5 Smart Ways to Build Employee Loyalty Digitally
5 Smart Ways to Build Employee Loyalty Digitally
5 Smart Ways to Build Employee Loyalty Digitally
Building employee loyalty is similar to working on customer loyalty or any channel partner loyalty. Just like brands are giving more than before to keep customers loyal – providing different reward options as well as by providing quality service and products, the same concept can be applied to employee loyalty.
Loyalty comes from many things, but in general loyal people are associated with a positive experience with a brand.
When employees have an overall positive experience with the brand (the organization) they are committed because their primary goal is to contribute to the success of the organization. They feel engaged because they care about the organization and they do their best to achieve the goals of the organization. Employee engagement is not just about performance and bonuses, it is also about being a part of a successful company. Whereas, on the other hand, workers who are not much connected avoid starting afresh or are dissatisfied with their job and stay away for varied reasons. A little imbalance at work makes them feel frustrated and often leaves them dissatisfied with the work.
What is Employee Loyalty
Employees may feel a sense of loyalty to your organization more than you might think. And trust is the most important fundamental factor in building employee loyalty.
Gallup’s research shows that managers who spend time with their employees to build trust and positive relationships contribute to 48% of profitable companies. No wonder when employees who trust and respect the leadership of an organization feels empowered and motivated, they reduce turnover and costs.
Employee loyalty is an umbrella term for a broad range of emotions that make employees feel connected to their current employer and less likely to see green grass elsewhere. An employee who feels that his organization wants the best for him will continue to do his best and not look for another job. One of the biggest misconceptions about loyalty and employee retention is that he or she is only loyal if he or she has worked for the company for many years and is committed to the employer brand. The fact is, even if an employee works for a short time, works for the growth of the organization or works for something measurable by his or her daily actions, they are loyal employees.
Let’s build Employee Loyalty digitally
While everyone likes rewards such as perks, recognition, cash rewards, companies need to remember they don’t buy loyalty. Rewards programs or rewards alone do not have to lead to lasting employee relationships but are a good starting point. Cash rewards and special perks may not generate long-term loyalty, but they do play an important role in attracting employees to achieve more. It has become indispensable for companies to find innovative strategies to make their employee rewards more attractive so that they create greater value for both the company and employee.
Whether you are a manager or business owner of a virtual team, you are likely to be looking for ways to enhance employee relationships and manage employees remotely. In this article, we delve deep into hybrid workforce management and offer viable insights to help you connect with your remote employees. Let’s discuss some of the best practices for HR managers, supervisors and business owners on how they can digitally build employee loyalty.
1. Encourage digital learning
Smart employers know that not all employees are going to match every requirement mentioned in the job description or may have to perform the same tasks throughout the year before they move ahead of the curve. They are aware that at every step of a new role or professional life some up-gradation is required and to ensure that employees are up to date with the new technologies and jargon. Encouraging employees to undergo learning and upskill processes promotes a healthy work environment and ensure employees that the company understands and encourages learning at the workplace rather than hiring a replacement.
During WFH, physical L&D may not be possible. To tackle this, leaders can use knowledge zones or digital platforms or enroll employees for digital courses which are now easily available online.
2. Themed reward – Make use of holidays and create special events to reward
Rewarding employees only for some task or on achieving set milestones might become monotonous and may not be exciting for every employee. Also, employees who are unable to meet the target are not part of the reward redemption group and might lose interest. To cope with this, HR leaders must ensure to plan out-of-the-box rewards or themed rewards. Make use of special holidays and plan out campaigns around them or create special events to reward employees in some way or the other to drive engagement and motivation.
Reward & Recognition platforms like Buzzz allow HR to run multiple campaigns at a time and add people from different departments or everyone in the campaign and link rewards for instant redemption.
3. Celebrate all successes, small or big– Create a culture of appreciation
A lack of appreciation and gratitude can lead us to the wrong track of not being able to recognize the importance of our small successes. Celebrating the little things can lead us to acknowledge that we are on the road to success.
While all daily progress – even small ones – can make a difference in how people feel and perform, whether people are trying to solve a great scientific puzzle or create a high-quality product or service. The more they experience a sense of progress, the more likely they are to be productive in the long run.
It is a good idea to celebrate clear demonstrations of your corporate values. Praise for getting it right the first time, and ease in it until it becomes second nature, is a great way to give confidence.
4. Certificates and badges
It is important to get more than just your victories because progress towards your goals fuels a sense of happiness that makes life more pleasant. The monetary reward may not be feasible every time and everything can’t be weighted with money. To reward small or important victories, reward employees with certificates and badges that will inspire them to achieve more and also, flaunt their success to others and keep it with time and cherish for lifelong.
5. Reward different milestones
In the past, employees have been awarded certificates, plaques and pins for their long-term service. Today, the work of awarding services has been modernized to include other forms of reward and personalized experiences. A reward and recognition program is an essential part of any successful organization. It is designed to engage your team and motivate them to work towards common goals. When certain milestones are reached, your program participants will be rewarded for their hard work and commitment. How you create a reward and recognition program depends on the needs of your organization, your audience, and your organization’s goals.
Reward & Recognition platforms like Buzzz helps companies drive the reward culture digitally by allowing employees cash rewards and instant reward options of their choice. It offers features like e-certificates, badges, reward catalogue, campaign management, milestones, birthdays and works anniversary celebrations, social recognition, leaderboard and more.
Loyal employees are self-driven and don’t mind going the extra mile. Just like a loyal customer who sticks to the brand despite the introduction of new brands in the market, an employee also sticks to the company in the long run.
