Employee recognition is considered one of the top ways to motivate people to do their best work and increase productivity.

In today’s business finding new ways to reward your employees is more important than ever.

One idea of rewarding your employees is being flexible; one of the best ways leaders can reward their employees is by granting them autonomy and showing grace when they don’t follow your way of doing things.

A lot of decisions are being made by a lot of people. Not everyone is going to agree with every decision.

Another idea is knowing your employees. Offer a varied work schedule or allowing for non-traditional hours as business allows can be a great perk.

Truly knowing your employees and what would be a reward to them is one of the greatest gifts a manager can give.

Another is Offer learning opportunities. One way to reward your employees is to provide them with classes they can access for free or at a reduced cost.

By giving them an opportunity to take part in a wide variety of options such as exercise, cooking, and meditation in addition to professional development courses you can support their mental and physical wellbeing.

Staying connected and celebrates each other’s successes through team appreciation. Beginning weekly team meetings with rewards for each other is a great morale builder.

Hold a weekly virtual social with a theme to do together. It’s a great way to have a little fun without interfering too much in after-work hours.

Simple check-ins via chat and Skype make it easy to connect, but it’s also important to make the effort to check in directly with team members who might be disconnected and bogged down due to meetings.

It’s also helpful to reach out to colleagues from other teams via chat or phone to connect with others across the company and hear how they are doing.

Lastly, embrace diversity. Your team members are all unique. They have different ethnic backgrounds, live in different areas of the country, and are all ages. Take the time to educate yourself on their varied backgrounds and cultures and acknowledge the individual traditions and holidays that are meaningful to them.

In today’s dynamic working environment, it’s essential to maintain a cohesive company culture that supports remote employees and recognizes their achievements. When you invest in the success of your employees your business is more likely to thrive.

Author Insperity Blog                                                                                      21/07/2020

Adapted by Peter-john Saal



With this change happening so fast, it’s time to consider how attracting and recruiting top talent changes, and what we can do about it. Recruiting remote workers changes the playing field for both employers and potential hires.  

Due to massive shift to remote work, people are working more hours a day, decimating any would be dream of a healthy work life balance. When looking to attract the next best person, be clear about when they are expected to work and for how long. If the focus is more on results than time, be sure to communicate that up front and ensure they stick to what is expected. At the same time, don’t expect them to pick up the phone whenever you call either.


Connecting top candidates virtually with the team before offering the job is incredibly important. Knowing that the team might be the only people new hires communicate with from their home office means that it’s increasingly important to ensure everyone gets along, and even develops a bit of a friendship. In an office we can meet new people and see new faces. For remote workers, they may be in the same seat but without the daily stimulation that comes with being in an in-person environment.

Many remote workers are sharing a deep sense of fatigue as a result of too many video calls. And while some love the interaction and stimulation, it’s important to know that it doesn’t work for everyone. When we can build a better understanding of what communication styles work best for another, we can connect with them more effectively and build a deeper sense of belonging and camaraderie. Setting certain check-in times and touch points will build a better, more predictable routine as well.

The new world of work is going to take some time to get used to. The office may be a thing of the past for many of us, and the way we communicate with our team and get our work done will continue to change. As we look to build our remote teams though, it’s important to know that top candidates can come from anywhere, that the perks and benefits of yesterday aren’t the same as they are today, and that clarity and boundaries about when we work and how are more important now than they’ve ever been before.


Author Eric Termuende (The Employee Engage Blog)                                         16/06/2020


Adapted by Peter-John Saal



Tight deadlines, massive workloads, micromanagement and uncertainty all realities that make your employees want to cringe. 

All these things lead to stress. And if excessive enough, they could even cause your employees to become fearful about their jobs and their future with your company.

Those emotions can be a slow poison to any business, not only affecting employee health but also their levels of production. As leaders, it’s imperative that you learn how to manage stress and fear at work. In order to do so, you’ll need to understand workplace stressors and recognize fear within your people from the hardest-working employees to your most reserved.

At work, stress can affect any person at any level. Though some perform well under pressure, others could develop more serious issues like anxiety, depression, fatigue and burnout. When employees are extremely stressed at work, it can lead to fear. Though fear may be a short-term emotion, it can also be paralyzing.  

In a place of fear, people compromise their ability to process thoughts and situations rationally. These workplace adversaries can leave your employees resentful, intimidated or insecure. If left unchecked, that could cause them to become disengaged or even quit.

