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Building Connections For Culture

Building Connections For Culture

Some of today’s employees look, act, and, most notably have a different mindset than generations who have come before them as it relates to their loyalty to an organization. In response, organizations are realizing the value in making frequent connections with their employees – and how these connections can have an impact on employee engagement and overall retention.

Connecting with new hires, making connections between teammates and managers, and making connections to your brand – all work together to create employee pride in your company.


Click here to learn how you can put a 360-degree effort around connections and retention.






#EmployeeRetention #CompanyCulture #EmployeeEngagement

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The Power of Tangible Rewards

The Power of Tangible Rewards

The employee-employer relationship has dramatically changed. Today, employees hold more power than ever and have greater expectations than in previous years. With these elevated expectations, the need for organizations to rethink their recognition strategies is imminent. And the power to improve the employee experience and create profitable employee relationships is 100% achievable.

A new study just released from Runa, found that only 30% of employees are satisfied with the type of rewards they receive at work and how they are administered by their company. But more dramatic is the statistic that 65% of employees feel that rewards are key in their decision to remain with their employer!1 

In today’s climate, companies must recognize the impact that rewards have on employee retention and business success.

Click here to learn why tangible rewards work.

1https://www.gallup.com/workplace/468233/employee-engagement-needs-rebound-2023.aspx






#EmployeeRetention #RecognitionStrategy #CompanyCulture

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Where Do We Go In 2023

Where do we go in 2023?
Recognition priorities for the new year and beyond.

2022 had a couple of road bumps – from quiet quitting to the great resignation – those real-life scenarios emerged, highlighting the need for strategies to retain employees. This is top of mind for us and it’s no surprise that at Incentive Services, we look at life through the lens of “employee-first.” And with that lens, we see a clear path to success through long-term recognition strategies.

How can you be a leader in creating a culture of belonging? By recognizing employees, you ensure that they are seen, heard, and that they know their contributions are valued. Recognition done right will help you grow engagement, fellowship, and camaraderie for happier teams and a stronger organization.

Learn how you can make 2023 your teams’ best year ever!






#CompanyCulture #EmployeeRetention #EmployeeExperience

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The Great Resignation Part 3

The Great Resignation: Part 3
Newbie or not newbie – it’s all about the connection.

We have an opportunity to make 2022 the year of the renewed employee experience, and a chance to flip “the great resignation” into the “greatest year of retention”. Employers have a chance to start the employee experience off on the right foot – with exceptional onboarding, fostering a sense of belonging from day one.

This month, we’ll teach you the basics of onboarding new hires. Investing in connections on the front-end with a new hire will pay the proverbial “dividends” on the back end, creating and maintaining a thriving culture of continuous employee engagement.

Here are three considerations for effectively onboarding new employees!





#GreatResignation #EmployeeRetention #RecognitionStrategy

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The Great Resignation: Part 2

The Great Resignation: Part 2
Considerations for creating your total rewards strategy to recognize & reward employees.

Last month we talked about a few ways companies can avoid being victims of “the big quit,” and we highlighted the importance of creating regular recognition experiences as part of a total rewards strategy. In this issue, we want to talk about a few considerations for creating a total rewards strategy (and how cash is a short-term solution).

We’ll share how “the big quit” may actually be an employee reshuffling, and how it gives us an opportunity to alter our most valuable employees’ experiences to retain them. We’re being given a chance to learn how to invest in our culture with engagement strategies, offering the recognition and connections that your employees seek!

Here are a few considerations for what you can do to find balance for your total rewards strategy!




#GreatResignation #EmployeeRetention #RecognitionStrategy

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The Great Resignation: Part 1

The Great Resignation: Part 1
Looking at work/life through the lens of the employee experience.

Anthony Klotz, a Texas A&M professor who came up with the phrase “the great resignation” back in May of 2021, believes that during the pandemic, people “re-imagined what normal could look like,” without commutes, with more family time, better pace, and less pressure. Comments like “Life is too short to be unhappy for five days a week in exchange for two days of freedom” have been posted; and hashtags, memes, and TikToks have emerged around “quit my job.”

So what can you do to avoid a great resignation of your own? What kind of experiences can you create for your teammates to ensure the benefits of your workplace outweigh the option to resign?

Check out some ways to keep your teams happy and dedicated to your organization!






#GreatResignation #EmployeeRetention #RecognitionStrategy

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5 Tips: Hire to Retire Recognition Strategy

A hire-to-retire strategy in the context of recognition and rewards is the idea that celebrating employees isn’t just a singular event; it’s using your recognition strategy to formalize the connections you have with your employees throughout their entire journey with your company – from the time they are onboarded to the time they retire.

  1. Think C2: Consistent & Complementary
  2. Start early and recognize often
  3. Make it a big deal
  4. Make employees feel like they belong
  5. Personalize it

Learn more about how implementing a hire-to-retire recognition strategy can elevate your culture and benefit your organization here!






#EmployeeRetention #EmployeeRecognition #CompanyCulture

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Why Millennials leave

Millennials have earned a reputation as being job-hoppers, quick to leave a job they don’t like out of boredom. But is this an inaccurate generalization? Maybe the issue is not boredom or a lack of loyalty, but high standards and fearlessness. This generation seems willing to take a risk on opportunities that excite them rather than remain in a safe, but mediocre position.

What you need to ask yourself is what do your millennial employees want from your organization, and how are you making sure they get it? Learn more!






#CompanyCulture #EmployeeExperience #EmployeeRetention

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The Employee Experience and Your Organization

In today’s economy, there are many opportunities for skilled individuals. This job market offers
employees the freedom to be selective in choosing the perfect job for them.

The motivation behind their choice depends on many factors – pay, opportunities for growth, rewarding work, flexibility, social interactions, manager communications, and more.

These factors are all elements of the most important part of an employee’s time with your organization, and what ultimately makes your organization desirable – the employee experience.

Click here to learn how your organization can cultivate the best possible employee experience to attract and retain top candidates.



 #EmployeeEngagement #EmployeeRetention #CompanyCulture #EmployeeExperience



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Generation Z in the Workforce

In order to attract and retain top talent, organizations must understand the personalities and preferences of the multiple generations within their company. As Generation Z exits college and becomes the most rapidly growing population in the workforce, it’s important that your organization learn to appeal to this group.

According to the U.S. Census Bureau, this generation will soon comprise 20% of the workforce with over 61 million people. As we see this generation grow, your organization will want a competitive edge to attract and retain motivated and skilled individuals.

Click here to learn what this generation values and how your organization can take steps to engage your most important asset, your people.



#EmployeeEngagement #EmployeeRetention #CompanyCulture #EmployeeConnection

Want to learn more?

Incentive Services University (ISU) is the educational arm of Incentive Services. ISU was established to provide organizations with information and support services on Employee Engagement, the psychology of Motivation, and the core elements of Performance Management.

Contact us today! Incentive Services - Generation Z in the Workforcewww.incentiveservices.com


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