Rewards, Recognition & Engagement doesn’t have to be expensive…

Recognizing, engaging and rewarding your employees can be done cheaply and is a powerful tool to motivate and retain your people.

When was the last time you were recognized for a job well done?  Do you ever remember leaving work with a sense of achievement and pride?  Recognizing, rewarding and engaging employees are key elements to a successful retention plan and an excellent method in motivating employees.

The saying goes, “a happy employee is a productive one”; more often than not, this is a valid statement.  More and more companies are now focusing their efforts in engaging their employees and rewarding those that perform well.  This type of movement or thought have been around for a very long time but it’s come at the forefront of HR trends and have become strategic in a sense that it’s tied into the culture of the organization.

This have become an integral piece of the HR puzzle.  New positions and roles within the organization have been created such as “Total Rewards Manager”, “Employee Engagement Officer”, to promote this very practice.  With industries that are suffering due to shortage of skills and personnel, retention have become pivotal.  In addition, larger companies that want to protect their intellectual capital seek ways in making their top performers happy, engaged, motivated, but most importantly: loyal.

Why do we do this?  Why should companies set aside resources for the promotion of such practices?  There are many answers.  Some include psychological aspects, motivational theory, retention, increase productivity, removing complacency and reigniting drive, passion and autonomy to the work; resulting in a healthy profitable organization.

But it doesn’t have to be expensive.  It’s as simple as getting a pat on the back for a job well done.  Recognition doesn’t have to mean a name on a plaque distributed at a company banquet dinner; it could be as simple as getting a personal thank you message from the President or Manager.  A dinner and a movie voucher for reaching targets or giving allowing an employee to leave work early is satisfactory.  But one of the best ways I’ve seen a company recognizing their employee(s) is the VIP Parking of the Month Award where the employee’s name is put on a designated parking spot closest to the entrance door and maybe even a parking spot beside the President or VP.  With all this said, the most important aspect we should not miss is the genuine appreciation of the employee and their efforts.

The Transformation of Recruitment

I’m not really a blogger nor have I taken the time two write about my experiences in either my personal or professional life.  But my youngest sister is an avid writer and suggested that I start writing as I apparently have much to contribute in the world of blogging as it relates to my professional life.

So here goes… as this is my first blog, I wasn’t sure what to blog about?  But my sister advised me to keep it simple and write something about what I’m passionate for or a topic that I am an SME on.  From all the topics I can think of: Recruiting was the one facet of HR that I felt strongly about.

I started in HR over a decade ago and for the most part included recruiting as part of my role.  Throughout this time I’ve noticed transformation.  In all my years and after all the countless resumes (I’ve probably perused over 500 if not more), the process still remains; that is, creating a job ad, advertising the ad, generating an applicant pool, shortlisting your candidates, selecting individuals for interviews, again shortlisting your interview pool, until you narrow down your selection to either top 2 or 3.  From there, you subject them to further screening, perhaps including some sort of tests (i.e. behavioral, cognitive, psychological etc.) to narrow the search.  At the end you hire the successful candidate; put him/her in on an orientation and the the cycle is complete.

Now your typical recruiting function and process have stayed the same for the most part, but recruiting specifically in transportation and logistics which I have worked in for almost my entire career have dramatically transformed.  Your typical recruiter is no longer tied and stuck in the office; rather, they are more like Sales Agents or Salespeople where they must actively be recruiting on the road; meeting with candidates, attending job fairs; visiting truck shops and the list goes on.  Because of the shortage of drivers we are faced with; every single transportation company are all competing for the same drivers.  What must one do to separate themselves from the rest?  You can only do so much.  It’s a driver’s market.  They dictate the terms and you know what?  Either the carriers or companies accommodate those requests or they see their truck sit idle and loads remain in the yard.

Recruiting in this industry is crucial.  Where a Recruiter before was an entry level job; now have become an intermediate to senior level positions.  With this said, compensation for these roles have spiked and I’ve seen many comp packages where it is no longer your typical annual salary, but rather includes a base, recruiting bonus (# of hires in a week/month equates to monetary value if certain targets are met), company car and fuel allowance etc.  In other words, companies are now looking to hire Sales Managers with a recruiting background.  Or those individuals, that can bring their portfolios over; not business portfolios but drivers that will follow him/her to their next employer.

So, do you have an effective Recruiter?  Are you looking for one?  Now you have a small insight into the role and function.

Thanks.
Ramon Calanza, CHRL, CCLP

Now Hiring Sales Manager