How and Why to Recognize Employees with a Service Award

How and Why to Recognize Employees with a Service AwardHow and Why to Recognize Employees with a Service AwardAre you taking advantage of the overall value of a tafelgeschirr award as a component in your organizations employee recognition processes and program? The tafelgeschirr award is a valuable component of an organizations overall employee recognition efforts. You just need to understand, value, and appropriately utilize the service award in your formal employee recognition mix. A service award is an opportunity for an organization to recognize an employee for his or her longevity or tenure with the organization. A service award comes in many variations as does the approach an organization uses to recognize an employee with a service award. Here is what you need to know about the who, what, when, where, and why an organization might want to supply a service award to an employee. Why notlage try it? Employees love service awards- theyre just one more way to say how much you value your employees. Your employees want to feel cared about and that their longevity and loyalty deserve an award. Advantages of Providing an Employee Service Award Employers will want to consider offering a service award to recognize and celebrate the longevity of an employee for the following reasons. The service award should be the only bonus or compensation component that recognizes the length of time that an employee has worked for your organization. Length of service is generally only recognized in public sector jobs, and in the public and private sector in union-represented jobs. Employers may informally recognize longer term employees because of their higher salaries due to annual increases over a period of time. But, in a future that is driven by individual compensation based on contribution, merit pay will rule the day.? A service award recognizes that an employee has served an appreciated period of time in your organization. The service award allows the employer to thank the employee for his or her service. Consequently, you see employers recognizing a year of service with an award. Then, service awards recognize, depending on the organization, three years, five years, ten years, fifteen years and so forth with increasingly valuable presents and awards.Some organizations accompany a service award with a plaque, a written recognition letter, and additional paid time off. Historically, a service award was a celebration for the company, too. The service award acknowledged that it had successfully retained employees for a long period of time. This demonstrated that the company was a good place to work and deserving of employee loyalty and longevity. This served as a positive reputation for recruiting new employees.A service award is a way to acknowledge your solid performers who might not be earning the top bonus, or a spot award, or recognition for a knock-your-socks-off organizational accomplishment. For your top performers, the service award is just one more way to say thank you for your continued astonishing performance. A service award, as a form of recognition, originated during a time period when organizations and society venerated older people in their culture, perhaps more so than is done today. So, a service award lives out an older tradition from a slower time when wisdom, knowledge, and experience may have been honored and esteemed more publicly. This doesnt seem like such a bad tradition, even today to honor and esteem experienced employees for their knowledge and continuing contribution.Think about a service award as a way to acknowledge service, as a symbol of continuity and organizational memory. A publicly-given service award allows the telling of company stories and a walk for employees down a memory lane that they may or may not share.The service award ceremony is an opportunity for company members to reminisce about the organizations history and founding. It is an opportunity to enculturate newer employees wit h the legends and stories that have made the company what it is today.In some organizations, such as the US Army, Marines, and Navy, a military enlisted person receives a service stripe called a hash mark for each period of time served. The hash mark is worn on dress uniforms as a celebration and acknowledgment of service. By virtue of their long service, these employees who receive a service award are generally positive about working for your organization. They contribute to your organizations positive culture and environment, so it makes sense to recognize them and their continuing contribution. Recommendations About the Service Award Organizations do well to take advantage of the positive employee feelings that are generated with a service award. A service award that is quietly given, with no pomp and circumstances, fails to capture the advantages and opportunities available to positively affect employee morale. Rewards and recognition that are publicly extended enhance the v alue of the recognition for the employees receiving it. These are recommendations about how to provide a service award while creating the fruchtwein positive impact and increasing employee morale and feelings of appreciation. Ask a cross-functional team of employees to put together your service award program or process. These employees will know what other employees find rewarding and recognizing. Give the team a budget so that they can select appropriate gifts.Give the service award team parameters. For example, the service award must contain a component that lasts over time such as a plaque or additional acknowledgment of appreciation that the employee can look at for years. A gift of money is spent with no memory of why the money was given and has little lasting value as a positive employee memory.The same is true with gifts of merchandise. Once the suitcase or briefcase or watch is incorporated into the employees life, it has little value as a service award. So, merchandise must have a component that sets it apart from what an employee can purchase for him or herself in a store. Perhaps an official company plaque with the employees name will make the service award a proud memory. For the same reason, you will want to present a service award at an all-employee meeting or ceremony to enhance and publicize the value of the service award recognition. The ideal presenter is the company CEO, president, or division head, depending on the size of your organization.Every employee who reaches the designated years of service should receive the same service award. This is one employee recognition opportunity that should be consistent, fair, and equitable.Accompany the service award with a written acknowledgment of the employees service. This recognition letter should state the length of service, thank the employee, and provide memorable details about why the employee is receiving the service award. A service award program is a valuable and valued component of your ov erall employee recognition efforts. Dont let the opportunity that a service award provides go by the wayside because you fail to take advantage of the opportunity to recognize employees appropriately- to your advantage and theirs.

How to Answer What Is Your Greatest Weakness in a Job Interview

How to Answer What Is Your Greatest Weakness in a Job InterviewHow to Answer What Is Your Greatest Weakness in a Job InterviewWhen preparing responses to common job interview questions, dont forget this tricky one What is your greatest weakness? Employers use it to get an idea of your self-awareness and to see if you keep cool under pressure.But since presenting oneself in the best possible light is of utmost importance, candidates get nervous that theyll say something damaging.Heres a look at how to answer What is your great weakness? in a job interview, and speak negatively while still proving that youre the best person for the jobWhat to AvoidResist the temptation to say that you dont have any weaknesses. Everyone knows that isnt true, and youll come off as cocky.Likewise, steer clear of clichs. Interviewers tire of people trying to disguise strengths as weaknesses with statements such as I work too hard or Im too passionate about what I do.And, in case theres any doubt, dont say things that undermine your suitability for the position. Admitting that youre lazy, not good with deadlines, hate teamwork, or drink too much wont come off as endearingly honest it will just scare listeners.Building a Strong AnswerLuckily, there are ways to give a believable response and continue to sell your candidacy.Take the P.A.R. approach Problem-Action-Result, says Lavie Margolin, author of Mastering the Job Interview. Provide a relevant weakness that you may have had, what you have done to overcome it, and where you stand now.As illustration, Margolin offers this sample answerIve always considered myself a quieter person. While I am very comfortable talking to people one on one, or even giving presentations, I have always been intimidated to go over to people I do not know and introduce myself. Given my role in the business world, I knew that I had to get beyond that. Ive made a concerted effort to put myself out there and meet new people. While it can be intimidating to do s o, I dont think anyone notices that I am uncomfortable sometimes and Ive made some great new connections.Another option is to choose a minor flaw unrelated to the job at hand. By doing this, you admit imperfection and demonstrate awareness of where you might need improvement- without raising eyebrows. Unless youre applying for an IT position, nobody should really care about your inability to troubleshoot tech issues.And regardless of your answer, deliver your words with confidence. Peoplewho maintain composure whether talking about positives or negatives demonstrate to employers an ability to handle whatever comes their way.Looking for more advice on interviewing? Take a look at our job interviewing tips category.

When It Comes to Your Job Search, Do You Maximize or Satisfice

When It Comes to Your Job Search, Do You Maximize or SatisficeWhen It Comes to Your Job Search, Do You Maximize or SatisficeOn a job search, a big question that all candidates must determine for themselves is when is enough, enough? Do you try to research every possible company in your industry to work for, and apply to every job for which youre qualified? Or do you figure out what specific criteria you need to meet, and then stop looking as soon as youve found a job that matches those goals?If youre the type of person who wants to cover all of your bases, then youre what Gretchin Rubin, author of The Happiness Project and The Four Tendencies, calls a maximizer. Satisficers, on the other hand, feel satisfied as soon as theyve identified something that works for them, even if they havent thoroughly explored all of their options.Does it matter whether youre a maximizer or a satisficer when it comes to your job search? It might, if your happiness matters to you. Rubin points to Barry Sc hwartzs book, The Paradox of Choice, to support the argument that the habits of satisficers tend to make them happier than maximizers. In other words, if you feel the need to check out every possible job option before settling on a choice, you may be making yourself less happy than other candidates who know how to satisfice.To avoid these kompetenzprofil issues, consider substituting your maximizing tendencies for developing the ability to satisfice yourself in the job marketRecognize that the grass is always greener.Its easy to see why satisficers might feel better about their choice than maximizers. If you think about it, there are always more possibilities to explore when it comes to work.If youve convinced yourself that you cant take a job until youve thoroughly vetted every conceivable option, you may end up passing on a great opportunity while you continue searching for what you imagine is the perfect one. Its also easy to fall into the keep looking syndrome, imagining that wh atever is coming next might be better than whats already in front of you.Too many choices means more dilemmas.With every position that you explore, you expose yourself to new details that you must consider and weigh against other information youve found. You can easily become overwhelmed with pro/con comparisons, and once youve finally decided on a direction, could find yourself later regretting not taking something that you remember as meeting some of your criteria better than the job you took.By deciding in advance what your criteria are for a job that will work for you, you avoid going down this rabbit hole of constant comparison.Dont drown out your intuition searching for optimal.While its certainly always advisable to do your due diligence when making a major life decision that involves your employment, Schwartzs research suggests that there can indeed be too much of a good thing. Understanding your options is important, but it may affect how you feel about your final decision if you prioritize making the optimal career choice over simply selecting a job that meets all of your predetermined criteria.If youve found a job that fits with what you said you wanted, listen to your intuition. By falling into perfectionistic habits of needing to check out every job possible, you might make a decision that doesnt match with what youd already highlighted as most important to you.Regardless of which personality type you feel most drawn toward in your job search, maximizer or satisficer, you can take steps toward making a choice that youre more likely to feel good about. By being intentional about your job search decision-making strategy, its possible to be thrilled with your choice- even when you leave some stones unturned.Find Open Remote and Telecommuting Jobs