Introducing Beekeeper’s Frontline Voices Program! Nominate your frontline hero today

We asked our customers for nominations for the Frontline Hero Awards and we were touched by the stories we read. 

The ceremony was hosted by Beekeeper’s Chief Marketing Officer Sarah Moore at the 2023 Frontline Success Summit. 

Drumroll, please! Meet the 2023 Frontline Hero Award Winners.

1) Raqi Kosta, Residences Houseperson

Mandarin Oriental Boston 

A quality we look for when selecting our frontline heroes is an optimistic outlook. And that perfectly captures Raqi Kosta. Raqi takes diligent care of the Mandarin Oriental Boston property and always makes his team smile. He takes pride in his job and says “I love seeing happy people.” 

The general manager of the hotel says Raqi “consistently shows care” in his work and always takes open shifts to help his colleagues. He’s got a positive and enthusiastic attitude and that’s something we look for in our frontline heroes. Congratulations, Raqi!

2. Chris Hunter, Director of Field Support

Red Bull

For 13 years, Chris Hunter has worked for Red Bull. He leads a team of seven account sales managers who go around the U.S. to support business expansion. Chris is passionate about motivating his team. “At the end of the day when we’re doing the best things for them and you have their best interests in mind, they’re going to give you everything they’ve got.” 

Frontline businesses rely on passionate frontline leaders like Chris to motivate their field teams. His manager describes Chris as “an inspirational leader you will follow into battle.” Sounds like the kind of manager everyone needs in their organization! Congratulations, Chris!

3. Carlos Isais, Guest Relations Specialist

Caribou Coffee

When we say we look for frontline team members who go above and beyond, we mean it! Carlos Isais got a call from a customer desperately trying to find a Caribou Coffee Mug no longer sold. It was a gift from her late sister that got lost. So Carlos hopped onto Caribou’s Beekeeper stream to track one down. It wasn’t long before Carlos located a mug and drove himself to pick it up and ship it to the customer. It’s no wonder his colleagues describe him as a “superhero customer service representative.”

“Making a difference is just knowing what you do best and encouraging others around you to do the same.” We couldn’t agree more, Carlos. Congratulations!

Beekeeper’s Frontline Heroes couldn’t be in Nashville, so Sarah and the crowd sent them a special message.

Congratulations to Raqi, Chris, and Carlos for all your hard work. And to all the frontline workers out there – thank you for all you do!

Introducing Beekeeper’s Frontline Voices Program

We believe in celebrating the heart of our mission – the frontline employees who bridge the gap. In the spirit of acknowledging outstanding contributions, we introduced the Frontline Hero Awards last year. The response was overwhelming, with incredible stories of dedication and excellence from frontline teams.

The tales of these unsung heroes moved and inspired us deeply. That’s why we’ve decided to extend the recognition beyond a yearly event. We believe these remarkable individuals deserve ongoing acknowledgment for their continuous efforts.

Is there a standout colleague on your team who consistently goes above and beyond? Someone who selflessly supports their teammates and leaves a lasting impact on both your business and the community? Take a moment to nominate them for the Beekeeper Frontline Hero Award today! Let’s shine a spotlight on those who truly make a difference.

Nominate your frontline hero today

The post Meet Beekeeper’s 2023 Frontline Hero Award Winners! appeared first on Beekeeper.

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You may worry about not reaching everyone equally and not having the right tools and channels to communicate recognition effectively. And without a centralized system, it’s hard to keep track of who has been recognized, when, and for what. This can lead to decreased employee engagement, low team morale, difficulty in retaining top talent, and challenges in building a positive workplace culture.

We’re here to simplify the process of creating employee recognition letters by offering easy-to-use templates for various types of letters. We’ll also introduce you to Beekeeper, an internal communication platform and employee app for workforce appreciation that can make it easier to send recognition letters, share achievements company-wide, and even allow peers to recognize each other. With Beekeeper, you can streamline internal communication around these important milestones, ensuring that no one goes unnoticed and everyone feels valued.

By the end of this article, you’ll feel equipped and motivated to start writing meaningful employee recognition letters that make a real impact. You’ll have access to ready-to-use templates and the knowledge of how platforms like Beekeeper can automate and streamline the employee recognition process. 

It’s time to boost employee engagement, enhance team morale, retain top talent, and build a positive culture with impactful recognition moments.

Let’s begin.

Why is Employee Recognition Important?

Employee recognition is crucial for the success and growth of any organization because it makes employees feel valued, appreciated, and motivated. And employee recognition programs help do just that.

According to the 2023 State of Recognition report:

28% of employees said they felt meaningfully recognized at work under a recognition program versus 14% under no recognition platform.

Here are a few more reasons why employee recognition matters:

• Boosts morale: When employees feel valued, they are more likely to be satisfied with their jobs and motivated to perform at their best. Positive morale boosts creates a happier and more productive work environment.

• Increases employee engagement: Recognizing employees for their contributions makes them feel connected to their work and the organization. Engaged employees are more committed and willing to go the extra mile to achieve company goals. They’re also more likely to stay with the company long-term, reducing turnover rates.

• Improves teamwork and collaboration: Recognizing individual achievements fosters a culture of teamwork and collaboration. When employees are acknowledged for their efforts, they feel appreciated and are more likely to support and recognize their colleagues as well. This creates a positive cycle of recognition and collaboration, leading to more cohesive and productive teams.

• Enhances customer satisfaction: When employees feel valued, they are more likely to go above and beyond to meet customer needs and exceed expectations. That’s why customer satisfaction levels are directly linked to employee satisfaction levels, making employee recognition a vital component of delivering great customer experiences.

• Drives performance and results: Recognizing and rewarding outstanding performance reinforces desired behaviors and motivates employees to consistently perform at their best. It creates a sense of healthy competition and encourages employees to strive for excellence, leading to improved performance and ultimately better business results.

Employee recognition isn’t just a nice gesture. It’s also a way to drive employee engagement, morale, teamwork, customer satisfaction, and overall organizational success.

Let’s look at the different types of ways you can recognize employees for their contributions and great work.

5 Types of Employee Recognition Letters

Recognition letters can be tailored to different types of recognition, depending on the specific achievements or milestones. Here are some employee recognition examples of different types of letters:

1. Performance-based recognition letter: This type of letter is used to recognize exceptional performance or achievements by an employee. It highlights specific accomplishments like meeting or exceeding targets, completing a challenging project, or demonstrating exceptional skills. This letter  clearly outlines the impact of the employee’s performance on the organization and expresses gratitude for their dedication and hard work.

2. Tenure-based recognition letter: This letter is given to employees who have reached significant milestones in their tenure with the company (ex. five, ten, or twenty years of service). It acknowledges loyalty, commitment, and contributions over the years. The letter can mention specific examples of their achievements and the positive impact they’ve had on the organization during their tenure.

3. Team-based recognition letter: This type of letter is used to recognize the collective efforts and achievements of a team. It acknowledges collaboration, cooperation, and successful outcomes. The letter can highlight specific projects, initiatives, or challenges that the team successfully tackled together, emphasizing their collective contributions.

4. Innovation-based recognition letter: This letter is given to employees who have demonstrated exceptional creativity, innovation, or problem-solving skills. It recognizes their ability to think outside the box and come up with unique solutions that have positively impacted the organization. The letter can highlight the employee’s innovative ideas, the positive outcomes of their contributions, and how it has advanced the organization’s goals.

5. Customer service-based recognition letter: This type of letter is used to recognize employees who consistently provide exceptional customer service. It acknowledges their dedication to meeting customer needs, resolving issues, and ensuring customer satisfaction. The letter can include specific examples of instances where the employee went above and beyond to exceed customer expectations.

We’ll have templates for each of these later, but first, let’s look at how to write an employee recognition letter from scratch.

6 Steps to Write Employee Recognition Letters

There’s no right or wrong way to write an employee recognition letter, but here are six steps to crafting one that’s effective and well-rounded:

1. Identify the Reason for Recognition

Is the letter for exceptional performance, tenure, teamwork, innovation, or customer service? Understanding the purpose of recognition will help structure the letter appropriately.

2. Gather Specifics about the Achievement

Take time to gather specific details about the employee’s achievement. This could include quantifiable metrics, project outcomes, customer feedback, or any other relevant information. The more specific the details are, the more impactful the recognition letter will be.

3. Open with Gratitude

Begin the letter by expressing sincere gratitude and appreciation for the employee’s contribution. Use a warm and personal tone to convey the organization’s genuine appreciation for their efforts.

4. Discuss the Impact

In the body of the letter, discuss the impact of the employee’s achievement. Explain how their performance, tenure, teamwork, innovation, or customer service has positively influenced the organization. Highlight how their actions align with the company’s values and goals.

5. Conclude and Motivate for Future Projects

In the conclusion of the letter, summarize the employee’s achievements and reiterate the organization’s appreciation. Take the opportunity to motivate the employee for future projects or challenges. Encourage them to continue their excellent work and inspire others to follow their lead.

6. Add a Signature and Company Stamp

To add a personal touch, the recognition letter should be signed by a relevant authority figure like a supervisor, manager, or CEO. Adding a company stamp or logo can further enhance the professional and official nature of the recognition.

