Successful companies recognize their most valuable assets as the people behind their success. In conceivably every business, there are people that deserve to be recognized for their contribution and loyalty. The relationship between an employee and their job within a company is as significant as the affiliation between a customer and their constancy to your brand. In short, engaged employees and loyal customers are the backbone of a business’s success.
During my job search, my goal was first to find an opportunity with a company where I felt my role would make an impact; I wanted to feel purpose. Joining All Star Incentive Marketing, that’s exactly what I got. We are much more than inspirational words on a website. As a reward and recognition company we practice what we preach. Before we pitch a new employee engagement program, it is tested on our very own employees.
When HR executives ask me how they can get “buy in” from their C-Suite brethren for new initiatives related to employee engagement I tell them to speak one truth to power “profitability”. I have not met a senior executive yet whose head did not turn when promised greater profitability, and that is exactly what HR professionals should be promising they can deliver with properly-built employee engagement programs. There is a positive correlation between employee engagement levels and corporate profits and they can prove it.
Eleven All Star employees volunteered their time to help support the United Way for their 2016 Day of Caring. See some of the great work they did below:
The journey into safety rewards and recognition never needs to be a blind one. Often times a potential client will come to us not knowing where to start. We know that there are specific costs associated with safety (in particular – accidents) including lost time, claims, administrative expenses, and more. The best thing to do is to evaluate the company’s current state of affairs relative to safety and that includes costs, incident rates, claims, training, recognition, committees, regular meetings, etc. The more in tune a company is with their overall safety strategy and culture the more likely they are to create a properly designed and effective safety reward and recognition program.