Service Week? Show us how you're celebrating by adding pictures to the Facebook page or adding comments to this blog entry. And don't forget to participate in our poll about your favorite Customer Service Week activity!

Last week we conducted a poll on our blog asking visitors if they use social media to give recognition. Here were the responses:

- 11.1% make sure every post has recognition
- 22.2% occasionally tweet a shout out
- 66.7% believe Facebook is a foreign entity

Our poll shows that 33.3% of respondents are using social media to express recognition and appreciation. I predict it will continue to grow as communication continues to be shaped by social media.

Social media has become a valuable tool for marketing, recruiting and sharing information. As more people jump on the social media bandwagon, giving feedback and praise will also become a common practice in these forums.

Today, many employees create and maintain personal “feel good files.” You may have given it another name, but I think you likely have a spot in your desk where you stash past thank you notes and cards of appreciation.

Every once in a while you even review your file for a little pick me up.

The words of thanks and appreciation remind you of past great performances and contributions to the organization. Every time you add another note to the file, you feel a sense of satisfaction and accomplishment.

Imagine if your feel good file were on your online profile or your Twitter page. Not only would you be able to read through your feel good file when you needed a morale booster, but co-workers, managers, friends and recruiters could, too.

How would you respond if your boss gave you some props on your Facebook page? Or if someone contacted you about a job because of all the good things they’ve read about you?

Imagine your social media, loaded down with recognition...

On another note…

Did I mention that we now have a poll on our blog? Be sure to check back each week as it changes to give your two cents worth. For each poll, we’ll have a little write up (like this one) interpreting the results. Be a part of it!

You can receive updates from all of our blog entries, too, by subscribing to our blog email list on in the right hand navigation…right…over…there. Don’t miss any of the recognition updates!

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation. In addition to writing for the Baudville blog, she’s taking on the task of flooding the Twitterverse with positive mojo. Find out more - and join her cause! - at www.Twitter.com/Baudville using the hash tag #positivemojo.

Customer Service Week starts on Monday, October 5! Hopefully you're nearly complete with your planning, but in case you're behind, here are a few extra tips to inspire you. We'll be Twittering and blogging frequently next week to let you know how Baudville is celebrating the week, so stay tuned!

Customer Service representatives make up the face of your organization. They communicate with customers first hand, and it is often based on their interaction that repeat business comes or goes. That’s why recognizing this group of hard working employees is so important!

For a few customer service appreciation ideas, we went directly to Baudville’s stellar Customer Service Representatives and asked them about meaningful and motivating recognition they have received in the past.

Personalized and individual recognition. A memorable customer service appreciation idea is to give personalized recognition. Knowing your employees’ recognition preferences is key to effective and motivating recognition. When picking a gift for your team, select something that comes in a variety of options. For example, give each employee a candy bar, but buy a selection so they can choose their favorite.

“I had a manager in the past who gave everyone the same, beautiful scarf Christmas gift. But she took the time to pick out the color that she knew the recipient liked and what she thought they would look best in.  It was great, because someone took the time to learn about them.”
- Dawn

Share the good news. Around Baudville, one of our favorite customer service appreciation ideas is to share positive customer feedback. When our CEO receives an email or a letter from a customer praising one of our Customer Service Representatives, he shares it with the rest of the company. Simply forwarding an email has a big impression on the employees.

“The one thing that will always stick out for me is when a customer of mine emailed Brad about how good of a job I did with her order and how I helped her with her event.  Not only did Brad congratulate me in person with Kurt and Brenda in the room and give me a gift, but he also forwarded the email to the entire staff.  The gift was great, but the email to the staff really made me feel appreciated.  I then received numerous emails from coworkers who I barely saw, much less spoke to on a daily basis, congratulating me about what I did.  Sometimes the smallest things, like a quick email, can make someone’s day……I know for sure it made mine!!”
- Missy

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation. In addition to writing for the Baudville blog, she’s taking on the task of flooding the Twitterverse with positive mojo. Find out more - and join her cause! - at www.Twitter.com/Baudville using the hash tag #positivemojo.

The other day, I sent an ePraise to a coworker who had done some really nice work on a product idea. Then she emailed me back to tell me I had made her day. I was so happy to hear that, it made my day. Seriously!

I could write more about it, but why? Recognition is often just as simple and powerful as that.

Has giving or getting recognition ever made your day? Leave a comment on this post and tell us about it!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer!