When it comes to rewarding an employee, you have many options. Ideally, the award should make sense with the company’s branding and culture, be desired by the recipient, and be of appropriate monetary value. As experts in the custom jewelry industry, we’d like to share why these awards are a solid choice for a company’s recognition needs.

Award vs. Prize

When discussing employee awards, it’s important to make the distinction between an award and a prize. Simply put, an award is something that is earned through recognized effort, while a prize is won by chance or through minimal effort. Prizes can be just about anything such as an ipad, grill, or giant teddy bear. These are all items that anyone could purchase at any time. Awards must be earned; that’s what makes them so special. Awards tend to be items like trophies, medals, and certificates. At Dion, we wholeheartedly believe in the superiority of awards over prizes. The sentimental and emotional impact of an award simply cannot be matched by a prize.

Custom Creation

As I said earlier, ideally an award should make sense with a company’s branding. For instance, a beauty supply company probably wouldn’t want to give belt buckles to their employees. However, a belt buckle would make sense to a trucking business. Maybe your branding uses a lot of color, or maybe it has more of a vintage look. Also, discussing your branding style is a great way to begin your consultation and ensure that your custom award makes sense with your brand identity.

Creating custom products also means the pieces can serve a company’s unique requirements. Some of our clients have opted for in-field add-on components that can be added to a main award piece. Others want their consultants to visualize their success by swapping out pin “jackets” when they reach a new rank. Every business has their own way of recognizing their employees, and custom products ensure a perfect fit.

Quality

It’s important that award items are desired in the first place. It’s no secret that thoughtless gifts can backfire (case in point: don’t be the company that rewards their employee of 27 years with a bag of candy!) Few people can argue against the inherent value of quality jewelry. While trophies and certificates sit on a shelf, jewelry awards can go with the recipient. They’re exciting pieces that tell a success story. It’s not unheard of for jewelry award recipients to pass their awards down to their children as an heirloom.

The Price Tag

With so many design possibilities, custom jewelry can fit a wide range of budgets. Jewelry award programs also eliminate the headache of trying to come up with a new item every year. Jewelry upgrades are easy to work into a specific design and give employees the opportunity to physically see their success grow. Some of our clients have opted for an add-a-diamond program in which diamonds are added to their award ring every time they meet a milestone. While the price for a new ring can be on the higher side, the price to add each diamond over time makes it very manageable.

Whether you're rewarding your employees, volunteers, athletes, or donors, custom jewelry can be a great solution to a company’s recognition needs. As custom jewelry experts for the past 54 years, we’ve seen the positive emotional impact a custom award can have. If you’d like to learn more about custom jewelry awards, please feel free to call, email, or chat with us right on our website!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

In the world of marketing, content is king. Marketing teams are always creating digital and physical content to send to clients, potential clients, partners, or for themselves. In our last blog, we talked about strengthening vendor relationships. One way to do this would be to help promote each other’s businesses. Let’s now take a deeper dive into how your vendors can help.

A Different Perspective

Just like your business, your vendors must market themselves in order to draw in new clients. Most will likely have their own dedicated marketing team that is also constantly drumming up content. However, for those smaller businesses with very limited resources, they may have someone assigned to do marketing, but that may not be their main daily task. Regardless of size and resources, the moment your business interacts with another, your teams have the unique opportunity to benefit from each other. Through your partnership, you can show your audience a different angle of your business (assuming it’s on-brand for you). You could create compelling “sneak peaks” or “behind the scenes” looks at what your business is up to. These types of videos could be the engaging content your marketing team is looking for! You can ask that they write a review on your website that you can then share on your social media pages. If they happen to post something about your partnership, ask them to tag you so that you can then like, comment and share back.

Ready-To-Go Content

At Dion, we know that the wide world of custom jewelry can leave clients with choice overload. Pictures of our past products are great for getting clients inspired and to find out their likes and dislikes. Because of this, we have an extensive gallery of photos and art renderings, both on our website and in our archives. These pictures are not only great for our marketing - they’re great material for our distributors and their clients to use too! End users will oftentimes use images for their internal awards presentations, hyping their audience up before bringing the recipients up on stage. We also provide our distributor partners with an easy to access "marketing support for dealers" section on our website. Here distributors can find and use our promotional literature as a way to easily showcase Dion’s capabilities and add something special to their product lineup. They can easily download this material from our website, or contact us to create a flier just for their specific event.

Case Study Collaboration

Another option which we often use at EA Dion as well, is to share content and/or create something together! Not only will both parties gain marketing material, but you’ll strengthen your business relationship. Ask your vendor if they’re willing to participate in a case study. This is a great opportunity to showcase a particular area your vendor helped you with, or to highlight each company by sharing the story of how you came to work together. By sharing these case studies, you are signaling to other potential clients that your business is not only a good one to work with, but appreciative of their vendors’ efforts. Need some examples to get your own juices flowing? Check out our case study section on our website!

Return The Favor

As discussed in our last blog and above, make sure to offer social media tags and positive reviews on multiple platforms in return for their willingness to share content with your team. By celebrating each other, you create a positive and friendly vendor relationship your business can rely on. By boosting each other’s marketing efforts, you’re making each other’s lives easier - and that’s priceless.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

Having a great relationship with a vendor can make big projects a breeze, while bad relationships can make the simplest of tasks feel like pulling teeth. Smart vendor management can lead to better prices, faster response times, and more reliable deliveries. This, in turn, leads to lower stress on your company, happier customers, and a smoother operation overall. So what can you do to improve these relationships?

Educate and Communicate

The value of communication can never be overstated. Make sure your lines of communication are open and easily accessible for your vendors. Educate them not only on the project, but who you are as a company and why this project is important. The more you communicate, the better your vendor can understand your brand. If it’s possible, meet in person to talk about your project. There’s nothing like meeting in person to establish strong connections. Better communication can lead to easier negotiations and greater respect between yourself and the vendor.

Ask Questions

You hired your vendor because you need their special skills to complete your goal. While you may know what you want, you may not know the ins and outs of their industry like they do. Your vendors have a wealth of expertise you can tap into, so come prepared with questions while also taking their advice into account. Asking questions helps reduce frustration and makes you a better, more informed customer. The knowledge you gain will also help with future project planning.

Don’t Play Hardball

Despite its frequent use, strong-arming your vendors rarely ends well. Just like your company, your vendor has a business that needs to make money. Constant pressure from your end to lower prices may result in lower quality output and possibly getting fired by your vendor. More often than not, your company may be shelling out more cash in order to fix the imperfect results of a cheap service. Price negotiation is okay, but it shouldn’t become aggressive or involve mind games about taking your business elsewhere. You’re much more likely to make a deal with your vendor if they feel valued and treated kindly.

Help Each Other

An often overlooked benefit of good vendor relations is their ability to help your company’s marketing efforts. Your vendors are experts at what they do. They usually have pictures and other materials having to do with the service they’re providing for your business. Connect your vendors with your marketing team to make sure your business is tagged in their social media posts. Vendors are usually happy to pass along pictures for marketing content. At Dion, we often send pictures, create flyers, and even send sample products for our distributor partners to use when talking to clients. Tapping into this vendor resource is an easy way to boost your marketing, however, make sure to return the favor. This can be done by tagging vendors in your own social media posts and writing positive reviews for them.

Pay Your Bills

It may seem obvious, but nothing damages a vendor relationship more than making them chase you down for payment. You cannot expect excellent service when you are not being a good customer. Delays on your end can cause workflow problems on theirs, as they may need to rethink your project schedule. Being on time with payment and other items is an indication of respect and is simply good business practice.