It’s also important to note that the language and tone of the recognition letter should be positive, encouraging, and uplifting. Avoid using generic or vague language. Instead, be specific and genuine in acknowledging the employee’s achievements. Personalizing the letter and connecting it to the individual’s impact on the organization will make it more meaningful.

Pro Tips for Crafting Memorable Recognition Letters

Some tips for making your recognition letter memorable and impactful include:

• Keep it timely: Send the recognition letter as soon as possible after the employee’s achievement so their efforts are acknowledged promptly. Delaying the letter may lessen its impact.

• Make it public (if appropriate): If the achievement is significant and appropriate, consider making the recognition letter public. One effective way to do this is by using a team communication and collaboration platform like Beekeeper:

With Beekeeper, you can easily share recognition letters with the entire team, making it public and allowing everyone to celebrate the employee’s achievements together. The platform also provides features such as comments and reactions, allowing team members to express their appreciation and support.

Beekeeper allows for personalized and targeted communication, ensuring that recognition letters are delivered to the right employees at the right time. This flexibility enables organizations to tailor the recognition process according to individual preferences, whether it’s through public announcements, private messages, or a combination of both.

• Be specific and genuine: Avoid using generic language in your recognition letter. Instead, be specific and genuine in acknowledging the employee’s achievements. Use concrete examples and details to highlight their performance, unique skills, or positive impact on the organization.

• Tailor the recognition to the employee’s preferences: Every employee is different, and what may be meaningful to one may not resonate with another. Take the time to understand the employee’s preferences for recognition. Some may prefer public acknowledgment, while others may appreciate a more private and personal approach. Tailoring the recognition to their preferences ensures that it is well-received and creates a lasting impact.

Bonus: Employee Recognition Letter Templates

If you’re not sure where to start with employee recognition letters, here are a few templates to get you started:

Performance-Based Employee Recognition Letter

[Employee’s Name],

I wanted to take a moment to acknowledge and recognize your exceptional performance and outstanding achievements. Your hard work, determination, and commitment to excellence have not gone unnoticed.

You have consistently met and exceeded targets, demonstrating an exceptional level of dedication and skill. Your recent completion of [specific challenging project] showcased your ability to go above and beyond expectations. Your contributions have had a significant impact on our organization, [mention specific positive outcomes].

I want to express my sincere gratitude for your exceptional performance. Your unwavering commitment to excellence sets a high standard for everyone on the team. Your efforts have not only helped us achieve our goals but have also inspired and motivated others to push their limits.

Thank you for your valuable contributions and for being an invaluable asset to our organization. Your hard work and dedication do not go unnoticed, and I look forward to seeing your continued success and growth.

Congratulations once again on a job well done!

Sincerely,

[Your Name]

Tenure-Based Employee Recognition Letter

[Employee’s Name],

Congratulations on reaching [number of years] of service with our organization! This is a significant milestone that deserves recognition and appreciation. Your dedication, loyalty, and commitment over the years have made a lasting impact on our organization.

Throughout your tenure, you have consistently demonstrated exceptional skills, knowledge, and a strong work ethic. Your contributions have been invaluable, and you have been an integral part of our success. From [specific examples of achievements], you have consistently exceeded expectations and played a vital role in our growth.

We are incredibly fortunate to have you as part of our team, and we appreciate your unwavering commitment to our organization’s goals and values. Your hard work, professionalism, and positive attitude have not only contributed to your own success but have also inspired those around you.

Thank you for your remarkable contributions over the years. We look forward to celebrating many more milestones with you as you continue to thrive and make a difference.

Congratulations again on this achievement!

Sincerely,

[Your Name]

Team-Based Employee Recognition Letter

[Team’s Name],

I wanted to take a moment to recognize and celebrate the exceptional achievements of our team. Together, we have accomplished incredible things, and I am incredibly proud of each and every one of you.

Our collaboration, cooperation, and unwavering dedication have been instrumental in our success. From [specific projects/initiatives], we have demonstrated exceptional teamwork, problem-solving abilities, and a commitment to excellence. Our collective efforts have resulted in [mention specific positive outcomes].

I want to express my sincere gratitude for your hard work, commitment, and the positive energy you bring to the team. Each of you has played a crucial role in our achievements, and I am truly grateful for the talent, skills, and dedication you bring to our team.

Let us take a moment to celebrate our collective achievements and reflect on the incredible work we have done together. I look forward to our continued collaboration, growth, and success as we tackle new challenges and achieve new milestones.

Thank you again for your unwavering commitment to our team’s success.

Sincerely,

[Your Name]

Innovation-Based Employee Recognition Letter

[Employee’s Name],

I wanted to take a moment to recognize and applaud your exceptional creativity, innovation, and problem-solving skills. Your ability to think outside the box and come up with unique solutions has had a profound impact on our organization.

Your innovative ideas, such as [specific examples], have not only helped us overcome challenges but have also advanced our organization’s goals. Your ability to identify opportunities, think critically, and implement innovative solutions is truly commendable.

I want to express my sincere gratitude for your contributions. Your exceptional work has inspired others and created a culture of innovation within our organization. Your dedication to finding new and better ways of doing things is a testament to your exceptional talent and commitment to excellence.

Thank you for your invaluable contributions to our organization. Your innovative spirit and determination to push boundaries make you an invaluable asset to our team. I look forward to witnessing your continued success and the positive impact you will undoubtedly make.

Congratulations on your exceptional achievements!

Sincerely,

[Your Name]

Customer Service-Based Employee Recognition Letter

[Employee’s Name],

I wanted to express my sincere appreciation for your exceptional customer service. Your dedication, professionalism, and commitment to ensuring customer satisfaction have not gone unnoticed.

You consistently go above and beyond to meet customer needs and resolve any issues they may encounter. One specific example that comes to mind is when you [describe a specific instance where the employee exceeded customer expectations].

Your exceptional customer service skills have made a significant impact on our organization. Your ability to handle difficult situations with grace and empathy sets a high standard for others to follow.

Thank you once again for your outstanding efforts. Your exceptional customer service skills are truly commendable, and I am confident that you will continue to exceed customer expectations and make a positive impact on our organization.

Congratulations on your exceptional achievements!

Sincerely,

[Your Name]

Craft Your Next Employee Recognition Letter Like a Pro

Here’s a summary of how we’d recommend creating an impactful employee recognition letter: 

• Begin with a warm and personalized greeting, addressing the employee by name and expressing genuine appreciation.
• Be specific about their accomplishments, actions, or behaviors that warrant recognition, showing that you value their contributions.
• Share how their work has positively impacted the organization, team, or customers, highlighting results or outcomes to underscore the significance of their efforts.
• Use positive and encouraging language, choosing words like “excellent job” or “outstanding performance.”
• Personalize the letter by including unique details or anecdotes that showcase their exceptional qualities.
• Keep the letter concise, focusing on key achievements and contributions.
• Conclude with words of encouragement, expressing confidence in their future success and emphasizing their ongoing value to the organization.

By following these tips, you can create a professional and meaningful employee recognition letter that boosts morale and fosters a positive work environment.

Get The Ultimate Guide to Frontline Success To Discover More Strategies for Engaging and Retaining Frontline Workers

The post Employee Recognition Letters: Step-by-Step Guide + 6 Bonus Templates appeared first on Beekeeper.

We get it. It can be hard to keep up with workplace terms and trends these days. That’s why we’ve put together a list of workplace terms that are trending right now and what they mean.

1. Quiet Quitting

Quiet quitting is what happens when employees are mentally checked out, have lost motivation, and have become less productive without resigning or expressing their concerns. They may still be physically present and coming to work consistently, but they’re just not fully engaged or committed to their work.

Workers who quiet quit have usually been feeling undervalued, underappreciated, and disconnected at work for an extended period of time. Factors like limited growth opportunities, poor management, or a toxic work environment can all influence quiet quitting. 

2. Quiet Thriving

Quiet thriving describes employees who are flourishing in their work but so without drawing excessive attention or seeking recognition. These workers are highly engaged, motivated, and productive, but prefer to focus on their tasks rather than seeking external validation.

Quiet thrivers are usually self-motivated and driven by intrinsic factors like personal satisfaction, growth, and a sense of accomplishment. They often display dedication and consistently high performance, and they’re usually with the organization for a long time.

3. Rage Applying

Rage applying refers to the emotional state of those who submit numerous job applications out of frustration, anger, or desperation. It often happens during times of economic downturn or high unemployment rates, when individuals feel the need to cast a wide net in hopes of securing any job opportunity. It can also happen because employees feel stuck in their current job, and so they rage apply as an attempt to escape their situation.

Rage applying obviously isn’t the most effective approach to job seeking because it’s driven by negative emotions rather than thoughtful consideration of qualifications and fit. It can also lead to organizations receiving a high volume of applications that ultimately have to be disregarded or rejected.

4. Loud Quitting

Loud quitting happens when an employee leaves a job in a dramatic and attention-seeking manner. It usually involves expressing discontent or frustration loudly and often results in burning bridges with colleagues and employers. 

Loud quitting can be driven by frustration, burnout, or a sense of injustice within the workplace. It usually happens when an employee reaches a breaking point and feels the need to make a statement about how dissatisfied they are with their job or work environment.