People become fearful when they don’t feel safe. And when it comes to the workplace, which could be as literal as physical safety or lack of job security. Coupled with worldly worries, like a pandemic or an economic downturn, stress and fear at work can be at an all-time high.

Often, the hardest-working people prioritize their work over their health. Just because someone isn’t crying out for help, that doesn’t necessarily mean they couldn’t use some. 

Handling stress and fear in a healthy way is no easy task. Let alone helping others around you. Fortunately, if you can first recognize it in your people, you’ll be able to help to reduce it before it impacts your entire team.

Let your employees know you understand how they feel. Remind them that you’re there for them and work to motivate them. The mind is a powerful thing, if they work to eliminate negative self-talk it can decrease their stress. It’s easy to see the glass is half empty rather than half full. Encourage them to think positive. Let them know how you feel, too. Be transparent. Tell them if you’re also scared or worried. Share some of your own stressors. This builds trust with employees faster than anything.

It’s never too late to adjust your leadership style to better support your employees. Try new things with your team and see what works. As a leader, it’s important to be the support system your people need. Communicate with them often. Hear them out. Share your own tips for reducing stress and fear.

Any small victories you make that reinforce your leadership commitments will help you build trust with your employees and customers. When your team believes in where you’re going, what you’re committed to and what you’re doing, they’ll follow you.

Author Bonnie Monych                                                                                              25/06/2020

Adapted by Peter-John Saal

How to Give Constructive Feedback to Your Colleagues


Giving and receiving constructive feedback is hard. Even the best managers struggle to give constructive feedback.

The good news is that there are ways to make this easier and also more effective and productive for all team members. 

Giving the right constructive feedback will help your team members get better, both on a personal and professional level. With the right approach, you can create a fantastic team capable of achieving major goals while improving their productivity and efficiency and creating a great team atmosphere. 

Constructive feedback is feedback that aims to support individuals by identifying the team member’s weaknesses, developing a plan to help them overcome those weaknesses, and providing support to change these undesirable behaviors.

Since the purpose of it is to develop the individual personally and professionally, constructive feedback is positive in nature.

Knowing the benefits of constructive feedback is great. But understanding and framing the necessity of constructive feedback is even better.

Most employees don’t want to hear constructive feedback.

Constructive feedback is like a game where you receive feedback immediately after you do something because you need to know if the behavior in the game is making your character stronger or not. 

If it does, you continue that behavior. If it doesn’t, you receive constructive feedback from the game in various formats.

Everyone loves this about games because it lets you immediately know what you need to work on to grow. And you need to start thinking about your team in the same manner. 

In other words, make constructive feedback seem like a game to your team members where they will need to hear constructive feedback and be able to attain new “levels” and skills. This can be done via promotions or recognition systems where workers need to improve to get a reward. 

Giving constructive feedback will help develop everyone on your team and help your organization accomplish its goals. 

Author Sophia Li (TinyPlus Blog)                                                                             04/06/2020

Adapted by Peter-John Saal



There are all kinds of reasons to start working remotely, from reduced commute time to fending off a global pandemic. It’s the latter that’s caused much of today’s workforce to experiment with remote work for the first time over the past several months but even when this ongoing health crisis is over, the benefits of working from home won’t be ignored. This means it’s likely that many employees will opt to permanently work remotely.

Several months into the crisis, it’s still a learning process but the HR industry collectively has demonstrated impressive efficacy in easing this shift of Remote work.

Traditional onboarding is all about helping your employee settle into the office. It includes an office tour, many handshakes and a lesson on how to use the coffee maker. But with remote work, these onboarding tactics are no longer relevant; instead managers must set new logistical challenges.

The days are gone of walking to your colleague’s desk and congratulating them on a job well done. In a post-COVID-19 world where a significantly larger portion of the workforce is remote, recognition will mostly be virtual. With an employee recognition platform, this transition is more than feasible for the future of human resources, but it’s critical HR leaders be thoughtful about program design.

It’s become clearer than ever that in order to succeed at work, mental and physical health are a must. In light of the lessons learned from COVID-19, leaders shaping the future of human resources should prepare to bring their company’s mental health initiatives on par with efforts to support physical health. That means access to virtual therapy, a library of mental health resources, and checking in with employees to ensure their needs are met.

HR needs to make a concerted effort to virtually build bonds between colleagues. These efforts should include a variety of virtual team-building activities.

COVID-19 means the future of human resources doesn’t look the way anyone thought it was going to, and that can be admittedly hard to accept.


Author Katerina Mery (Fond Blog)                                                                 02/06/2020


Adapted by Peter-John Saal