A great relationship with a quality vendor can make a world of difference to your company. By taking the time to foster those relationships, both parties can enjoy the partnership, and produce quality work together.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Federal Heath How To Get The Most Out of Your Vendor Relationships

Dynamic Captial - The Importance of Vendor/Supplier Relationships

BBR Creative - Five Ways to Get the Most Out of Your Vendor Relationships

Here at Dion, we know just how valuable a recognition program can be. However, many businesses don’t know where to start when implementing one. It may seem like a daunting task, but by keeping these tips in mind, you’ll be on your way to a stronger company culture with employees who feel appreciated.

Clarify Your Vision

The best place to start when creating a new program is defining what you want. Gather your team and create a mission statement. Why exactly are you starting a recognition program? Then define what exactly you want your reward program to do, and what you want it to avoid. What will qualify as “award worthy” behavior? Be as specific as possible when doing this. By defining your vision for the program upfront, you’re creating a strong base to build upon. When creating the rest of your program, these definitions and goals will be easy to refer back to and keep your team on the same page.

Get Employee Input

When awarding your employees, it’s important to offer an award that they’ll actually want! Take some time to chat with your employees and ask them what kind of awards appeal to them. This will give you some great information to use in your program development, and your employees will appreciate being asked first. If you have a larger company and you can’t get around to every employee, you could send out a quick survey instead. As a custom award jewelry company, we know that recognition is all about creating a personal and meaningful moment of gratitude with each awardee.

Make it Trackable

One of the biggest obstacles companies face when running their recognition programs is consistency. To avoid over-awarding someone and under-awarding another, the criteria for achieving an award must be crystal clear, trackable, and monitored. It’s important to remember that some metrics are easier to keep track of than others. Sales numbers, years of service, or safe miles driven are all easy numbers to keep track of. If your company would like to use positive customer feedback or peer-to-peer kudos as a metric, make sure that these avenues are easy and accessible for people to contribute to. Employees shouldn’t miss out on awards because the system was too difficult to navigate.

Make it Visible

A great feature of recognition programs is that one person’s performance may inspire another person to achieve the same goal. While privately and quietly thanking an employee provides an intimate and personal form of recognition, make sure that the achievement is also announced to the company in some way. At Dion, we have a “Diamond Award” that goes to employees who go above and beyond. Recipients are nominated by their peers and their achievement is announced in our company-wide newsletter and posted to our “Diamond Award Board.” We also have a “Kaizen Board” where everyone can view the various process improvements people have made. Oftentimes employees will get inspired to make their own improvements after seeing the kaizens on the board. Making these achievements visible is a great way to keep morale up and help everyone see what a great team they are part of.

Recognition programs help increase employee retention, productivity, positive customer interactions, and overall morale. However, a poorly implemented program can have the opposite effect. By beginning with specific definitions, consulting your employees, and creating a visible, trackable system, your company will have loads to celebrate.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

Sources

The Balance Careers - 6 Keys to Make Your Employee Recognition Program Succeed

American Express - 6 Steps to Creating an Employee Recognition Program

BountiXP - 10 Steps to Building a Successful Employee Recognition Program

We’ve all heard the saying “don’t judge a book by its cover,” but most people don’t realize just how much our judgements rely on appearances! Whether we’re choosing what to eat, what to buy, or even who to vote for, our brains are always making judgements based on looks.

By the Book

We might not like to believe that we pick style over substance, but no one knows it better than the book industry. In an interview with the Huffington Post, Mark Coker, founder of the indie book distributor, Smashwords, shared his experience:
“Our brains are wired to process images faster than words. When we see an image, it makes us feel something.” A great cover, Coker says, can “help the reader instantly recognize that this book is for them. In addition to promising what a book will deliver, the [cover] image also promises (or fails to promise) that the author is a professional, and that the book will honor the reader's time.”
In the interview, Coker also notes that he has seen book sales take off with nothing more than a simple switch of cover art. First impressions really do make all the difference!

Great Things Come in Great Packages

This lesson from the book industry is a great one to consider when choosing packaging for your products. If the product is ordered online, it’s usually the only physical interaction a customer will have with your company. The presentation of the product helps set up the customer’s expectation and tone before they even open it. In fact, One-third of consumer decision-making is based on packaging alone!

Brand in a Box

Ads are everywhere. So much so that we’re really good at ignoring commercials, billboards, emails, and other advertisements vying for our attention. Your brand’s packaging is a uniquely unavoidable and tangible - making it a perfect branding opportunity. Some brands like Tiffany or Pringles have made their signature packaging into their own iconic statements. However, great packaging doesn’t need to be iconic. It could simply highlight your quality product while supporting your branding style. Either way, it’s a great opportunity to engage your customers and differentiate your company from competitors.

Beyond Customers

While ensuring a great customer experience is vital, don’t forget about your employees, volunteers, donors, vendors, and other people your company may interact with! Thanking the people who have helped make your business or organization successful is an essential practice. The packages they receive their awards or gifts in matter too. At Dion, we’re always working with our clients to ensure their award presentations are everything they want them to be. Whether that means an elegant wooden ring box, or a completely custom box with a letter from the company president included, packaging really is the final touch that brings it all together.

Despite the old adage, we love judging books, and products, by their exteriors. Packaging is not a detail to be overlooked, but an opportunity to make your products, awards, and gifts even more impactful. A properly designed exterior ensures a better experience for the recipient, causing them to pick your company over and over again!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

Sources

Huffpost - Yes, We Really Do Judge Books By Their Covers

Cogent - Three Big Reasons Why Packaging Matters for Your Brand

Marketing Profs - How Product Packaging Affects Buying Decisions

Clubs and associations center much of their culture around their members. No matter what their mission may be, their members are the ones who make it possible. So what can the member-centric cultures of clubs and associations teach the business world?

Know Your “Members”

At your company, your members are your employees! They are the people who show up and help accomplish company goals. They may not be paying you to be there, but they are dedicating much of their time towards the company. Good associations with engaged members will not only take the time to get to know their members, but will put systems in place so that they’re never out of touch. In order to keep employees engaged, companies should follow suit. What are your employee demographics? What is the median age? Commute time? What are their hobbies and interests? Do they have kids? Knowing who your employees are is vital to engaging them in the right way.

For example, Beth Brooks, CAE and Executive Director at Texas College of Emergency Physicians shared her experience with member-centric culture in an interview with Associations Now:

“What’s so interesting to me is that my doctors love to learn, and they value knowing answers. That push to learn and excel is an important facet of their experience, and so we need to present them with opportunities to do just that.”
Brook finds that many TCEP members want to volunteer to perform face-to-face lobbying roles during the Texas legislative session. “[We] always put the doctor out front. They are the experts. They are the spokesperson.”
Instead of dictating from the top down, Beth learned about her members and considered their passions and strengths when acting.

Keep The Lines Open

Communication is a key element in member-centric cultures. Associations want feedback and ideas so they can improve their members’ experience. They accomplish this by making it easy for members to find the association’s communication lines. This could include online portals, comment boxes, Facebook groups, and any other forms of communication. If an employee at your company has a comment, concern, or suggestion, do they know where to go? More importantly, do they feel comfortable with that line of communication? This is another instance in which knowing your employees will help. For example, tech-averse people probably wouldn’t like an online portal. Keeping open communication lines means that employees feel heard and the company can make smarter decisions.  

Cheer Them On

Member-centric culture celebrates the very concept of being a member. Whether it’s a membership anniversary, or a specific accomplishment, a good association will always acknowledge and praise the achievement. Members who receive recognition for their efforts are more likely to stay engaged and be more active in their organization. Likewise, employees who are recognized for their contributions are more likely to be productive, loyal to the company, and have more positive interactions with customers and other coworkers. At Dion, we’ve helped many organizations celebrate their volunteers, donors, board members, and others for their various achievements. The idea of celebrating employee or member accomplishments in a meaningful way is a powerful concept that improves any organization from the inside out.