5. Shift Shock

Shift shock refers to the disorientation and adjustment difficulties that happen when employees are assigned to a different shift schedule. The sudden change in schedule can disrupt one’s personal life and social activities, leading to feelings of isolation or difficulty in maintaining relationships.

Shift shock can be particularly problematic for workers in frontline industries that require round-the-clock operations like healthcare, transportation, and manufacturing. It can lead to sleep disturbances, fatigue, decreased productivity, and increased risk of accidents or errors.

6. Resenteeism

Resenteeism happens when employees resent coming to work and exhibit signs of disengagement and lack of motivation. They might frequently call in sick, arrive late, or leave early without valid reasons. This behavior can lead to decreased productivity, increased errors, and a decline in the quality of work.

The causes of resenteeism can vary and can include factors like toxic work culture, lack of recognition or rewards, high levels of stress, and poor management practices. 

7. Grumpy Stayers

“Grumpy stayers” are employees who have been with a company for a long time and have become disengaged, unmotivated, and generally unhappy in their roles. They are often resistant to change, stuck in their ways, and tend to resist new ideas and practices. They may be resistant to training or learning new skills, leading to a lack of growth and development within the organization. Their negative attitude can influence those around them and create a toxic work environment.

On a larger scale, grumpy stayers can hinder progress and innovation within the company they work for. Their unwillingness to adapt and embrace change can prevent the company from staying competitive and evolving with the industry.

8. Chaotic Working

Chaotic working refers to a disorganized and unpredictable work environment. It can result from a lack of structure, unclear expectations, and frequent changes in priorities. Employees in a chaotic working environment may struggle to stay focused, meet deadlines, and maintain a healthy work-life balance.

In a chaotic working environment, there is often a constant sense of urgency and pressure, which leads to increased stress levels among employees. This can negatively impact productivity and job satisfaction, while the lack of clear direction and constant changes in priorities can lead to confusion and frustration among team members.

9. Hush Trips

Hush trips are off-site company retreats or team-building activities that are kept secret from employees until the last minute. These trips can include team-building exercises, workshops, and other recreational activities. They’re designed to break the routine and offer employees a chance to bond, relax, and rejuvenate.

Keeping the destination and activities a secret adds an element of adventure and anticipation for the participants. The purpose of hush trips is to foster team spirit, encourage creativity, and improve communication and collaboration among team members. Because they provide an opportunity for employees to step away from their daily responsibilities and connect with colleagues in a more relaxed and informal setting, hush trips can be a valuable tool for boosting morale and strengthening relationships.

10. Lazy Girl Jobs

Lazy girl jobs are positions, tasks or responsibilities that are perceived as being easy, low-effort, or requiring minimal skill or effort. This term is often used to describe certain roles or assignments that may be less demanding or less intellectually stimulating compared to other job functions.

Lazy girl jobs can include administrative tasks, data entry, filing, or other repetitive and routine activities and they’re typically associated with lower levels of responsibility that don’t require advanced qualifications or specialized knowledge. While this term may sound negative, it’s important to recognize that every role within an organization plays a crucial part in its overall success. These tasks may be less challenging, but they’re still necessary for the smooth operation of a business.

13. Loud Laborers

Loud laborers are workers who are tasked with physically demanding and noisy work, usually in fields like construction, manufacturing, or warehouse operations.

This term highlights the noise that’s often associated with these types of jobs due to the use of heavy machinery or equipment. But it can also suggest that the work requires a higher level of physical exertion and may involve repetitive or strenuous movements.

12. Bare Minimum Mondays

Bare Minimum Mondays” refers to the attitude or behavior of employees who do the bare minimum required to get through the workday on Mondays. It can point to a general willingness to put in minimum effort or perform the bare minimum tasks necessary to meet job requirements.

From an organizational standpoint, Bare Minimum Mondays can have a negative impact on productivity and overall team morale. It can create a culture of mediocrity and hinder the progress and achievement of organizational goals.

13. Overemployment

Overemployment describes a situation where an employee is overloaded with excessive amounts of work or responsibilities. It can also refer to a state where an employee is consistently working beyond their capacity, and experiencing burnout, stress, and a decline in productivity.

Overemployment can happen because of understaffing, poor time management/shift scheduling, unrealistic deadlines, or a lack of delegation. It can have negative consequences both for the employee and the organization as a whole. Employees may experience increased levels of stress, decreased job satisfaction, and a higher likelihood of making mistakes. This can lead to decreased productivity, lower morale, and high turnover rates within the organization.

14. Polywork

Polywork refers to the practice of working on multiple jobs, projects, or roles simultaneously. Polywork is often associated with the gig economy, freelancing, and remote work, as it allows individuals to leverage their skills and interests across various industries and organizations.

Polywork is a departure from the traditional notion of having a single full-time job and encourages individuals to explore multiple avenues for generating income. It’s a concept that recognizes the evolving nature of work and the increasing prevalence of people taking on diverse professional pursuits.

15. Boomerang Employee

Boomerang employees are those who leave a company only to return and work for the same company again. This has become increasingly common in today’s job market, as companies recognize the value of rehiring former employees.

Boomerang employees bring unique benefits to organizations. They’re already familiar with the culture, processes, and expectations, reducing onboarding time and costs. Boomerang employees often come back with fresh perspectives from their experiences outside the organization, which can be useful to drive innovation and growth. 

16. Hot Labor Summer

Hot Labor Summer describes a period of high demand for labor during the summer months. It’s often used in industries like tourism, hospitality, construction, and agriculture, where there is a seasonal increase in demand and activity.

During a Hot Labor Summer, companies often experience a surge in customer demand, leading to increased workload and a need for additional staff. Many organizations hire temporary or seasonal workers to meet this demand. These workers are typically hired on a short-term basis and may be students, individuals seeking part-time employment, or those looking for summer jobs.

The post Quiet Quitting, Rage Applying, and Hot Labor Summer | New Workplace Terms Dominating Headlines This Year appeared first on Beekeeper.

Employees work harder when it’s clear their efforts are appreciated. While a simple “thank you” is certainly worthwhile, an employee recognition program is a great way to celebrate wins big and small. 

Not sure where to start? We have some employee recognition examples your workforce is sure to love.

Find out why Beekeeper is the mobile-first employee recognition and productivity tool HR professionals trust to increase frontline employee engagement.

Employee recognition programs should be authentic, personal, and — most importantly — simple. In a world of hybrid and remote work, though, it’s not easy to come up with new ways to celebrate your diverse and dynamic workforce. 

Here, the team at Beekeeper offers their favorite ideas for honoring the outstanding work your employees do day in and day out!

Does Employee Recognition Matter?

Think about the last time someone gave you a pat on the back for a job well done. Felt pretty great, right? 

Recognizing stellar work inspires employees to keep it up. While employers understand this, many get caught up in day-to-day responsibilities and fail to show their staff timely appreciation. This is certainly understandable — but execs and supervisors should take the time to make employee recognition a core part of their leadership strategy.

As the Harvard Business Review reported, workers are 40% more engaged when they’re recognized by their managers. 

Among other things, employee recognition programs achieve the following: 

• Boost employee morale and motivation
• Underscore the employee’s value-add
• Improve business performance and employee productivity
• Amplify employee engagement and loyalty 
• Build a stronger workplace connection
• Align team members with the organization’s goals and values
• Strengthen workplace teams

Employee recognition doesn’t require a massive amount of time or resources. There are plenty of awards and recognition examples. Taking a few minutes to put together a thoughtful note or gift will go a long way in keeping your team members engaged, inspired, and productive.

What To Acknowledge When Giving Employee Recognition

Recognizing employees sets the standard of celebrating actions and behaviors that align with company values. 

 Professional recognition examples can range from positive performance to being a solid team player to reaching certain milestones.

Here are a few common things to acknowledge in your team:

• Performance: Recognize employees who are going the extra mile. This includes identifying challenges and coming up with a creative solution.
• Goal Attainment: Did an employee exceed their sales goal? Or did they help blow past your team’s annual KPIs? That deserves to be celebrated. 
• Attitude: Someone who comes in every day with a positive attitude can have a fantastic impact on your team’s overall performance. Show them some recognition!
• Work Ethic: Employee commitment and reliability make a business better. Employees who show dedication through a strong work ethic set the bar for many others. They should be recognized for their contributions.

Better yet? Include all of these employee recognition examples and make them a strong part of your engagement strategy. In today’s world where a massive labor shortage is hurting companies, employee recognition is a great way to boost retention.

7 Unique Employee Recognition Examples

Employee recognition can take many forms. From gifts to an extra day off to a charitable donation, the options for showing your appreciation are endless. 

Here are seven ideas you can incorporate into your employee recognition program today. 

1. Employee Recognition Gifts

Employee recognition gifts don’t always come in the form of a pay raise or spot bonus. While employees still appreciate monetary rewards, they also appreciate personalized gifts that show you’ve been listening.

Have a foodie in your group? Pick up the tab for their next meal out (or in). Want to celebrate the bookworm on your team? Give them a gift card from a local bookstore.

The more personal the gift, the better. If you’re having trouble coming up with ideas, think about what your team member is interested in most. Ask around if need be.

