When it comes to making moves up the career ladder, the size of a potential employer can play a crucial part in people’s decisions.
Bigger companies usually offer better in-work benefits packages and more defined career options that their small and medium-sized counterparts. Plus, working for a big brand or world-renown business can add value to your CV, too.
Large businesses also tend to offer more on-job training and a defined structure. If you’re just starting out in the world of work, getting your foot in the door of a multi-national business might just be the boost you’re looking for to kick-start you career.
So far, so good then - big businesses are the place to be. But whilst there are numerous positives to working for a large business, there are some pretty big disadvantages that can make the experience all a little underwhelming…
SMALL FISH, HUGE POND
Whereas small businesses can give their employees more freedom and a degree of power in their roles, working at a large multi-national can sometimes feel like the exact opposite.
Multi-levelled and multi-structured companies might hinder simple requests or prevent work ever being completed and employees may simply feel like they’re a small cog in a vast machine.
Want to ask IT for some help with updating or fixing your malfunctioning computer? Well, you can’t just go and ask them I’m afraid as they’re based in another office. You’ll need to raise an online ticket for that. Which you can’t access because your machine isn’t working… Joy!
It can also sometimes be all-too-easy for employees to simply become ‘part of the process’; where they’re continually contributing towards a massive end-result without any real input or engagement with the goals of the business.
Not seeing the fruits of hard work can be really disheartening for those who really like to see the impact they make in the workplace. This sense of being lost or insignificant can be a huge factor in employee disengagement and contribute to high staff turnover.
Luckily, these problems can have relatively simple solutions.
NEVER TOO BIG TO CARE
Recognising and rewarding hard-working employees is a key part of a positive company culture – regardless of whether you’re fresh to market or a multi-national conglomerate. If workers are going above and beyond the call of duty for a business, have shown unwavering loyalty or are living a company’s vision and values, it’s only right they’re recognised accordingly.
For large organisations however, it can sometimes be difficult to recognise or reward employees for a job well done without simply resorting to infrequent bonuses. And offering more money may not solve the problem, either. Wage rises may be gratefully received by an employee, but they won’t solve the underlying issue of being disengaged.
This is where large organisations need an effective recognition and reward strategy to engage and retain their best, hard-working employees.
Here’s 7 things you should remember when planning an effective employee recognition strategy for a large business:
1. ASK THEM WHAT THEY WANT!
Yup, simply asking the question about what staff would find most engaging can often be overlooked by larger organisations; but taking the time to talk to employees and asking them what kind of recognition they’d both appreciate and engage with is one of the most effective ways of building a rewarding workplace culture.
Creating a staff survey is the easiest way to do this, and there are plenty of free online survey platforms out there which can help, too.
If you already offer recognition or rewards, perhaps use a staff survey to check if they’re still doing their intended job, or if they could do with an overhaul.
2. ALIGN EMPLOYEE RECOGNITION & REWARDS WITH YOUR COMPANY’S CULTURE AND VALUES
Aligning your employee rewards and recognition with your company’s culture and values will have an impact on increasing engagement. It can also positively influence cultural change by sending out important messages about the value of employee contributions.
Taking this approach means you can remove a workforce’s feeling of being lost in the ether or, worse still, simply being a cog in the machine.
By acknowledging and rewarding the positive behaviours they bring, you’ll be empowering your employees to bring your company’s values to the forefront of everything they do.
3. MAKE THE CRITERIA FOR REWARDS ACCESSIBLE AND EASY TO UNDERSTAND
Perhaps the most common barrier to rewarding staff is actually knowing when an employee deserves recognition or a reward! Any recognition or rewards programme should have clear and accessible criteria for staff, with equal opportunities for all team members to aspire to.
Don’t just include your rewards programme in job descriptions or contracts; make your rewards criteria accessible on your internal networks, via regular email communications, or even go old-school by posting them on internal notice boards!
The more your staff know about and fully understand how they can be recognised or rewarded for going above and beyond in their roles, the more likely they’ll be to engage.
4. HARNESS THE POWER OF SOCIAL
People love to share the good stuff in their lives, their opinions and recommendations to things they like, so using social media platforms can be a great way to share the good stuff your employees are doing and share how they’ve been recognised for their efforts.
This not only shows employees they are valued and worth posting about, but also highlights the organisation as a place where hard work is recognised. This is not just great for retaining staff, but also for attracting them, too.
5. ENCOURAGE PEER-TO-PEER RECOGNITION
It shouldn’t just be down to team managers or senior staff members to recognise the efforts of employees. Encouraging peer-to-peer recognition creates a culture where people are recognised and appreciated for the every-day amazing things they do.
The best part about peer-to-peer recognition is that it doesn’t just have to involve work-related tasks. It can recognise the people who make every-day life that little more enjoyable; from making sure everyone’s got a hot cup of tea every morning, to staying late to help with an urgent task.
These are the little aspects of positive behaviour that can often be missed in a large company but can make a huge difference to the happiness of an entire workforce.
6. CONSIDER EXPERIENTIAL REWARDS FOR THOSE GOING ABOVE AND BEYOND
For those who deserve more than just recognition, staff rewards often work best if they improve the quality of life for the recipient.
Whilst cash bonuses have their merits, their appeal can be quickly devalued if they’re given as part of regular wages and are gobbled up by regular household bills.
Cashless and experiential rewards have a far deeper value than monetary-based rewards.
Rewarding staff with time away from work to spend with friends or family, or perhaps a couple of cinema tickets to enjoy the latest blockbuster gives an experience that is longer-lasting and can be valued more by the recipient.
7. INVEST IN AN EFFECTIVE RECOGNITION PLATFORM
Finally, an effective rewards platform can help large businesses make the act of recognition and rewarding a seamless and engaging experience for all.
An employee recognition platform should allow users to nominate, celebrate and appreciate all the positive behaviours and actions of employees and colleagues.
In a large company, it’s all too-easy for the little things to be missed day-to-day, but with a rewards platform, the small acts that make life in the workplace more enjoyable for all can be…. Yup, recognised!
When introduced as part of an overarching rewards and recognition strategy, a rewards platform can help to create and support a workplace culture where people are recognised and appreciated for not just their work; but for the added positive values and behaviours they bring to your organisation.
LEADING BY EXAMPLE
Recognition and reward programmes have a huge part to play in business growth, staff retention, attraction... Basically, all the really good stuff that can help a large organisation thrive.
Still not convinced? Then check out how we helped Siemens roll out their own rewards and recognition programme and the results in our case study. You can check it out here or via the link below!