The difference between being a “member” and being a “number” is how much energy a company puts into connecting with their employees. By getting to know them, establishing easy communication avenues, and recognizing their achievements, companies are sure to boost their employee engagement.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

YourMembership - 3 Great Ways to Create a Member-Centric Culture for Your Association

Associations Now - Understand Membership Culture to Improve Enagagement

The Membership Guide - Developing a Member-Focused Culture

According to a 2020 nonprofit employment report, U.S. nonprofits employ over 12.5 million paid workers. That makes them the third largest employer over any other industry! If you were to include the countless volunteers these nonprofits rely on, there’s no doubt they would soar to number one. So what makes nonprofits so popular, and what can businesses learn from them?

Mission First

Every successful nonprofit has a clearly stated purpose. Whether this is to help the homeless, educate underprivileged youth, or protect the environment, these organizations start with a mission they wish to carry out. All of their passion and drive is centered behind this mission and it stirs others to participate as well. Employees and volunteers alike show up each day to help accomplish that mission. A for-profit business may state that their purpose is to make money, but this is merely a side effect. By committing to a compelling purpose, businesses can better inspire their employees to engage with the company.

Tell Your Story

One of the most compelling aspects of nonprofits is their ability to captivate audiences with a story. These stories range from the reason the organization was founded to their latest impacts and successes. By sharing these stories, nonprofits are able to effectively tap into their audiences’ emotions. Unlike simple marketing ploys, these stories are genuine and give viewers/listeners an insight into the daily life of the organization. Instead of just touting their products, businesses can benefit from telling their own story. This allows clients to better connect with the company and validates their choice to spend their money there.

Trackable Goals

One image that usually comes to mind when thinking of charity drives is the big sign that displays the fundraiser goal and how much has been raised so far. Nonprofits are constantly setting clear goals and working zealously to complete them. They want to help X amount of families or buy X amount of meals. This is followed up with constant updates as they near their goal or deadline. Keeping track of progress is a great way to keep people engaged and motivated. It shows that the goal is important and reachable, and keeps everyone in the loop. By employing this tactic, for-profits can keep the energy from dying around projects. It also helps to break goals down into accomplishable tasks and celebrate each milestone along the way.

Give Thanks

Nonprofits are constantly looking for help. Whether this is in the form of volunteers or donations, they’re seldomly in the position to turn help away. This creates a culture of gratitude at many nonprofits. The most successful nonprofits will make sure to thank every sponsor, volunteer, employee, or event participant in a way that feels meaningful. Appreciation is an easy and powerful action that keeps people returning time and time again. At Dion, we help many nonprofits recognize their volunteers and donors with custom jewelry keepsakes. Volunteers are often unaware of the exact amount of hours they have contributed until they see it engraved on a pin! With nonprofits especially, people are giving their time and money out of goodwill - so showing appreciation is a must. For-profit businesses benefit from recognizing their employees in the form of higher productivity, more positive customer interactions, lower turnover, and boosted morale. A little gratitude truly goes a long way.

No matter what industry your business is in, it can benefit from these nonprofit lessons. By establishing a clear purpose and goals, telling your company’s story, and thanking everyone who has made your business a success, you’ll be giving your company a boost in drive, motivation, and loyalty.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Harvard Business Review - What Business Can learn From Nonprofits

Inc - 5 Lessons Every Business Can learn From the Non-Profit World

John Hopkins Center for Civil Society Studies - 2020 Nonprofit Employment Report

In our last blog, we talked about the benefits of a healthy workforce. While promoting good health among your employees is essential, it should not become an exclusionary practice. Oftentimes, people confuse health with ability. This, and other misconceptions can lead to unintentional ableist attitudes and practices. Here’s how to keep an eye out for ableism at work, and how to combat it.

Definition: Ableism

Abelism is discrimination and social prejudice against people with disabilities. Ableism is characterized by the belief that people without disabilities (those who are abled) are superior. This presumption manifests in a variety of ways, from stereotypes and insensitive language to outright discrimination and illegal hiring practices. According to the CDC about 26% (or 1 in 4) of the US population is living with some type of disability. Disability status is defined as serious difficulty with hearing, vision, cognition, walking or climbing stairs, as well as difficulty with self-care and independent living.

With so many people living with disabilities, it’s a wonder why ableism is such a prevalent problem. Additionally, most people would agree ableism is wrong - so why does it exist? Most instances of ableism are unintentional and stem from a lack of education or awareness. Many able-bodied individuals simply aren’t aware of the frequent obstacles placed in front of those with disabilities.

Where Ableism Can Occur at Work

The difficulty with combating ableism at work is that it often appears in “microaggressions,” or short insensitive comments or actions. Here are some examples so you can spot them if they arise:

• Using language like “crazy,” “psycho,” or “spaz.” Also, misappropriating actual conditions like bipolar, OCD, blindness, or deafness.
• Believing that a coworker is just faking their disability or over exaggerating their condition.
• Speaking on the disabled person’s behalf, or assuming to know everything about their disability.
• Pretending the disability doesn’t exist.
• Putting the disabled person on a pedestal and telling them what a “hero” or an “inspiration” they are.
• Being invasive or paternalistic towards a disabled person.
• Assuming a disabled person would want to be abled.
• Comparing a person’s disability to one’s own temporary ailment.
• Discouraging people from talking about their disabilities

Remember, most people do not intend to be ableist, so if you’re trying to shut down these behaviors at work, try to express that we’re all on the same side here. Many people get uncomfortable because they don’t want to offend and be seen as insensitive. You’re not there to attack the person, you’re working together to create a healthier environment for everyone.

A classic and wide-spread instance of ableism in the workplace occurs in job postings. Requiring applicants to be able to lift a certain amount of weight even though the job rarely or never requires it has strangely become the norm. It’s worth reviewing your job postings to see if this ableist language is included. Take some time also to review your company policies on time off, working from home, and other requirements with disabilities in mind.

Listen to Disabled People

Like with any “isms” the best way to counter it is with education. Seek out disabled authors, podcasters, and content creators to expand your view on what living with a disability is like. Personally, I enjoy Lucy Edwards’ and Jo Beckwith’s short YouTube videos about living with blindness and a prosthetic leg, respectively. They’re quick, bite-sized, and enlightening glimpses into how they navigate ordinary tasks. The point of education isn’t to become an expert at every disability out there, but to become more aware of the struggles you’ve never had to deal with. If you know of any employees at your company who have disabilities, strike up a conversation with them. Ask them how work is going and if they need anything to do their job better. The more communication you have, the easier it will be to anticipate and meet the needs of your employees.

Appreciation is Key

At Dion, we know the value of making your employees feel appreciated. By taking these steps to create an inclusive working environment, you’re signaling to all your employees that your company cares. People who feel valued are much more likely to be productive, stay with their company, and have more positive interactions with coworkers and customers. Maintain this positive working environment by showing your employees your genuine and timely appreciation. We help companies recognize their employees for meeting sales goals, their years of service, promotions, and many more occasions. There’s always an opportunity to thank the people that make your business a success.

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

CDC - Disability Impacts All of Us

InHerSight - Ableism in the Workplace: What It Is & How To Combat It

Idealist - What is Ableism? Confronting Ableism in the Workplace

We spend a great deal of our time at work, so it’s crucial that our work environments do more good than harm to our health. The lifeblood of a company is its employees, so when they’re not feeling well it affects the health and flow of the company as a whole. It’s vital that companies promote employee mental and physical wellness.

The Cost

When employees suffer, the company suffers. A study done by the Integrated Benefits Institute found that in 2019, illness-related lost productivity cost employers $575 billion. That was before there was the pandemic, so we can only assume the number has gone up since then. This “bottom line” cost is not the only way a company suffers when employees are ill. Customers don’t like seeing sick employees and may assess your company as uncaring and cold. The employees themselves may feel stressed covering for those who are out sick, or may compound their own conditions by working when they shouldn’t. Poor health truly has a ripple effect that impacts more than just the afflicted person. Being mindful of these “side effects” will help you create strategies to counter them - or better yet, prevent them from happening in the first place.