2. Employee Recognition Awards

Employee recognition awards are a great way to acknowledge employees for going above and beyond. 

Some examples of employee recognition awards include:

• Top Performer Award
• Employee of the Month Award
• MVP Award
• Workplace Safety Leader Award
• Culture Champion Award
• Mentorship Award
• Living Our Values Award
• Team Player Award
• Customer Service Award

Remember, employee recognition awards don’t have to wait until the annual holiday party. You can easily integrate them into your monthly department meeting or at your next team happy hour. 

Whichever your preference, just remember to celebrate them socially. That way, their peers can join in on the fun and create other performance recognition examples. At Conrad Hotels & Resorts, the employee recognition program isn’t just a top-down strategy. The company encourages peer-to-peer recognition. Workers can submit a form on the workplace app to celebrate a colleague. This strategy cements employee recognition into the company culture.

3. Employee Rewards Program

An employee rewards program is a fantastic way to show appreciation for the work your team members do. And, it allows them to choose the reward they prefer most. 

With an employee rewards program, managers and peers can recognize team members by awarding them points in the company’s employee store. The employee can redeem those points to select prizes, such as a gift card or a new technology product.

4. Employee Anniversary Recognition

Whether your staff member is celebrating their first or 50th year with the company, it’s important to celebrate their anniversary milestones. Why? Because not only are employees proud of their commitment to their employers, they want to feel valued for that dedication. 

Here are some examples to use for your next employee anniversary recognition:

• Handwritten card
• Anniversary lunch with the team 
• Cake celebration
• Wellness package
• Company swag gift
• Credit for professional development session
• Congratulations video
• Charitable donation 
• Extra PTO day

5. Personal Appreciation

Everyone says it’s the little things. And sometimes, it really is. 

For many team members, a meaningful sense of appreciation can simply come from a conversation with their manager. In fact, people that receive appreciation from their managers are found to be more productive at work. 

The next time an employee stands out, thank them for everything they do.

6. Public Shout-Out

If you want to go big, make your employee recognition shout-out public. 

Companies usually do this by spotlighting the employee on their internal and external websites or on social media. This allows employees, customers, vendors, partners, and any other external audience to congratulate the team member for a job well done. But there are other professional recognition examples in the frontline world.

At Viejas Casino & Resort, the staff uses their frontline success system (Beekeeper) for public shoutouts. With a dedicated stream called “I like your STYLE,” employees can give kudos to one another and upload pictures of them holding their recognition awards. With 86% of their staff activated on Beekeeper, it’s a great way to share the news and celebrate each other.

7. Team Celebration Call

In the world of Zoom and Microsoft Teams, a team celebration call is another popular way to recognize workers. There are plenty of ways to make sure these calls stand out among the rest.

Pro tip: Make your team celebration call a surprise if you can, so your team member doesn’t see it coming. 

For example, you can host trivia with questions only about the employee being recognized. Or, you can invite someone from the management team to join in on the celebrations. What matters most is that your employee feels valued and appreciated — so don’t be afraid to get creative!

Tips For Giving Recognition Employees Will Appreciate

Employee recognition isn’t a challenging thing to do. But, it does require some thought as to how, when, and why you’re recognizing the employee.

Need help getting started? Here are our top tips for sharing employee appreciation.

Use Employee-Preferred Communication Channels

Before blasting out a thank you email to your team, think about your communication channel first. Nothing’s worse than sending out a recognition email only to find out the most important person doesn’t have access to it.

For frontline employees constantly on the go, employee recognition apps are the best tools to celebrate those who go above and beyond. With a mobile-first frontline success system, managers can post public recognition for everyone to see and celebrate. 

Keep It Unexpected

The best recognition is the kind you didn’t see coming. Whether you’re coordinating a team outing or Zoom happy hour, keep it on the down-low from the employee being recognized. 

Pro Tip: If you’re sending out calendar invites for a recognition event, remember to make it vague in the team member receiving recognition has access to other calendars. 

Give Recognition Right Away

Employees want to be recognized for going above and beyond when they do it. Not weeks or months after the fact. 

When giving employee recognition, remember to do it as soon as possible. That way, employees can instantly connect their actions to positive outcomes.

Make It Social

Employee rewards and recognition are something to be proud of! Blasting a social media post acknowledging the great work of your team members is something they won’t soon forget. And, employee reward programs help attract new team members that want to be a part of a company willing to share their team’s success.

While Labor Day is a great time to celebrate your staff, employee appreciation should be a core part of your everyday company culture.  With these tips, tricks, and employee recognition examples, there’s no doubt your workers will know how appreciated they really are — and they’ll continue to reward you with top-notch performance

Get ready to create a happier, safer, and more productive workforce. Fill out the form below to schedule your Beekeeper demo today!

Most Frequently Asked Questions

The post Employee Recognition: 7 Examples That Actually Work appeared first on Beekeeper.

In our Frontline Survey, we found that both managers and frontline workers are motivated by not only doing great work but being acknowledged and appreciated for their efforts.

How does building a culture of recognition fuel employee engagement? We spoke to two hospitality organizations – Conrad Hotels & Resorts and Viejas Casino & Resort – who have built this culture of recognition and seen significant results.

In our conversation, we covered:

• The impact of digitizing employee recognition programs
• How recognition impacts other company metrics
• How digital tools help build a company-wide culture of recognition

Let’s look at the key ways these two hospitality organizations created, sustained, and saw results from their employee recognition programs.

Digitizing Employee Recognition

For Conrad Hotels New York Midtown, varying what recognition looks and feels like is an important part of their recognition program. The company pays special attention to the variety of demographics working in the hotel. While some may be more comfortable with pen and paper, others are more adept at using technology.

“Curating and varying recognition, and knowing there’s no one-size-fits all solution is very much what our brand stands for.”

– Melissa Lombardo, Conrad Hotels & Resorts

Post-pandemic, Conrad Hotels wanted to breathe new life into its employee recognition program. Before digitizing the program with Beekeeper, Conrad Hotels had a peer-to-peer recognition program in place that involved handing out physical copies of fillable forms.

After implementing Beekeeper, Conrad added another way employees could recognize their colleagues: the Forms feature on the app. Now, employees can fill out and submit a recognition Form from their mobile devices.

The employee recognition program at Conrad was always about giving employees a chance to recognize each other for specific behaviors associated with creating a luxury experience for hotel guests. With Beekeeper, employee recognition is not only more convenient and seamless for frontline workers, but it allows Melissa to analyze results and evaluate the impact on both the employee and guest experience.

“Since implementation of this program, we have seen our communication and engagement metric scores in our team member surveys increase anywhere between two and five points.”

– Melissa Lombardo, Conrad Hotels & Resorts

What Melissa found was that the digitization of the recognition program had a positive impact on both the overall quality of service and the cleanliness of guest rooms.

When the program (INSPIRE) had the highest number of cards submitted, the scores for cleanliness and service were the highest, too.

Creating a Culture of Recognition

Like Conrad Hotels, Viejas Casino & Resort had a formal recognition program done by pen and paper before the company digitized it with Beekeeper. 

Viejas’s service standards are called STYLE, with each letter representing a different standard. On Beekeeper, Viejas created a Stream called “I like your STYLE” where employees can post photos of themselves holding the recognition cards they receive. This way, appreciation isn’t just limited to a peer-to-peer, in-person interaction but becomes a company-wide opportunity for recognition. 

“What has happened that I never would have imagined is the camaraderie that it has built across departments because team members are recognizing other team members in other departments in such an impactful way.”

– Freddie Harmon, Viejas Casino & Resort

The company-wide sharing element that Beekeeper brings to Viejas’s recognition program has created a culture of recognition. 

“The amount of recognition that’s happening on our property on a daily basis has probably quadrupled.”

– Freddie Harmon, Viejas Casino & Resort

Freddie also says that while he has seen employees recognizing managers and vice versa, now he’s seeing more employees recognize other employees in different departments. For a multi-department frontline workforce, this could only be possible with a mobile platform like Beekeeper.

Download the full webinar for more insight into how these hospitality organizations engage their frontline workers.

The post How Viejas Casino and Conrad Hotels Boost Guest Satisfaction With Employee Recognition appeared first on Beekeeper.

You’re not alone! The secret to workplace nirvana lies in something you might not have considered before: non-work streams. Streams are Beekeeper’s group messaging “threads” designed to bring people together and make work more enjoyable – all while boosting frontline engagement and productivity!

But what exactly is a stream, you ask? Picture a virtual gathering place where team members can chat, share ideas, and have fun together. It’s like a cozy digital campfire, perfect for roasting marshmallows and forging connections.

The best part? When your frontline team is engaged and active in non-work streams, they’re more likely to be available to watch, listen, and respond to work-related messaging too. It’s a win-win! Streams ensure that your frontline workers stay informed about updates and announcements, while non-work related streams create a fun, engaging environment.

Let’s dive into the world of non-work communications and discover how they can transform your workplace into a thriving and highly-engaged team, one stream at a time!