To explore more about the reward options in this pandemic and beyond, get a free demo.
Building employee loyalty is similar to working on customer loyalty or any channel partner loyalty. Just like brands are giving more than before to keep customers loyal – providing different reward options as well as by providing quality service and products, the same concept can be applied to employee loyalty.
Loyalty comes from many things, but in general loyal people are associated with a positive experience with a brand.
When employees have an overall positive experience with the brand (the organization) they are committed because their primary goal is to contribute to the success of the organization. They feel engaged because they care about the organization and they do their best to achieve the goals of the organization. Employee engagement is not just about performance and bonuses, it is also about being a part of a successful company. Whereas, on the other hand, workers who are not much connected avoid starting afresh or are dissatisfied with their job and stay away for varied reasons. A little imbalance at work makes them feel frustrated and often leaves them dissatisfied with the work.
What is Employee Loyalty
Employees may feel a sense of loyalty to your organization more than you might think. And trust is the most important fundamental factor in building employee loyalty.
Gallup’s research shows that managers who spend time with their employees to build trust and positive relationships contribute to 48% of profitable companies. No wonder when employees who trust and respect the leadership of an organization feels empowered and motivated, they reduce turnover and costs.
Employee loyalty is an umbrella term for a broad range of emotions that make employees feel connected to their current employer and less likely to see green grass elsewhere. An employee who feels that his organization wants the best for him will continue to do his best and not look for another job. One of the biggest misconceptions about loyalty and employee retention is that he or she is only loyal if he or she has worked for the company for many years and is committed to the employer brand. The fact is, even if an employee works for a short time, works for the growth of the organization or works for something measurable by his or her daily actions, they are loyal employees.
Let’s build Employee Loyalty digitally
While everyone likes rewards such as perks, recognition, cash rewards, companies need to remember they don’t buy loyalty. Rewards programs or rewards alone do not have to lead to lasting employee relationships but are a good starting point. Cash rewards and special perks may not generate long-term loyalty, but they do play an important role in attracting employees to achieve more. It has become indispensable for companies to find innovative strategies to make their employee rewards more attractive so that they create greater value for both the company and employee.
Whether you are a manager or business owner of a virtual team, you are likely to be looking for ways to enhance employee relationships and manage employees remotely. In this article, we delve deep into hybrid workforce management and offer viable insights to help you connect with your remote employees. Let’s discuss some of the best practices for HR managers, supervisors and business owners on how they can digitally build employee loyalty.
1. Encourage digital learning
Smart employers know that not all employees are going to match every requirement mentioned in the job description or may have to perform the same tasks throughout the year before they move ahead of the curve. They are aware that at every step of a new role or professional life some up-gradation is required and to ensure that employees are up to date with the new technologies and jargon. Encouraging employees to undergo learning and upskill processes promotes a healthy work environment and ensure employees that the company understands and encourages learning at the workplace rather than hiring a replacement.
During WFH, physical L&D may not be possible. To tackle this, leaders can use knowledge zones or digital platforms or enroll employees for digital courses which are now easily available online.
2. Themed reward – Make use of holidays and create special events to reward
Rewarding employees only for some task or on achieving set milestones might become monotonous and may not be exciting for every employee. Also, employees who are unable to meet the target are not part of the reward redemption group and might lose interest. To cope with this, HR leaders must ensure to plan out-of-the-box rewards or themed rewards. Make use of special holidays and plan out campaigns around them or create special events to reward employees in some way or the other to drive engagement and motivation.
Reward & Recognition platforms like Buzzz allow HR to run multiple campaigns at a time and add people from different departments or everyone in the campaign and link rewards for instant redemption.
3. Celebrate all successes, small or big– Create a culture of appreciation
A lack of appreciation and gratitude can lead us to the wrong track of not being able to recognize the importance of our small successes. Celebrating the little things can lead us to acknowledge that we are on the road to success.
While all daily progress – even small ones – can make a difference in how people feel and perform, whether people are trying to solve a great scientific puzzle or create a high-quality product or service. The more they experience a sense of progress, the more likely they are to be productive in the long run.
It is a good idea to celebrate clear demonstrations of your corporate values. Praise for getting it right the first time, and ease in it until it becomes second nature, is a great way to give confidence.
4. Certificates and badges
It is important to get more than just your victories because progress towards your goals fuels a sense of happiness that makes life more pleasant. The monetary reward may not be feasible every time and everything can’t be weighted with money. To reward small or important victories, reward employees with certificates and badges that will inspire them to achieve more and also, flaunt their success to others and keep it with time and cherish for lifelong.
5. Reward different milestones
In the past, employees have been awarded certificates, plaques and pins for their long-term service. Today, the work of awarding services has been modernized to include other forms of reward and personalized experiences. A reward and recognition program is an essential part of any successful organization. It is designed to engage your team and motivate them to work towards common goals. When certain milestones are reached, your program participants will be rewarded for their hard work and commitment. How you create a reward and recognition program depends on the needs of your organization, your audience, and your organization’s goals.
Reward & Recognition platforms like Buzzz helps companies drive the reward culture digitally by allowing employees cash rewards and instant reward options of their choice. It offers features like e-certificates, badges, reward catalogue, campaign management, milestones, birthdays and works anniversary celebrations, social recognition, leaderboard and more.
Loyal employees are self-driven and don’t mind going the extra mile. Just like a loyal customer who sticks to the brand despite the introduction of new brands in the market, an employee also sticks to the company in the long run.
To explore more about the reward options in this pandemic and beyond, get a free demo.