The Payoff

Just how poor health has ripple effects throughout your company, so does good health! Healthier employees tend to:

• Be happier
• Take less sick days
• Be more productive
• Be less stressed
• Have better workplace relationships
• Have better customer interactions
• Stay with the company longer
• Be more engaged with the company
• Have higher job satisfaction

All of the above points are interconnected. No one is happy or functions well when they’re unwell. The longer we work while we’re stressed and/or sick, the worse the conditions become. By taking care of your employees, you’re sending a positive message which strengthens morale and fortifies your team. The benefits of prioritizing employee health far outweigh the costs of implementation and everyone’s lives are better for it.

Hooray For Health!

No matter the size of your business, there are ways in which you can promote employee wellness. Some ideas for small businesses are:

• Start a health club at work. Many people struggle with making quick healthy lunches, so a “Healthy Lunch Club” could be a great place to start.
• Participate as a company in charity walks or bike rides.
• Encourage those who are able to take the stairs instead of the elevator.
• Provide healthy food alternatives in the break room.
• Make sure that adequate breaks are being provided.

Ideas for larger companies include:

• Provide affordable health care.
• Provide a sufficient amount of sick days so that employees don’t feel like they have to come to work sick.
• Sponsor clinics and annual exams to encourage vaccinations and wellness checkups.
• Host yoga classes or other fun fitness events.
• Provide access to a company gym or partner gym company.
• Hire a mental health counselor and provide resources for employees who are suffering from depression, anxiety, and other mental ailments.
• Get formal training on how to curb workplace bullying.

celebrate health

When striving for any goal, it's important to celebrate the milestones.  By recognizing their ongoing efforts, you'll be keeping everyone motivated and engaged.  For instance, if there's a group who goes walking at lunch, ask them to start tracking how many miles they travel a day.  They may be surprised how quickly they reach 50 or 100 miles!  By showing employees how far they've come and actively celebrating their achievements, you're fueling their drive to succeed.  Commemorating events like the charity walks or bike rides mentioned earlier is also a wonderful way to celebrate healthy activities and team bonding.  At E. A. Dion, we see the impact that meaningful recognition has every day.  If you're ever in need of inspiration, check out our gallery of past designs!

The evidence is clear: taking care of your company’s biggest asset, your employees, is imperative. If you don’t have employee wellness programs in place already, there’s no time like the present! Sit down with your HR department and start the discussion today!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Eden Health - The Importance of Employee Health

Integrated Benefits Institute - Poor Health CostsUS Employers $575 Billion

Vantage Health - Employee Health: A Vital Factor For Workplace Productivity

Watching sports is fun, but there’s a lot we can learn from observing their successes and mistakes.  Even for non sports fans, sports analogies are easy to understand and provide a fun way to think about your own work team.  Here are some lessons straight from the field that you can incorporate into your business.

Celebrate the Milestones

A football team has to win many games before they can reach the SuperBowl, and each of those wins is wholeheartedly celebrated by the team.  It would be ridiculous not to acknowledge all the victories the team has earned simply because they weren’t “The Big Game.”  Likewise, it’s important for companies to map out and celebrate the milestones on the way to their long term goals.  It’s easy for the finishline to seem out-of-reach and for to-do lists to become overwhelming.  By celebrating each win along the way, you’ll be motivating your team and reminding them that you’re all one step closer to the larger goal.  Here at Dion, some of our favorite designs incorporate “add-on” jewelry, so people can tangibly see their successes building as they add each new charm or stone to their piece. We also love creating championship-style rings for all industries to really make your team feel like champions when they meet their larger goals.

Individual Strengths

A football team can’t only be made of quarterbacks.  Every team has a range of positions that need to be filled by people with the appropriate skills.  An experienced coach can then draw on the individual strengths of their team to execute brilliant plays.  If you take the time to discover your office team’s individual strengths, you’ll be able to do the same.  Perhaps some of your coworkers love to meet new people and are better suited for customer-facing positions.  Another coworker may like event planning and is happy to plan your office events.  When people are doing what they like and are good at, they’ll be much more fulfilled with their work.  It also takes the burden off the people who are not as strong in those areas.

Team Values, Attitudes, and Goals

In order to foster a proper teamwork environment, you need to create the right culture.  Talk with your team about what your values, attitudes, and goals are.  

• Values are what’s important to your team (i.e. humility, hardwork/best effort, quality, teamwork, etc.)
• Attitudes are how your team feels about things (i.e. learning from mistakes, praising good work, helping each other, etc.)
• Goals are your team’s desired results (i.e. happy customers, open communication, positive work environment, etc.)

Have a meeting to discuss what matters most to your team and write down what makes sense for your company.  With your values, attitudes, and goals clearly communicated, everyone will be on the same page and united in these shared ideals.

Know When To Pass The Ball

We’ve all seen players who ignore their team and try to score on their own.  It usually doesn’t end well for them and drives a rift into the team’s dynamic.  Whether it’s hubris, insecurity, lack of trust, or a need to prove themselves, people will often hold on to their metaphorical basketballs instead of letting their team assist.  Bring your team together and make sure they know that asking for help is okay.  You should all be helping each other reach the same company goals.  Anyone who is “hogging the ball” needs to be asked why they feel the need to perform that way.  Once you have your answer, you can work together on a solution.

Whether you're scoring touchdowns or meeting sales goals, there’s a lot to learn from the world of professional sports.  By creating a positive team mindset and communicating your shared goals, you’ll be feeling like champions in your own field. 

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

Sources

Psychology Today - Build A Team Culture for Athletic Success

Inc - Use These Great Examples of Sports Teamwork to Grow Your Business

Monster - 5 Teamwork Lessons from the World Cup

Championship rings have become synonymous with athletic achievement, but where did the tradition come from? Why rings and not another award item? In the spirit of the upcoming Super Bowl, we’re looking at the history of athletic championship rings.

Origin Story

The first championship rings in North America were ordered by the Montreal Hockey Club for their players who won the 1893 Stanley Cup Championship - that’s 24 years before the NHL even existed! Unlike contemporary designs, these rings resembled a simple wedding band. Its only adornments were two hockey sticks crossed over each other with a hockey puck in the middle and the letters MHC for Montreal Hockey Club. Engraved inside the 15k gold ring were the players’ names, the word “Champions,” the date, and the local jeweler’s hallmark. Despite the simplistic style, these rings auction for over $55,000! If you don’t have that kind of spending money, you can always see one of these original Stanley Cup rings at the Hockey Hall of Fame in Toronto.

Setting the Trend

Champion rings didn’t catch on right away and took some time to expand into other sports. The first World Series ring was awarded in 1922 to the New York Giants for their victory over the Yankees. This ring was far more ornate than the Stanley Cup ring 29 years prior and featured a sparkling diamond in the center. The next year, the Yankees retook the title and opted for pocket watches as their commemorative prize instead. However, after the Yankees’ 1927 win, they returned to championship rings as their World Series prize. Other keepsakes requested during the early 20th century included cufflinks, tie bars, pins, pocket watch fobs, and even shotguns! Still, rings seemed to have that sticking power. Since 1932, every World Series-winning team has given rings to its players. Today, we see rings as the standard award for many of our favorite sports, from hockey to car racing.

What Do They Mean?

The late Kobe Bryant summed it up when he said “What does perfection look like to me? Championship rings.” They are synonymous with the pinnacle of athletic success. Even if athletes are traded to other teams, their rings stay with them. It has become a far more accurate measure of an athlete’s status than simply their team’s titles. Championship rings function has a mini trophy which each player and team staff member can take home. Each new ring design tries to out-do the previous year’s, creating excitement over its unveiling. Our North American tradition of award rings, rather than medals, also allows the players to wear their award in a much more comfortable way.