Why Non-Work Streams Boost Workplace Happiness

First, let’s chat about why non-work engagement is the bee’s knees when it comes to frontline employee engagement:

1. Building connection: Non-work streams are like a virtual water cooler, creating a space for team members to bond over shared experiences and interests
2. Stress reduction: Who doesn’t need a break from the daily grind? Non-work streams provide a lighthearted escape, helping to prevent burnout
3. Employee morale: Happy employees are productive employees! Non-work streams contribute to a positive work environment, making everyone feel connected and valued

Here are some non-work stream ideas for teams, locations/plants, and entire companies.

For Teams: Let’s Get Personal!

• Fitness and Wellness: Boost the health and well-being of team members
• Book Club: Foster a love for reading and discussion
• Hobbies and Interests: Connect over shared passions and interests
• Travel Stories: Share and learn from each other’s travel experiences
• Volunteering and Community Service: Collaborate in giving back to the community
• Recipes and Cooking Tips: Exchange culinary skills and meal ideas
• Movie Recommendations: Discuss and bond over favorite films
• Celebrations and Milestones: Acknowledge and celebrate personal achievements
• Family and Parenting: Provide support and advice for families
• Team Outings and Events: Strengthen team spirit through shared activities
• Sports and Recreation: Engage in physical activities to build camaraderie
• DIY Projects: Share creative ideas and inspire one another
• Pet Lovers: Connect and bond over a shared love for pets
• Photography and Art: Showcase and discuss visual talents and creations
• Carpool and Ride-sharing: Save money and resources by sharing transportation
• Cultural Exchange: Learn from each other’s backgrounds and experiences
• Gardening and Landscaping: Share gardening tips and ideas for green spaces
• Pre-owned Items Trading: Exchange used goods for mutual benefit
• Used Electronics Market: Save money on tech devices through resale

For Locations/Plants: Think Local, Act Social

• Local Events and Attractions: Discover and engage with the local community
• Neighborhood Recommendations: Share insights and tips about local hotspots
• Plant-wide Socials and Gatherings: Build camaraderie through social events
• Health and Safety Tips: Encourage well-being and a safe work environment
• Commuting and Transportation: Share ideas to improve daily travel experiences
• Sustainability Initiatives: Support eco-friendly practices and conservation
• Charity and Fundraising: Collaborate in giving back to the community
• Local Discounts and Deals: Share tips for saving money on local purchases
• Professional Development: Foster growth and learning among employees
• On-site Training Opportunities: Enhance skills through convenient workshops
• Employee Recognition and Awards: Show appreciation and celebrate achievements
• Workplace Improvement Ideas: Innovate and improve the work environment
• Local Volunteering Opportunities: Engage with and support the local community
• Green Initiatives: Promote eco-awareness and sustainable practices
• Public Transit Connections: Share information to improve commuting options
• Mentorship and Networking: Facilitate career development and connections
• Site-specific News and Updates: Keep employees informed and engaged
• Job Opportunities and Promotions: Share career opportunities and advancements
• Site-wide Sports Leagues: Encourage team bonding through sports activities
• Plant-wide Used Items Exchange: Promote reuse and reduce waste

For Large Companies: Go Big or Go Home!

• Employee Resource Groups: Strengthen and support diverse communities
• Diversity and Inclusion Initiatives: Foster workplace equality and inclusivity
• Company-wide Challenges and Contests: Boost motivation through friendly competition
• Environmental Stewardship: Promote eco-friendly practices and sustainability
• Global News and Updates: Keep all employees informed and connected
• Employee Benefits and Perks: Attract and retain top talent with appealing offerings
• Innovation and Ideas Sharing: Encourage creative thinking and collaboration
• Internal Conferences and Events: Enhance teamwork and learning opportunities
• Cross-divisional Networking: Foster relationships across divisions and departments
• Best Practices Sharing: Drive continuous improvement through shared knowledge
• Corporate Strategy and Vision: Align everyone’s goals for collective success
• Employee Success Stories: Celebrate achievements and inspire others
• Virtual Workshops and Webinars: Expand learning opportunities and skill development
• Global Collaboration Opportunities: Connect teams worldwide for shared success
• International Assignments and Relocation: Broaden career experiences and perspectives
• Language Learning and Cultural Exchange: Foster global understanding and communication
• Global Volunteering Programs: Make a positive impact worldwide through service
• Company-wide Used Equipment Exchange: Encourage resourcefulness and cost savings
• Corporate-wide Pre-owned Items Marketplace: Promote sustainability and reduce waste

There’s no better way to boost frontline employee engagement than by injecting a healthy dose of fun and humor with these 50+ non-work topics.

Remember, a happy and engaged frontline is a more productive team! So why not give Beekeeper a try and see the difference for yourself? With a 14-day free trial offering full functionality, there’s no reason not to explore how Beekeeper can transform your workplace communication and engagement.

Don’t wait any longer – start your Beekeeper free trial today and watch your team’s happiness and productivity soar!

Request A Free Demo Of Beekeeper Below

The post Boosting Frontline Engagement with Fun and Humor | 50+ Non-Work Topics to Engage Your Team! appeared first on Beekeeper.

“I’ve worked shift work for years, and never bat an eye. But now I’m a new mom, and I never realized the struggle before. Newfound respect for other shift working parents.”

Female frontline worker (sourced via Reddit)

March is International Women’s Month, and we’re taking this opportunity to shine a spotlight on how organizations can better support working moms, female shift workers, and women of the hourly workforce. 

Flexible work has been the buzzword among HR departments for the past two years. As former office workers enjoy the flexibility and freedom that comes with working from home, frontliners are asking a tough question — what about us?

Female shift workers (and working moms in particular) are one of the core groups of frontliners waiting for the flexible work trend to reach them. 

As companies continue to struggle with staffing shortages and low frontline engagement, workplace flexibility and predictable shift scheduling for frontline workers are becoming more common. 

“Lots of frontline workers don’t yet have access to the same benefits that corporate employees do. We heard a lot about really increasing predictability in scheduling and making it so that people have more control over their schedules with advanced notice so that they can live the other parts of their lives in a healthy way.”

Monne Williams, Partner at McKinsey & Company

Click here to watch the complete recording of our webinar on frontline trends with Monne

We’re taking this opportunity to highlight some of the critical issues that impact female frontline workers and reveal how companies can be better allies to the women who make up the backbone of their workforce. 

The theme for IWD 2023 is #EmbraceEquity. This year’s theme is designed to spark positive change to dismantle gender discrimination, stereotypes, and bias in the workplace. These disparities are not a new phenomenon. They have existed and been systematically swept under the rug for decades. Starting in the C-Suite and insidiously trickling all the way down to the frontline. 

So how can businesses truly embody the #EmbraceEquity ideal of this year in a way that makes sense for their frontline workforce? Some forward-thinking leaders are looking to the power of digital innovation to help facilitate meaningful change around gender equality that extends to female shift workers. 

By leveraging better technology to improve daily life for frontline workers, little by little the frontline disconnect and gaps in equity can begin to be mended. Work becomes less stressful. Outdated processes are streamlined. And frontliners are better integrated into the culture and communities that they work so hard to support. The result? Lower frontline turnover. Higher engagement. Better customer service. And happier team members.

When frontline disconnect evolves into frontline success, everybody wins. 

The Importance of Predictable Shift Schedules for Working Women

One of the key ways that companies can better support women frontline workers (and all shift workers!) is by giving them stable, predictable, and consistent work schedules. 

Frontliners who have children, family obligations, or serve as caretakers in their households need to know in advance when they’re working, and how many hours they’ll get. 

Shift Planning Best Practices for Frontline Workers

• Give frontliners at least two weeks’ notice of when they’re scheduled to work
• Utilize mobile-friendly shift schedules (see our latest shift coordination solution to learn more!)
• Ditch paper schedules. Team members should be able to access their work schedules 24/7. Anytime. Anywhere
• Make shift swap requests easy and seamless
• Make open shifts more visible to workers who might want extra hours
• Give your frontline workers a consistent number of hours each week. This increases income predictability and makes maintaining a household budget easier

When frontline workers have a stable work schedule and predictable income, they experience reduced stress, better sleep, and are less likely to make mistakes or get injured on the job. This is especially true for women frontliners who must juggle childcare, family obligations, or other commitments outside of work. Stability equalizes the impact of stress and makes it more manageable. 

What is your organization doing to support your female frontline this month?

The post Women on the Frontline | How to Better Support Shift Workers and Their Families  appeared first on Beekeeper.

The majority of the world’s working population is now out of the corporate office and on location. What are they doing? They’re selling, making, building, serving, fixing, cleaning, repairing, and so much more. They’re workers who perform their jobs in the field, away from the office. And their numbers are growing.

The population of mobile workers in the United States is forecast to increase from 78.5 million in 2020 to 93.5 million by 2024.

Whether it’s a customer a few miles down the road or in another time zone, the ability to serve a widespread client base allows a company to be more competitive and increase revenue streams. So companies have ramped up their operations and added to their frontline teams to be able to grow their company. That’s where mobile workforce management comes in. 

Discover how a workforce app can help you reach and connect with your mobile teams.

But as modern companies expand their reach and their teams become more dispersed, communication becomes that much more critical — and more difficult.