Above all this is the feeling the rings impart on the winning team. Seldomly in life do we receive concrete acknowledgement that our efforts, toils, pain, and sacrifices were worth it. Oftentimes our dreams cannot be succinctly encapsulated in a single item. We humans have the uncanny ability of imparting sentimental meaning into inanimate objects, but there’s a special quality in a valuable object that everyone in the world acknowledges is the symbol of a champion. Even better, this ring is shared amongst the entire team, strengthening the bond the players and staff share, and becoming a triumphant new part of their uniform.

The Future

Whether the Bengals or the Rams win this weekend, we’ll all surely be treated to a spectacular ring design. The tradition of awarding championship rings is clearly going strong. Here at Dion, we often receive design requests for sales award rings inspired by championship rings. Even in the corporate world, people want to feel like a champion in their own field. We’re excited to see what other industries adopt championship ring awards in the future!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Greatest Hockey Legends - 1893 Stanley Cup Ring

Jewelers Mutual - Super Bowl Ring: What makes it "Super"?

Fantasy Champs - The History of the Ring

Wikipedia - Championship Ring

In our previous blog, we gave our top tips for planning a successful team trip – but are trip incentives the right choice for your company? Before you answer with a confident “yes” or “no,” let’s look at the advantages and disadvantages of implementing this incentive program.

Incentive Trips are Popular

Though there has been a reduction in travel in recent years, the trend is steadily reversing. Back in 2015, 46% of US companies used travel incentives. That’s a huge number! Despite the pandemic’s effects, experts believe the use of travel incentives is going to climb back up to these old numbers. Corporate-sponsored trips are just too much fun to quit. Some businesses have even found that when they give their employees the choice between a trip and cash, the employees prefer the trip! An added bonus of company trips is how appealing they can look to new recruits. Many companies who use travel incentives will list it in their benefits package in order to stand out to jobseekers.

Motivation Booster

The purpose behind trip incentives, of course, is to motivate. Like most incentives, these types of awards actively increase productivity. If your team’s objective is reachable, trip incentives are a great way to give them a goal to latch on to. You may even see employees get more creative as they engage in friendly competition with their peers. Even after the trip is over, those who went will feel rested and happy, aiding their productivity post-trip.

A great way to get everyone excited about earning a spot on the trip is to share images of your destination and items on the itinerary. This can be done via email newsletter for remote workers, or vision-board style on an available cork board in the office. Creating custom commemorative keepsakes for each trip also helps the employees feel like they’re part of an exclusive group. This way, they can treasure their trip forever and have something tangible to tie the experience to. Custom charm bracelets are our favorite way to commemorate these events because the employee can proudly display all the trips, they’ve earned in one high-end piece. Custom pilot’s wing pins are also a creative way to celebrate your team’s travel. Custom commemoratives add the “finishing touch” to a trip and keep the memory of this powerful incentive alive.

The Dollar Bill Drawback

The most obvious roadblock when offering trip incentives is the expense. Travel costs can quickly add up, especially if you’re trying to make this trip as luxurious as your top performers deserve. Though travel incentives have shown to have impressive ROIs, if you don’t have a big budget, that can seem like the end of the road. If you are able, start small with corporate-sponsored trips. Plan a weekend getaway somewhere within driving distance. As your company grows, you’ll be able to gradually scale-up your company’s annual trip. Just make sure your team’s qualifying goals match the scale as well.

Heavy Hitter Holiday

Another fair criticism of trip incentives is that all the company’s top earners are sent away at the same time, hurting sales numbers. There’s no real way to avoid this situation, but there are ways to mitigate the effects. First, time the trip so it doesn’t fall on peak sales times such as the end of the month, end of the quarter, or seasonal spikes. Second is to consider a “close-ended” program over an “open-ended” one. With open-ended programs, any employee who meets the qualifying criteria earns a spot on the trip. With close-ended programs, only the top number of employees (for instance, the top 10) qualify.

Pleasing Everybody

This is a one-size-fits-all incentive. Choosing a destination, and activities to do when your team gets there, can be difficult. Team members will surely have suggestions, and not all of them are going to be popular. Your top salesperson may want to go to a certain destination, but everyone else may favor another. It’s important to take stock in their wishes – this is their trip after all – but keep in mind that you can’t please everyone. Try to know your audience and add some variance in the trips each year to keep things exciting.

Although trip incentives are used by many companies, they are not right for everyone. If corporate-sponsored trips don’t align with your company culture, don’t try to force it. However, if you have the budget and the right audience, travel incentives can be a great way to motivate your teams, increase productivity, attract new recruits, stick to sales goals, and improve morale. Here’s another bonus… E.A. Dion can help you with custom travel commemoratives!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

MTI Events - Company Trips as Incentives: The Pros and Cons

Gavel International - Advantages and Avoidable Disadvantages of Travel Incentive Programs

Incentive Research Foundation - The IRF 2021 Trends Report

Company trips are a great opportunity to bond with your team, celebrate your successes, and discover new horizons. It’s an exciting event that the group looks forward to - and you’re in charge of planning it. With so much to coordinate, it’s easy to forget something that puts a halt on your entire trip. So how do you successfully plan your company’s trip and keep everyone on the same page?

Step One: Budget Breakdown

First and foremost, you’ll need to know your budget. Knowing the dollar amount allotted for a company trip will help when searching for a location, flights, hotels and any activities and transportation included in your plans. Once you get a firm number from your company, start researching travel and accommodation options. You’ll find that your budget will heavily deplete as flights and hotel will be your highest cost. Keep in mind that travel is cheaper when you book early. The longer you wait to book, the higher the cost will be. Once travel and accommodations are booked, you’ll have an idea of how much money is left over to spend on food, attractions, cab rides, etc.

Step Two: Follow The Leader

Although this is a group trip, there is only one planner - you! While it is okay to designate different planning activities to different people, make sure that nothing gets booked without your say-so. This will prevent double-booking, issues with going over-budget, and booking unpopular activities. Activities that have not been agreed upon by your team, should not be included as part of your group itinerary. If someone feels strongly about an activity, suggest they use the free time scheduled to check out whatever they wish that has not been included in the list of group activities during your trip.

Step Three: Sched(r)ules

Speaking of free time, make sure you build some into your trip! Yes, you’re there to celebrate and bond together, but everyone needs their alone time. These are opportunities to wander, explore, discover, and have stories to share later over dinner. Let the team know when these free times are on your group’s itinerary.

Your itinerary is the backbone of your trip. Everyone should have a copy as well as access to a digital version, such as a shared Google Doc. To keep everyone on the same page, it should not only include the time of each activity, but also the address and any relevant information. For instance, if you are going rock wall climbing, writing “make sure to wear closed toe shoes” underneath the activity title can’t hurt. Remember not to over pack your group’s itinerary - this is simply meant to keep everyone on track and informed about what’s happening, not to schedule their every minute.

Step Four: Be Prepared

We tend to forget things when traveling - so help your team out! Sharing a travel checklist and weather forecast can prevent travel woes from happening later. You could even make it a game to see who can guess the #1 item most travelers forget (i.e., a toothbrush!) to engage your team and get them thinking. If you are going to any upscale places or events, make sure your team knows to bring appropriate clothes. When everyone’s prepared, you’ll have a much smoother and enjoyable trip.

Whether you’re traveling across the state, the country, or the globe, it can be real work to coordinate plans for a group. By taking things a step at a time, making plans crystal clear, and preparing your team, your company trip should be a wonderful and memorable one. Bon voyage!

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

WeTravel Academy - 7 Tips You Need to Know Before Plannig a Group Trip

HR Tech Weekly - How To Organize a Business Trip for Your Employees

HelpScout - How To Plan a Fun and Productive Company Retreat

When considering strategies for employee retention, employee recognition is a must. Recognition is a powerful way to make people feel valued for their hard work, dedication, and stellar performance. How powerful exactly? The proof is in the (statistical) pudding.