Today, mobile communication tools create an agile workplace, able to support a wide network of employees. Enterprise-wide communication is no longer confined to one facility. Thanks to mobile workforce management software, information continuity can align an organization no matter where its teams are for superior productivity and greater efficiency.

What Is A Mobile Workforce?

Mobile workers can include anyone who works away from the office. But the mobile workforce definition we use is a team of non-desk workers that are not stationed at computers, desks, or tethered to one single location. In short, they are employees that are always on the move to accomplish their jobs. We also like to call them frontline workers.

Mobile workforces are the backbone of many industries, like healthcare, retail, manufacturing, and hospitality. In fact, 80% of the workers fall into this category. They might be in the field, at a cash register, helping patients, or on a retail floor.

What Is Mobile Workforce Management?

Mobile workforce management includes both the tools and methods a company uses to communicate and engage with its frontline teams. With staggered shifts, irregular schedules, and limited, if any, access to company computers or email, leaders often use mobile workforce management tools, like communications apps, to connect with these employees. 

The best mobile workforce solutions are secure, cloud-based platforms that facilitate real-time connectivity with employees no matter where they are. 

The most effective mobile workforce management tools:

• Connect an entire workforce regardless of location
• Have an analytics dashboard to track adoption and engagement
• Facilitates real-time communication and collaboration between every worker
• Have a survey feature to gain valuable insight from frontline teams
• Enable easy shift schedule management

Mobile Workforce Management for Higher Engagement and Productivity

If employees are not engaged, it’s often a red flag that they don’t understand the purpose of their work. For a mobile workforce, that feeling is amplified. Away from managers and colleagues, frontline workers often do not feel the morale and energy that an office environment can have.

A mobile workforce management app bridges this gap. Business leaders can use the platform to share corporate information and raise awareness of the company’s mission. This allows field workers to feel included. In turn, they’ll have the resources to accurately represent the vision and values a company is built on when they’re on the job with a client.

Holcim is a leading manufacturer of building materials, like cement, aggregates, and ready-mix concrete for infrastructure and construction projects. In their Italy and Switzerland branches, they have 1,500 mobile workers spread across 70 locations—including plants, quarries, and job sites.

When Holcim gets a new client or secures a new partner, they share the news over Beekeeper, the platform they’ve chosen to connect their teams. The ability to align positive messaging like this to every worker has been a boon to productivity by letting employees know their hard work is paying off.

Through leveraging the mobile workforce management platform Beekeeper, Holcim has since been able to save a whopping $50,000 in reduced printing costs.

Streamline Information for Greater Efficiency in the Field

In the past, mobile workers called in updates from the field or had to come into the office to report back and receive new tasks from their managers. Between drive time and information lost in the time-delayed transmission, it was an inefficient way to communicate.

More than 5 billion people around the world own a mobile device. More than half of those are smartphones.

With mobile workforce management solutions, teams save critical time in relaying information. They can file job reports in real-time so the main office gets immediate updates on projects. Architects and engineers can share documents and plans with on-site construction workers to keep projects on track.

Opening continuous, unobstructed two-way channels of information between field workers and the home office allows jobs to be completed smoother, and faster.

Know What Your Mobile Workforce Needs

Your mobile employees are out there representing your company and your brand. The truth is, they have a different, and deeper, insight into how your company operates. To provide supportive leadership, initiate communication to ask them if they have all the tools they need to perform their job safely, effectively, and efficiently. If not, ask them what they need. You can open this dialogue by sending a survey through your team app or through direct messaging.

Always follow through when your employees reply and get them the tools they need. The insights from your frontline employees will open your eyes to your field operations. It also increases morale and productivity which ultimately leads to a high-performing workforce.

Mobile Workforce Technology Makes Information Accessible from Anywhere

With so many employees coming and going, it can be difficult to distribute important information to every one of them. The traditional office bulletin board won’t work with a distributed workforce. Employee software allows managers to communicate information in real-time so all employees get the same message at once.

Managers can also use mobile-first software to share documents such as training information, safety guidelines, and job protocols. Aligning employees on standard operating procedures creates consistent customer service throughout an organization. And if a worker needs to reference a company policy or pull up a training manual, they can simply access it through the app’s document library on their workforce app.

Mobile Communication Tools Help Managers Excel as Leaders

The relationship between a manager and their team is undeniably important. For mobile workers, a manager is often the only person they are in touch with at the office. It’s the manager’s job to provide the tools and information employees need to do their jobs. This level of support allows managers to build trust with their teams.

Mobile workforce management software facilitates real-time communication and creates a strong connection between managers and employees, which often results in a more engaged workforce.

• Employees can give managers status updates directly from the field
• Managers can instantly answer questions via voice messaging, video calls, or chat
• Managers can give their employees regular feedback in real-time
• Managers can — and should — use the app for employee recognition to boost morale

Manage Logistics With Ease

Managing the scheduling, paperwork, and payroll for a large, dispersed workforce is time-consuming, not to mention tedious. Traditionally, each task had its own siloed data tank accessible only by the HR team. Mobile workforce management technology is changing that.

With 4,500 employees worldwide and customers in 20 countries, HyLife Foods is Canada’s largest pork producer. The company used to have a word-of-mouth culture, but managing the day-to-day logistics with this method was inefficient. With a large, diverse workforce that speaks multiple languages, HyLife needed a way to streamline workflows and communicate with everyone in real time across their fast-paced operation. 

With Beekeeper, HyLife has been able to digitize manual processes for greater efficiency and immediate communication. For example, when employees couldn’t make it to work, they used to call the office (sometimes at 4:00 am) to report their absence. The admin team had to take down all of the information and keep track of it.  

With Beekeeper, HyLife now uses the Forms feature so employees can hop on the app to report their absence. With one simple sheet, there is direct and clear communication with no language barriers thanks to inline translation. So far, thousands of employees have switched to using the Form instead of the phone. By digitizing that one workflow, communication is faster and more organized, and it frees up time for the admin team to focus on other tasks. 

“Internal communications structure, plan, infrastructure is a top priority for us and Beekeeper has been critical in helping us fill that need.”

-Tim Focht, Lead Marketing Coordinator, HyLife Foods

Watch the webinar with HyLife Foods to hear how digitizing workflows has made it easier to manage logistics across a large, dispersed frontline workforce. 

When managing a mobile workforce, Beekeeper’s platform:

• Creates a secure, single sign-on platform to manage all employee data
• Integrates with HR software that’s already in place, like ADP, Workday, and SAP Success Factors
• Has a Shift Schedules feature that allows companies to build their own shifts integration
• Integrates with Microsoft programs, like Azure AD, to synchronize secure user information
• Allows employees to access their information directly through the app
• Integrates with learning management systems like Coursepath for mobile-first employee training

Eliminate the Risk of Security Breaches When Managing a Mobile Workforce

As the workforce grows more dispersed, business leaders are worried about the risks of data security, especially with everyone blurring the lines of mobile device use between work and personal communication.

These fears are well-founded. Data breaches cost companies around the world an average of $4.35 million a year. It also jeopardizes their information as well as their customers, not to mention lost revenue once the breach becomes public.

Companies will sometimes make the mistake of allowing employees to use a consumer app for work communication. While these platforms have none of the features a company needs for effective internal communications, they’re also not designed to keep data secure.

Well-established mobile workforce solutions will prioritize data security. Platforms like Beekeeper use a virtual private cloud and encrypted data storage, not to mention hiring a Data Protection Officer and cybersecurity specialist.

This is a top priority right now. 81% of organizations are shifting their mobile device approach to ensure greater security with company information.

Key Considerations for Mobile Workforce Management

70% of deskless workers said better technology would help them perform better, especially if the tool facilitated better communication, onboarding, and training. Here are a few tips when looking for mobile workforce management software. 

Choosing the Right Mobile Workforce Management System

Find a tool designed for mobile workplace communication. That means it’s a downloadable app employees can use on any device. They also offer a level of security that consumer apps don’t. 

Providing Sufficient Training and Support

Whenever you introduce a new program, it’s important to provide workers with the training they need to learn how to use it. Hold group training sessions as part of the rollout. You can even make short how-to videos that you post on the app. With a workforce solution like Beekeeper, the right system will have a strong customer support team to help with onboarding issues. 

Addressing Potential Resistance and Challenges

There will be an adjustment period for some after you roll out a mobile workforce management application. Just remember this: people are often afraid of the unknown. So make sure to demonstrate how a mobile workforce app will make things easier for employees. Help guide them through their first post. A little gamification never hurts either. Feather Falls Casino, Lodge & Brewing Co. has fun with Beekeeper with regular giveaways to engage workers on the Beekeeper frontline success system. 

FAQ

Here are some of the top questions leaders ask about mobile workforce management. 

How can Mobile Workforce Management benefit my business?

Having a tool to connect directly with your field teams is critical. Here are just a few of the benefits:

• Get real-time feedback from the workers who are the eyes and ears of your company, who interact with your customers, and know the business from the ground up.
• With a mobile workforce management tool, you can empower your employees with the information to deliver solid customer service. This gives them more confidence in what they do and boosts engagement. 
• Mobile workers often feel disconnected from the main company since they’re away from the office. It’s no surprise that they have lower engagement rates than office-based employees. A mobile workforce management app makes them a part of the communication, creates an inclusive culture and boosts their engagement. 