The Cost of Ignorance

First, let’s start with some statistics for what happens when you don’t have any recognition program in place. According to a report by G&A Partners, the cost of replacing an entry level employee is about 30%-50% of that person’s yearly salary. For higher salaried employees, that percentage can grow to around 150%! So on top of the known pains of high turnover, companies are losing money trying to recruit and train new employees. A Gallup study added the costs up and determined that US business lose $1 trillion per year due to voluntary turnover.

The Desire to be Recognized

If those numbers were a little hard to swallow, these next statistics may help put your mind at ease. Recognition is proven to improve employee retention and is actively desired by most of the US workforce. According to a survey by OGO, 82% of American professionals feel they are not sufficiently recognized for their efforts. While that’s not a great statistic for American employers, it presents the opportunity for your company to rise above your competitors. By creating a culture of recognition, your company becomes more desirable to jobseekers. In addition, your long-term employees will want to stay where they’re valued. This, of course, can be backed up by studies as well. When SurveyMonkey partnered with Bonusly to conduct a survey, they found that out of 1,500 respondents, 63% of those who were “always” or “usually” recognized said that they’re also “very unlikely” to job hunt in the next 3-6 months. However, only 11% of respondents who are “never” or “rarely” recognized said the same.

The Power of Recognition

Some may believe that recognition is more of a subconscious feature of the workplace landscape, but receiving recognition is very much at the forefront of many jobseekers’ minds. A 2018 study by Achievers found that out of 1,700 respondents, 55% were planning to switch jobs, citing the lack of the recognition as the top reason. When asked if better rewards and recognition would encourage them to stay at their company, 69% of all respondents said yes! This is all the more reason to embed recognition into your company’s culture. By adopting a formal recognition program, you can avoid inconsistencies, fleeting trends, and empty gestures. Align your program with your company’s values and choose rewards that will help motivate employees and create meaningful professional relationships.

It All Adds Up

The numbers don’t’ lie - properly rewarding your employees for their efforts will boost your company’s retention. No one likes to do a thankless job. By creating a well-thought-out recognition program, your employees won’t feel overlooked and taken for granted, causing them to seek other opportunities. (Plus, saying “thank you” is just good manners.)

By Aubrey Dion

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Toolbox - 6 Statistics That Confirm Employee Recognition and Retention Are Related

The HR Digest - Employee Recognition Drives Retention and Productivity

In 2021, finding the right talent that is willing to stay long term is a rigorous process. For a company, the goal is to find and retain employees’ long term. For job seekers, employees no longer seek a job where they can stay at a company for 20 or 30 years. The “new” normal, is to accept a position that satisfies their financial and title growth, remain in that role for a year or two, and move on to a new company. So how can a company achieve their goal? The first step is to have a stellar onboarding program as it can be the catalyst in forming a long-term relationship with your employees.

WHAT IS ONBOARDING?

Often, onboarding is the act of downloading as much information as possible to a new hire during their first week on the job. There are many problems with this tactic as a new hire can feel overwhelmed with the data dump they are receiving at once. In turn, they become stressed as they may have lost some of the information transferred to them. As the newest member on a team, they may not feel comfortable asking the trainer to slow down. The person training can also feel drained as they may feel the pressure to transfer as much knowledge over in a short period of time in order to be able to move on to their new task or role.

Onboarding is the process in which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. The reality is that a successful onboarding program should engage both managers and employees in an ongoing fashion. Managers reflect the company culture and work ethics more than anyone. Since they will be the ones to set the goals and objectives for the new joiners, it’s only logical to involve them from the first day of onboarding. Managers can start by conducting a one-on-one with the candidate, explaining the company structure, roles, responsibilities, etc. Introducing the new hires to all the key stakeholders is also key in making them feel appreciated and a part of the team. New hires should be armed with understanding their roles and responsibilities, they should get comfortable in their new setting, meet their teammates, and learn company policies and protocols.

WHAT DOES A SUCCESSFUL ONBOARDING PROGRAM LOOK LIKE?

A successful onboarding program could last up to 3 months or more, which requires patience on both sides, so that the necessary information is transferred properly. Research conducted by Urbanbound has shown that up to 20% of turnover happens within the first 45 days of employment, but 69% of employees are more likely to stay with a company for at least 3 years after a great onboarding experience. Welcome your new teammates with a recognition reward. Some companies provide new hire pins with the company logo, computers, notepads with the logo, etc. Remember, first impressions count! Make sure you have ways to implement positive feedback that will both help your company and the employee by making them feel recognized. Staying current with your training materials is key! Sharing old information and outdated programs with the thought “you may need this in the future”, will most likely turn a new hire off. Unless those outdated programs and files are an everyday need, wait a few weeks before sharing that knowledge. Assign a buddy for the new hires. Even the best of onboarding programs require time for the new employees to perform their tasks confidently. Thus, assigning them a mentor or buddy can be an effective way to support them while they’re still finding their way around. A buddy can help the candidates understand the company’s work culture and how their roles fit in. They can train the joiners, monitor their progress, and identify their strengths and weaknesses.

STEPS FOR A STELLAR ONBOARDING PROGRAM

1. Pre-onboarding
   This phase begins when the candidate accepts the job offer and ends when that candidate joins the organization. The necessary paperwork is completed during this stage. HR managers and employers are constantly in touch with the new hire to ensure smooth onboarding.
2. Welcoming
   As the name suggests, the organization welcomes the recruits onboard, provides them an orientation to take them through the firm’s structure, policies, and so on. HR managers discuss paid time off, medical insurance, payroll policies, etc. Employers aim to finish the orientation within a week.
3. Training
   The training phase forms much of the onboarding tenure. Depending on the employee role or experience, the training period and modules may differ for each of them. For instance, seasoned employees may only require a run-through of the work processes, etc., while entry level employees will need detailed training from scratch.
4. Transitioning
   The transitioning phase helps new joiners put their training into work and perform their responsibilities as required. To monitor their productivity, designated managers conduct timely performance reviews, one-on-one meetings, etc.

In conclusion, remember that the initial experience of an employee at your firm decides their long-term relationship with you. Recognizing their talents, providing them with a sense of belonging, and making them feel welcomed from day one is important if you are hoping to have a long-lasting relationship with them.

BY CHRISTINE CATARINO, MARKETING DIRECTOR

Christine Catarino recently joined the Dion team as the Marketing Director. She is an ambitious and driven Brand Marketing Strategist with proven success developing, managing and implementing communication strategies and measuring results across both traditional and digital channels. She has a unique ability for creating marketing strategies that considers the business as a whole. She also has an in-depth global perspective that fosters success across diverse international markets.

Sources:

People Goal: Why Great Employee Onboarding Leads to Employee Retention
Hireology: Employee Turnover: It’s Time to Focus on Retention
Savion: 4 Reasons Why an Effective Onboarding Process is Essential for Employee Satisfaction

We’ve talked about the “turnover tsunami” in previous blogs, and as people continue to reevaluate their careers it’s a good idea to look at why employees leave. Even though the pandemic has changed many things, these reasons have been established long before. Examining them is a great way to begin the process of improving your business’ retention numbers.

Why They Leave

There are many reasons an employee may cite for leaving. It’s a great idea to conduct exit interviews during your off-boarding process to stay informed about your company’s weak spots. People who are on their way out are free to speak candidly and are usually happy to have their input heard. When an employee leaves, their reasons generally fall under one of their categories:

• Employee dissatisfaction: An employee who feels overworked and unsupported is definitely going to have their eye on the door. Many people have also reported feeling stalled at their jobs and don’t see any career advancement opportunities. This causes them to look elsewhere for those opportunities. They could also be dissatisfied with management, the company’s culture, their work-life balance, or the lack of recognition for their efforts. They could also have concerns about the company’s direction or financial health.
• Better alternatives: If your employee can make more money doing the same job at another company, what’s stopping them? Competitive benefits packages can also convince your employees to make the switch. If another company is offering the remedies to the dissatisfactions listed above, it makes sense why someone would seek employment there.
• A planned change: Sometimes life events happen. Having a baby, moving, taking care of a sick loved one, and other family events take priority; sometimes causing a restructuring of their professional life.
• A negative experience: The employee could be fed up with any number of negative experiences. This can range from unfair treatment to harassment.

Why They Stay

According to SHRM's Employee Job Satisfaction and Engagement: The Doors of Opportunity are Open research report, employees identified these five factors as the leading contributors to job satisfaction:

1. Respectful treatment of all employees at all levels.
2. Compensation/pay.
3. Trust between employees and senior management.
4. Job security.
5. Opportunities to use their skills and abilities at work.

People stay at rewarding, fulfilling jobs where they are treated fairly and valued for their ideas and opinions. We spend the majority of our waking hours at work, so it needs to be a positive part of one’s life.

Strategies to Increase Retention

• Accurate Recruiting:  Realistically present the job description to your applicants. If they step into a job that’s not what they thought it was, they are very likely to leave.
• Proper On-Boarding:  Make sure new employees are set up for success. Introduce them to people, tell them about the company’s history, and check in with them to make sure they’re adjusting well.
• Career Advancement: Provide opportunities for employees to learn new skills and advance themselves in the company. Leadership programs are a great way to motivate your best employees to climb the ladder.
• Compensation:  Keep an eye on the job market and make sure you’re paying your employees what they’re worth. It’s also helpful to use a cost-of-living calculator to see what a living wage is in your area.
• Recognition:  No one likes a thankless job. Have your HR team keep track of work anniversaries, promotions, sales goals, certifications, or anything else that deserves a round of applause. Show your employees that you appreciate the effort they’re putting into making your company great.
• Fair Treatment:  Make sure there are ways for workers to speak up when they feel things are not fair. Address workplace drama head-on instead of hoping it goes away. This only leads to resentment and will come back later.
• Engagement:  Build a community at your company through events, volunteer opportunities, classes, and more. This will help build company pride and help employees feel more connected.

For as many reasons as employees leave, there are reasons for them to stay. By examining your former employees’ reasons for leaving, you can build a strategy to make your company a fantastic one to work for.

BY AUBREY DION, MARKETING ASSISTANT

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

Sources

Robert Half Talent Solutions - 14 Effective Employee Retention Strategies

SHRM - Managing for Employee Retention

As noted in earlier blogs this month, employing various generations of workers can cause conflicts between individual workers and departments. However, companies that build a positive company culture of learning and respect can overcome these challenges, boost morale and improve employee engagement across generations. Consider some of these recommendations to build a company culture that not only respects generational differences, but benefits from the multigenerational dynamic.

Hire for a good cultural fit

Make sure when you are hiring new employees that you consider their cultural fit, and make sure departments are staffed with all age ranges, races, genders, etc. Job specific skills can be taught, but it is much harder to change personalities to make them fit in with a specific company culture.

Encourage new employees to integrate with one another

If you are hiring more than one employee at a time, find ways to encourage them to bond (in orientation meetings, at new hire mixers, etc.) This will give new employees support as they travel the “new hire road" together. This will also support multigenerational understanding if the new hires are of various generations.

Build Camaraderie

Plan events on a regular basis to bring employees together from across the company. Consider some of the team building activities noted in last month’s blogs  to bond employees young and old. However, the most important benefit of a multigenerational workforce is that everyone brings their own perspective and background to the table. A multigenerational workforce is truly powerful when each individual brings their best self forward and doesn’t feel a need to conform. That means acknowledging differences rather than shying away from them.

Encourage Mentorship

We have mentioned this in previous blog articles. It is a great way for older employees to pass along corporate tribal knowledge, while bonding with younger generations one-on-one. However, companies should also practice some Reverse Mentoring. This is where younger employees teach older workers about technology, social media and other newer trends in the marketplace. This allows younger employees to also feel valued, and encourages even further collaboration and communication across generations.

By creating an environment in which all employees are respected, feel free to be themselves, and contribute their unique skills, you are creating a company that will outperform its competitors in the long run and be a place employees want to come to each day.

BY ANN CONDON, MARKETING MANAGER

Ann Condon has been with Dion for 17 years, working in Dion’s Marketing and Business Development Department. Although this was her first position with a jewelry manufacturer, she has learned a lot over the years. Ann enjoys getting involved in “All Things Dion” from volunteering at the Dion Golf Tournament to being a part of the Dion Diamonds Relay for Life Team. She has quite a number of Dion event t-shirts to show for it!

 SOURCES

The One Value That Unites Generational Differences in the Workplace
By Caroline Miller    Feb 16, 2021

Unlocking the Secret of a Multigenerational Workforce
May 10, 2021 Updated: September 30, 2021

As discussed in last week’s blog, our November theme is the multi-generational workforce.
This unique mix of demographics seems to present just as many advantages as it does pitfalls. Each generation brings a different perspective to the table, but their differing opinions, expectations, and communications styles can lead to conflict. So how do manage such a diverse group?

Stop the Stereotypes

While each generation generally observes their own set of values, it’s important not to go overboard with generalizations. Every person is different and may not fall squarely into their generational labels. You may have older employees who love technology and instant messaging, just as you may have young employees who love physical copies and face-to-face conversations. So while it’s a great idea to read up on the profiles of each generations, understand that these are broad brush strokes. The best method of management is always to know who your employees are and what needs they have. Maybe even monitor yourself for any negative stereotypes you may be holding about other generations.

Encourage Respect

One of the major pitfalls of having a diverse workforce is all the misunderstandings and miscommunications that occur. Older and younger employees may see each other in completely different ways. For instance, younger employees may feel energized and excited to begin working and bring their fresh ideas to the table, whereas older employees may just see an overeager “kid” who wants to upset the norm without knowing enough first. Likewise, younger employees may see older employees as out-of-touch and using outdated methods of operation. Encourage respect among the group by highlighting your powerful diversity and the opportunities to learn from one another. Gather everyone together for occasional informal chit-chats or other teambuilding events to foster better trust and communication. You can also establish mentorship programs between your older and younger employees. Mentorships are a fantastic idea because they A) satisfy the older employee’s desire to be valued for their time and experience, and B) satisfy the younger employee’s desire to develop their skills and move up the ranks. However, it is important to note that mentoring is a skill, so make sure your employees are up to the task before pairing them with someone.

Different Life Stages

When putting together your benefits packages, take note of the different life stages your employees are at. Typically, younger employees prefer tuition reimbursement, student debt assistance, and formal training opportunities. Slightly older employees who might be married, have kids, and have recently purchased a house may prefer mortgage services, family healthcare plans, stock options, onsite daycare, monetary gifts, and career development programs. Your oldest employees are most likely thinking about retirement, so retirement planning services and a 401k match are great benefits to offer. Healthcare benefits are always important, no matter how old an employee is, as well as flexible working conditions. Flexibility is a huge benefit for employees who have school, a second job, family members to take care of, upcoming retirement, or who simply want to attain a good work-life balance.

Communication Lines

Technology is ever-changing, so it’s important to recognize that different generations feel comfortable connecting in different ways. Oftentimes younger jobseekers will check out a company’s online profile before applying. Make sure that your social media presence is up-to-date and that you have ways to apply online. Many offices will also outright ban access to social media sites – but they’re a huge resource for younger generations. Consider lifting your office ban to keep this line of communication open. Email, paper, and face-to-face communication are generally preferred by older folks, so keep these going, but investing in an office-wide instant messaging software is a great idea to keep younger employees engaged and communicating. By keeping multiple lines of communication open, everyone can use what’s most comfortable to them and no one is excluded.