What features should I look for in a Mobile Workforce Management application?

To stay connected to your mobile workforce, look for features that maximize productivity, like:

• Voice and text messaging
• Two-way communication capabilities
• Integrations with other systems and workforce tools
• Document library for workers to access what they need when they need it
• Shift schedules
• Video capabilities for training

A mobile workforce management system should be a one-stop destination for all of your mobile workers’ needs.

How can I ensure data security and privacy with Mobile Workforce Management App?

Make sure to find a mobile workforce management tool like Beekeeper that has ISO 27001:2013 certification to ensure your data is safe.

How can I address employee resistance to Mobile Workforce Management?

First, find a tool that has easy onboarding: a quick download and a simple sign on, and employees are off and running! When the team at Built Bar, a maker of protein bars, first rolled out Beekeeper, they started a grassroots campaign to get people on the app. They walked around the facility to show people how to download it and sign on. With the analytics dashboard, they could see which employees hadn’t accessed Beekeeper so they could follow up and answer any questions to help employees overcome any challenges to getting on the app. Their efforts paid off and resulted in a 100% activation rate.

What industries can benefit from Mobile Workforce Management?

Any industry, or company, with employees who are offsite, on the go, or don’t work at a desk should have a mobile workforce management solution. These industries include retail, construction, healthcare, hospitality, logistics, manufacturing, and transportation to name a few. 

What are the trends and innovations in Mobile Workforce Management?

Work from home, remote, mobile, frontline. Work has changed over the past few years. It’s forced companies to design new strategies and adopt new tools to accommodate this new normal of distributed workforces. Digital transformation has also accelerated, creating new opportunities and trends that are shaping mobile workforce management.

Mobile-First Strategy To Reach Everyone

Over the past few years, work has changed. More often than not, workers are remote or on the move. That’s in addition to the 2.7 billion frontline workers around the world. Adopting a mobile-first strategy is the way forward because it connects everyone regardless of where they perform their job.

People Analytics 

Mobile workforce apps are often robust platforms that can collect data that can help leaders track their engagement and productivity and know how to better support them. They can leverage people analytics to help with business decisions that engage their workforce, reduce turnover, and improve communication. They can see where there are skills gaps and offer training. They can gather employee feedback and use those results to better support their teams.

Automation and Efficiency

More than ever before, companies are looking for ways to streamline processes, reduce costs, and improve operational efficiency. A mobile tool accomplishes all of that. Through one centralized hub that can integrate with numerous workplace programs, you can optimize data flows and eliminate redundancy. Processes, like onboarding, that were once manual, can be digitized and automated, freeing workers up to devote time to value-add tasks, like attracting new talent in an era plagued by a labor shortage.

Mobile workforce management has quickly become a top business priority. The way people work has shifted dramatically, drawing attention to the fact that the old ways of communicating are obsolete. Design a mobile-first strategy and reach every single employee for an aligned, efficient organization and engaged workforce.

Ready to save thousands each year with a frontline success system? Book a call with an expert today!

The post How One Company Saved $50,000 with Mobile Workforce Management appeared first on Beekeeper.

Maybe it’s the purposeful work itself, or the challenge that it brings. Maybe it’s the fact that you’re able to help others. Or, maybe it comes from a sense of community with your colleagues.

It could be a combination of all of those factors.

Learn more about how the employee experience affects team productivity for a happier, more productive workforce

Many companies emphasize the importance of the team having a common sense of purpose. But how does a company actually make that happen? When a company is made up of thousands of employees, or its workforce is distributed, how do you boost a sense of purpose and employee engagement on that scale?

Here you’ll find 12 actionable ways to help inspire a sense of purpose in the workplace.

1. Inspire Employees by Starting With “Why”

Too many companies only focus on what they do and how they do it.

What’s missing? The “Why.”

For Simon Sinek, the author of “Start With Why,” more companies should focus on why they do what they do. By defining your organization’s purpose, you can communicate this higher calling to your employees and use it as a guidepost for everything you do.

Here’s one of the best examples of purpose at work: Netflix’s culture deck was key to preserving their culture as they grew in their early years. Eventually, they released it to the public where it’s been seen over 15 million times on LinkedIn alone.

Another example was Holstee’s Manifesto, which was written by the company’s founders so they could define their own success. They eventually released their manifesto on their website. It went viral and has now been translated into 13 languages.

2. Foster a Sense of Purpose Outside of Work

When companies go all-in with instilling a sense of purpose at work they tend to overdo it and hammer it over the heads of their employees. They also tend to forget their employees have their own lives—and purpose—outside of work.

Organizations should be encouraging their employees to pursue their passions outside of work, and give them both the time and resources to do so.

For example, Basecamp, a project management software company, provides its employees with a $1000 annual continuing education allowance. You can also allow for flexible schedules to give your employees the ability to pursue their interests outside of work.

3. Make Work Matter

Managers and leaders need to understand the importance of the team having a sense of purpose.

Today’s purpose-driven employees don’t just want an important title and a nice salary from their job. They want to know how they contribute to the organization’s purpose. 

As Daniel Pink, the author of “Drive: Self-Direction, Mastery & the Purpose Motive,” says, “When the profit motive becomes unmoored from the purpose motive, bad things happen.” Profit and purpose need to work hand-in-hand to keep employees motivated and boost employee engagement.

4. Ask: Where Do You Get Your Sense of Purpose in Work From?

Short-term goals can be great for motivating purpose-driven employees to reach a deadline. But what about long-term motivation?

Researcher Amy Wrzesniewski found that those who thought of their jobs as a calling were more satisfied than those who thought of it as just a job. She interviewed hospital janitors who believed their role went above cleaning and was about helping patients heal.

Asking employees what their sense of purpose in work is can unlock surprising reasons for why they’re motivated in their role.

If you’re using an employee communication tool like Beekeeper, you can get feedback from workers and use the results to:

• Better define their roles
• Adjust responsibilities to better fit their sense of purpose
• Make sure they’re engaged in their work
• Improve employee engagement strategies

5. Create Opportunities for Growth and Learning

One way to make employees feel like they matter is to invest in their education and training. 

And that applies to all employees, not just a select few VPs. Offering growth opportunities to a select few can make others feel undervalued.

Investing in a culture of continuous learning will:

• Give employees more confidence in their abilities
• Encourage employees to take on challenging tasks

Along with one-on-one support, powerful communications software can foster that culture of learning. And remember: learning and development don’t always have to be in the form of a manual or standard course. Gamification is a fun and effective way to engage employees.

6. Make Collaboration Easy

Collaboration highlights the importance of the team having a common sense of purpose. If a team collaborates on a project and they don’t have a clear sense of why they’re doing it, the project isn’t likely to succeed.

This is particularly important to consider in a post-COVID world when so many employees are working remotely. Remote workers don’t always have the opportunity for spontaneous collaboration. They rely on communication tools to reach out to colleagues and find mentors.

For remote workers, successful collaboration is largely dependent on the tools they use. 

Using WhatsApp is a bad idea if you’re concerned about data security and scalability. When you’re choosing collaboration software, keep in mind:

• How and how often employees will interact with the team app on a daily basis
• How easy the app is to implement
• The app’s security and integrations capabilities

7. Give Rewards and Recognition

It’s easy to get caught up in the day-to-day grind. That’s why recognizing employees for their contributions to the team and company helps them understand why their work matters.

We’re motivated by how our purposeful work helps those around us. Knowing that what we do daily makes a difference in encouraging employees to have a greater sense of purpose.

It’s not just the big achievements that deserve recognition. Small-scale accomplishments matter, too. But it can be hard to keep track of those in a big company. If your team is distributed, celebrating in person isn’t always an option.

That’s where software and automation can make a big difference. With a tool like Xoxoday, you can automatically send gift cards to employees to celebrate meaningful work anniversaries. With Beekeeper, you can survey an employee’s peers to ask what they enjoy most about working with their colleagues. Then, you can use that information to post a virtual thank you card.

8. Focus on Frontline Workers 

The majority of advice about motivating employees assumes that those employees work in an office. But what about frontline workers?

Finding the right strategy for motivating frontline workers and giving them a sense of purpose can be difficult. Without the proper tools, frontline workers remain disconnected from the organization they work for. And given the stress caused by the pandemic, many frontline workers are taking labor action to fight for their rights.

Keeping frontline employees motivated starts with empowerment. With a tool like Webalo, for example, process engineers are able to update apps remotely without relying on corporate resources. MobieTrain is a mobile-first microlearning platform that lets frontline workers improve their skills and knowledge wherever they are.

9. Make Safety a Top Priority

When employees feel that the company they work for prioritizes their safety, they’re much more likely to be invested in the meaningful work they do.

Improving safety starts with using the right communication tools.

At Beekeeper, we’ve helped our customers measurably improve workplace safety.

Our customer, Bad Kleinkirchheimer Bergbahnen automated their accident reporting with workflows. They are Carinthia’s largest cable car company. Before Beekeeper, their first aid team wrote accident reports by hand.

These paper-based records were super hard to track down and organize efficiently. Often they would get lost in the shuffle.

Now their first aid team can access a digital accident report form directly on their phones:

  They fill out the form and upload a photo

  When the form gets submitted, it gets transformed into a PDF (like magic)

The PDF is emailed to the office admin and comms teams

  They can also automatically upload each PDF to the Document Library so they can easily reference it later

“Beekeeper has transformed the way that we run our accident report process. It saves us lots of time and gives us the peace of mind knowing that we have accurate, and easily accessible records of any accidents that take place. And this all in accordance with legal requirements. The ability to upload photos directly to the form and for it to be automatically transformed to a PDF and sent to the relevant places is fantastic!”

– Hansjörg Pflauder, CEO at Bad Kleinkirchheimer Bergbahnen

10. Create More Opportunities for Submitting Feedback

In order to give employees a sense of purpose in the workplace, they have to feel their feedback is welcome and needed.

It’s helpful to use a survey planning checklist to make sure that you’re:

• Asking questions based on specific objectives
• Using the right tools to conduct surveys on a regular basis
• Using the right types of surveys to reach employees

Frequent surveys show employees that their feedback will have an impact. They can also give you real data for employee engagement and satisfaction.

11. Involve Your Company Cheerleaders

Every organization has its cheerleaders. They are the people who:

• Are natural leaders within their team
• Speak up most during meetings, often to express what others are thinking
• Organize non-work events for their colleagues
• Are most likely to be the ‘face’ of the company

When we’ve lost a sense of purpose in our work, looking to a cheerleader we know can rekindle our motivation. If they’re fired up about their job, maybe we can be, too.

But often, the reach that cheerleaders have is limited to their immediate co-workers. By giving cheerleaders a platform on a company-wide communication tool, you can inspire less motivated workers to follow their example.

12. Make Sure Company Values Are Still Relevant

Finally, it’s worth asking the obvious:

Are the values our company drafted 10 years ago still what we want them to be today?

We’re living in a post-COVID world where the very definition of work is changing by the month: 

• Remote work is the new normal
• Work/life balance isn’t what it used to be
• Safety and employee mental health awareness are new priorities

In many cases, company values are abstract enough to be able to withstand current events. 

But priorities change. Maybe flexible scheduling and freedom to choose your own hours transforms from being a perk to an important value. Maybe improving employee access to mental health resources becomes a key value, too.

Values are what give a company and its employees a sense of purpose in the workplace. Make sure those values still matter.

Download our “15 Best Practices for Employee Engagement” eBook to learn more.

Most Frequently Asked Questions

The post 12 Ways To Encourage a Sense of Purpose in the Workplace appeared first on Beekeeper.

May is mental health awareness month. There’s no better time to look at where frontline industries stand when it comes to improving the mental health and well-being of their employees.

It’s no secret that the pandemic took a heavy toll on the mental health of frontline workers:

• 62% of frontline healthcare workers say that pandemic-related stress negatively affected their mental health
• 57% of frontline workers wish their companies made more efforts in supporting their mental health
• 35% of employees in a frontline workplace reported symptoms of anxiety or depressive disorder

From having to adapt to shifting health and safety rules, to dealing with customer backlash due to supply chain issues, frontline workers have had a lot to deal with during the worst phases of the pandemic and the transition to a new normal.

As frontline industries continue to face a labor shortage, companies are making more efforts to expand their mental health initiatives in order to retain their existing workforce and recruit new talent.  

Considering that 58% of frontline workers believe that work stress will say the same or get worse in 2022, it’s up to company leadership and stakeholders to help alleviate the mental health challenges their employees are facing.

Keep reading to find out:

• Key causes of stress for frontline workers
• Specific examples of companies that are prioritizing mental health
• Actionable steps companies can make to better support the mental health of their frontline teams

3 Stressors Affecting Frontline Workers (That Companies Can Act On)

By definition, stress is our body’s response to pressure. In the workplace, stressors can come from the pressure of meeting outside demands or inner expectations.

To better understand what causes stress for frontline workers, let’s first look at what motivates them in the first place. At Beekeeper, we asked frontline workers what motivates them in the workplace.

Here’s what we found:

1. Frontline workers are motivated by doing their job well and on time
2. Positive feedback from managers and customers is important
3. Knowing why and when changes happen is key to making employees feel engaged

When those needs aren’t met, frontline workers can experience stress and burnout, which can lead to poor performance and low retention rates.

Here are the three most common stressors that affect frontline workers:

1. Inadequate Tools and Technology

One of the biggest sources of disconnect in frontline organizations stems from a lack of tools and technology that support the reality of frontline work. 

In retail spaces, factory floors, and hotel corridors, frontline workers rarely, if ever, get to sit down and check a computer to get the last updates from their company. Without the right tools and technology to stay informed, employees can start to feel disengaged and stressed about not staying up to date with the latest information. 

Another cause of stress for frontline employees is having to adapt to new technology on top of their already assigned tasks. 55% of frontline workers say that they’ve had to learn new technology on the fly without training or practice. Instead of making a frontline employee’s life easier, tools that require too much time and effort to adapt can add to their stress.

2. Lack of Support

Often, the biggest sources of stress for frontline workers come from outside the workplace:

• Scheduling childcare during the workday
• Worrying about health care benefits for family members
• Transportation costs getting to and from their job site

Dealing with these concerns in addition to job-related stressors can quickly lead to burnout, disengagement, and lower levels of employee satisfaction.

3. Not Staying Informed

One of the key findings in our Frontline Trends Report was that frontline employees want to stay informed about when changes happen and why they’re happening. Not knowing why their manager makes a change to their task checklist or why the company is solving supply chain challenges in a certain way can make employees feel disengaged.

When frontline employees aren’t given adequate information about why changes are happening, it can create pressure to find answers to questions like:

• Will this mean that my job is at risk?
• Are my wages affected?
• How does this impact my workday?
• Will I need to learn new skills?

Informing frontline employees about why change happens can help alleviate the stress of trying to fill in the blanks. That way, they can focus on adapting to changes rather than questioning them.

How Companies are Prioritizing Mental Health for Frontline Workers

Let’s look at some examples of companies that are stepping up efforts to improve mental health for their frontline employees.

Cargill

Cargill, a global food corporation that employs thousands of frontline employees, has launched several mental health initiatives, both at a company-wide and site-specific level. At the corporate level, they launched their “How Are You Doing Really?” campaign that aimed to open up the conversation about employee mental health. 

With the help of Beekeeper, Cargill started providing links to relevant resources, making it easy for employees to access mental health services through their mobile devices. At the site level, Cargill is using Beekeeper’s Surveys feature to check on employee mental health. They’ve found that for their employees, filling out surveys on their phones can feel less intimidating than an in-person counseling session.

Walmart

Retail giant Walmart is continuing to launch initiatives that help its workforce get help when they’re struggling with their mental health. Employees have 24/7 access to counseling services and support groups at no additional cost.

More recently, Walmart launched Mental Health First Aid training for its associates. The course is meant to help employees identify when their colleagues are struggling and the appropriate steps they should take. Walmart hopes to foster a company culture that is more friendly towards discussing and addressing mental health struggles for frontline workers.

Dream Hollywood

Like many companies in the hospitality industry, Los Angeles-based hotel Dream Hollywood had to re-think their employee experience strategy during and after the pandemic. Not only did they have to ensure staff safety with revamped training and communication tools, but they also had to set up a long-term strategy for prioritizing employee mental health and well-being.

Leadership at Dream Hollywood quickly realized that creating a more positive work environment using digital communication tools would be their main strategy for improving employee mental health. Real-time communication between managers and hotel staff allows teams to check in on a regular basis and identify when an employee is struggling.

10 Actionable Tips for Supporting the Mental Health of Frontline Teams

What are some concrete ways frontline organizations can support their workforce when it comes to reducing stress, burnout, and turnover?

Here are a few to get started:

1. Centralize Communication
   Streamline communication on a single platform or tool to reduce the stress of having to search for information
2. Prioritize Employee Recognition
   Celebrating small wins like promotions or just a job well done can help employees feel valued
3. Consider Language Barriers
   Make it easy for employees to communicate in their preferred language to encourage them to share mental health challenges
4. Create Training Programs for Managers
   Teach managers how to tell if an employee is struggling to help teams create greater accountability for fostering a positive work environment
5. Reward Transparency
   Admitting to mental health struggles can be difficult. Celebrate when an employee opens up in order to encourage others to do the same
6. Make Logistics Easy
   Helping with logistics like transportation to and from job sites is part of a holistic plan for supporting employee well-being
7. Focus on Family Support
   Offering on-site childcare services and extending free counseling to family members are two examples of supporting the mental health of employees and their loved ones
8. Listen to Feedback on Change
   Hearing what employees have to say about changes in policies or operations can help organizations recognize potential stressors or roadblocks 
9. Monitor Shift Management
   Understaffing is one of the effects of a labor shortage. Evenly distributing shifts helps managers reduce overwhelm and burnout
10. Start During Onboarding
    Let employees know about mental health policies as soon as they start the onboarding process. That way, they’ll know when and how to reach out if they’re struggling

Download our annual frontline trends report to learn more!

The post Supporting Employee Mental Health ｜What Frontline Organizations Need to Know appeared first on Beekeeper.