Though each generation is unique in their values and modus-operandi, there are far more similarities than differences between them. Everyone wants to achieve, build better lives, be fulfilled by their work, and feel valued for the work they do. By ensuring that everyone is communicating effectively, being respected, and considered in company decisions, all 5 generations can work in powerful harmony.

By Aubrey Dion, Marketing Assistant

Aubrey Dion is proud to be back working for the family business she grew up in. Over the years, she has performed a wide variety of jobs in both the office and factory, becoming a true "jack of all trades." Aubrey credits her quick learning ability to her strong theatre background, where memorization and attention to detail are vital. Working in the marketing department allows her to stay creative and work on exciting new projects for the company.

sources

Mindtools - How to Thrive in a Multi-Generational Workplace

Paychex - How to Manage the 5 Generations in the Workplace

FoWLAB Blog - When Generations Fight

Among the other challenges faced by companies these past few years, an employee dynamic that was growing long before COVID is the fact that now as many as five different generations of employees make up the workforces of many companies. As average life spans increase, employees stay in the workforce longer and longer – with younger generations being added as the decades roll on. However, if the various strengths of these generations are managed properly, multigenerational workforces can actually be an opportunity – allowing employers to better compete in their industries. How can companies tap into this potential?

Each generation of worker has different strengths, needs and concerns. Their work styles, preferred communication methods and expectations can cause conflict. However, if management seeks to understand each generation’s unique qualities, they can harness each group’s strengths and find ways to build their teams to respect generational differences and work more closely together. This can result in a real competitive advantage in the market.

So who are these generations?

• Generation Z
• Millennials
• Generation X
• Baby Boomers
• Silent Generation

Beyond just age difference, these generations were shaped differently by their experience with (or lack of) technology, the cost of their education (and educational debt), whether they entered the workforce during a boom or a recession, and how they feel as a generation about social and environmental issues. Throughout this month, we will dig deeper into the mindset of each of these generations, with the purpose of better understanding them and learning how to better communicate across generations, to learn each generation’s strengths and how to best engage, and to reward and incentivize them to bring out the best in all employees – no matter the generation.

Benefits of a Multigenerational Workforce

There are a host of benefits from having multiple generations in your workforce.  Here are just a few:

Multiple Perspectives – Different generations have different ways of looking at their jobs and how to handle responsibilities. Sharing different views will expand the perspectives of all generations involved.

Problem-Solving Abilities – Older employees have more experience and history in the industry, but younger generations may have more experience and skill with technology options and communicating with these younger generations. Teaming up generations on projects can result in more creative solutions to problems.

Family Knowledge-Sharing Culture – Recruiting talent has never been more difficult, so the need to retain employees and train them for the long-term is more important than ever. Companies with many generations of employees can tap into the older generations to mentor & train younger staff. In addition, a mentor/mentee culture in a company creates unique multigenerational bonds that mimic the family structure and lead to greater job satisfaction for everyone.

Some Ways to Bridge the Gaps

Understand that different generations have different work styles and preferences of communicating. Make sure that managers are aware of the ways their reports prefer to work and try to accommodate their styles. Gen Zers and employees with children may prefer working remotely and with flexible hours. Even your oldest employees may stay longer if they are given flexibility with their hours. Also, make sure to communicate with your teams in various ways. Some may prefer digital communication, while others prefer face-to-face interactions, hard copy information sheets or phone calls.

Younger generations want career development and to be heard. Older generations want to be recognized for the contributions and experience they provide. Pair up younger employees with senior staff member as mentors that can help guide them and transfer important job skills. Both will benefit, and in the process learn to appreciate each other more – dampening negative stereotypes of the other’s generation.

Finally, while there are general commonalities within various generations, it is more important to understand your individual team members and reports. Each person has unique life experiences that shape them. If managers seek to better understand each employee’s needs, motivations, hopes and dreams, they will be able to access their full potential, better engage them, and provide rewards and incentives that are truly meaningful for them individually.

By Ann Condon, Marketing Manager

Ann Condon has been with Dion for 17 years, working in Dion’s Marketing and Business Development Department. Although this was her first position with a jewelry manufacturer, she has learned a lot over the years. Ann enjoys getting involved in “All Things Dion” from volunteering at the Dion Golf Tournament to being a part of the Dion Diamonds Relay for Life Team. She has quite a number of Dion event t-shirts to show for it!

 Sources

How to Manage the 5 Generations in the Workplace
Last Updated July 26, 2019

The 37-Year-Olds Are Afraid of the 23-Year-Olds Who Work for Them
By Emma Goldberg
Oct. 28, 2021

Understanding Today’s Multigenerational Workforce: Benefits, Challenges, and 9 Best Management Practices
Posted by Andrea Boatman

Earlier this month we discussed the benefits of team building done right and also the need to be consistent with team building over the long term. However, employees don’t want to feel like they have to “perform team building” in order to make management happy. So how can you reap the benefits of team building exercises without making your employees feel like they are being put on the spot?

One way is to routinely inject team building exercises into the work day. Include them in meetings, daily to-dos, etc. If they are part of the regular workday these activities won’t seem so unique and out of place, and they may be activities you should be doing for other reasons anyway.

Some examples of these might be:

Went Well/Went OK/Could Be Better - Use this process for quarterly retrospectives and project post-mortems. Have everyone jot down on Post-it notes things they thought went well, things they thought went OK, and things that didn’t go well or could have been done better, and sort the Post-its into their respective categories. Next talk it out and come up with potential solutions to the problem areas. This exercise feels like just another aspect of the meeting – not specifically team building.

Solve a Puzzle – At the beginning or end of daily or weekly meetings, ask members to solve a puzzle or a brain teaser that requires thinking and brainstorming out loud. The key is that everyone has to contribute to the success of the project. Once they’re done or time runs out, ask your team: What was your strategy to solve it? Who did what? Why did you make the decisions you did? Allowing everyone to think through their process can highlight unique perspectives or strengths in each individual.

Idea Board – When starting a new project or event, have everyone come to the meeting with three to five ideas. Talk through them, and have people contribute additional thoughts, questions, or concerns. By making new projects and event planning team activities you get more perspectives and ideas and ultimately a better outcome – you also get a more bonded team.

These “during the day activities” won’t feel like team building exercises, but these work related discussions will create closer team bonds, highlight new and different perspectives, and (if well facilitated) include all team members – not just the strongest voices.

Companies can also offer out of the office events that don’t specifically have to be put in the “team building activities” box. Some ideas might include:

Volunteering – Participating in a community service effort might either be an all company or all department event for a day, or a sign-up activity just for those employees interested. Volunteering with co-workers is a great way to bond and make a positive impact on the community!

Intramural League Sports – If you have employees that like to compete, creating a team that plays against your competitors or other corporate teams in the area might be a great bonding experience. Even more employees can get involved to cheer on the team, help with cooking burgers after a game, or more.

Start a Book Club – This could be focused on business books related to your industry or department’s function, or just books everyone is talking about. Set aside a special time to discuss the book, encouraging everyone’s input. Adding snacks or lunch will make it even more fun. This could be a great way for remote workers to connect, and for everyone to learn something new.

With a little creativity and out-of-the-box thinking, team building can become an integral part of your company culture. Just make sure that your efforts are consistent and you don’t get into that “just need to check this off the list” mentality. The effort is well worth the long term benefits in employee engagement, improved communication and retention!

SOURCES:

22 Team-Building Activities Your Coworkers Won’t Hate (We Promise)
By Alyse Kalish
https://www.themuse.com/advice/team-building-activities-games-for-work-office#meeting

75 Insanely Fun Team Building Activities, Games, & Exercises For Work In 2021
By Jeff Murphy
https://snacknation.com/blog/team-building-activities-for-work/