Companies can benefit from rewarding employees with time off
Recognizing and rewarding employees is key to employee commitment and retention — and considering the same is true for work-life balance, the two seem a natural fit.
Although work-life should be a key part of your recognition and rewards program, balance shouldn’t be a reward for productivity. Integration does not mean using work-life balance as a “carrot,” something that is facilitated only as a bonus or result of performance or productivity. Rather, by integrating your recognition and rewards program with your work-life strategy both initiatives can be enriched and enhanced.
Life outside of work
One of the first things employees say they want from their employers is recognition that they have lives outside of work. Studies have shown that acknowledging people’s needs outside of work is one of the key drivers of employee commitment.
This acknowledgement can be in a formal work-life statement — “we are committed to assisting our employees achieve work-life balance” — but be prepared to back up those words with action or employees will leave or disengage. Employee satisfaction surveys and workplace research consistently find lack of recognition one of the most common reasons why people leave organizations.
The gift of time
The most valuable reward an employer can offer these days is time. Statistics Canada has found that more than half of Canadians 25 to 44 worry they don’t have enough time to spend with their family and friends, and 85 per cent of women and 79 per cent of men complained the weekdays are too short to accomplish what they need to do.
Time is at a premium. An offer of time off as a reward for a major accomplishment, a gift of an afternoon off or extended long weekend, and the ability to buy additional vacation days in lieu of cash bonuses goes a long way in decreasing the anxiety associated with severe time stress.
Allow control over time
In addition to concerns about lack of time, lack of control over time is also a major stressor in the workplace. The Conference Board of Canada has found that employees who experience a great deal of difficulty balancing work and family life miss four times the number of days as employees who feel they are able to balance.
To maximize potential gains from introducing control over working time, eliminate the barriers that keep employees from accessing the flexibility they need. For example, many organizations will extend compressed work weeks, job sharing or telework options for employees with young children, which leaves employees without family responsibilities ineligible and unappreciated. To ensure access flexibility substitute approval criteria based on employee need with a process consisting of a job assessment, task analysis and review of the employee’s flexibility proposal and work plan.
Don’t overlook the little things
Build in ways to show appreciation for the little things people do to contribute to creating a healthy workplace and recognize people that make a difference in the lives of their co-workers and colleagues. PanCanadian Energy in Calgary started the High Five program, a simple post card available to all employees to send notes of thanks or messages of a job well done. This popular program was originally designed so employees could cash in five $5 High Five Cards for a $25 cash bonus added directly to their paycheques, however in lieu of the cash many employees choose instead to post the cards in their work space to remind them that their fellow employees appreciate their efforts.
The Copper House, Husky Injection Molding System’s onsite child-care centre in Bolton, Ont., offers extended hours on Valentine’s Day to make it possible for Husky parents to enjoy a quiet dinner date without kids.
Work-life sensitive awards
When giving performance awards, give employees some choice — they may not be able to fully appreciate theater tickets or take advantage of a spot on the annual cruise if it causes major child-care or elder-care headaches. Consider family issues when planning events, offer to assist with childcare expenses, include options that don’t disrupt personal time and invite family members along. Consider giving health and wellness rewards such as a day at a spa, golf lessons or a family weekend retreat as alternatives.
Reward supportive managers
Tie performance bonuses for managers to employee satisfaction scores, low turnover rates or the work-life balance levels of employees, and not simply bottom-line results. Replace perfect attendance awards that penalize employees with family responsibilities, health issues or diverse cultural backgrounds, with employee contributions awards that recognize the variety of ways an employee can make positive and significant contribution to the organization.
Recognize family contributions to organizational success
When rewarding an employee for an outstanding contribution related to an important project that may have required travel or overtime, don’t forget to thank the family for their help. Acknowledge the disruptions to their routines and family life and show appreciation for the sacrifices they made to ensure the project was a success. One company going through an intensive growth period requiring long hours and weekend work prepared employee survival kits for under $450 each. The kits included restaurant gift certificates, a day of house cleaning, access to a grocery home delivery service, coupons to the local video store and a family movie pass. The kits were low cost but had high impact and encouraged the employees and their families to go the extra mile.
Nora Spinks is president of Work-Life Harmony Enterprises, an organization providing international leadership in the work-life field. Celia Moore co-ordinates the Executive Work-Life Roundtable, a national forum for HR professionals interested in work-life and well-being. They can be reached at [email protected] and [email protected] or 1-800-965-2414.
Although work-life should be a key part of your recognition and rewards program, balance shouldn’t be a reward for productivity. Integration does not mean using work-life balance as a “carrot,” something that is facilitated only as a bonus or result of performance or productivity. Rather, by integrating your recognition and rewards program with your work-life strategy both initiatives can be enriched and enhanced.
Life outside of work
One of the first things employees say they want from their employers is recognition that they have lives outside of work. Studies have shown that acknowledging people’s needs outside of work is one of the key drivers of employee commitment.
This acknowledgement can be in a formal work-life statement — “we are committed to assisting our employees achieve work-life balance” — but be prepared to back up those words with action or employees will leave or disengage. Employee satisfaction surveys and workplace research consistently find lack of recognition one of the most common reasons why people leave organizations.
The gift of time
The most valuable reward an employer can offer these days is time. Statistics Canada has found that more than half of Canadians 25 to 44 worry they don’t have enough time to spend with their family and friends, and 85 per cent of women and 79 per cent of men complained the weekdays are too short to accomplish what they need to do.
Time is at a premium. An offer of time off as a reward for a major accomplishment, a gift of an afternoon off or extended long weekend, and the ability to buy additional vacation days in lieu of cash bonuses goes a long way in decreasing the anxiety associated with severe time stress.
Allow control over time
In addition to concerns about lack of time, lack of control over time is also a major stressor in the workplace. The Conference Board of Canada has found that employees who experience a great deal of difficulty balancing work and family life miss four times the number of days as employees who feel they are able to balance.
To maximize potential gains from introducing control over working time, eliminate the barriers that keep employees from accessing the flexibility they need. For example, many organizations will extend compressed work weeks, job sharing or telework options for employees with young children, which leaves employees without family responsibilities ineligible and unappreciated. To ensure access flexibility substitute approval criteria based on employee need with a process consisting of a job assessment, task analysis and review of the employee’s flexibility proposal and work plan.
Don’t overlook the little things
Build in ways to show appreciation for the little things people do to contribute to creating a healthy workplace and recognize people that make a difference in the lives of their co-workers and colleagues. PanCanadian Energy in Calgary started the High Five program, a simple post card available to all employees to send notes of thanks or messages of a job well done. This popular program was originally designed so employees could cash in five $5 High Five Cards for a $25 cash bonus added directly to their paycheques, however in lieu of the cash many employees choose instead to post the cards in their work space to remind them that their fellow employees appreciate their efforts.
The Copper House, Husky Injection Molding System’s onsite child-care centre in Bolton, Ont., offers extended hours on Valentine’s Day to make it possible for Husky parents to enjoy a quiet dinner date without kids.
Work-life sensitive awards
When giving performance awards, give employees some choice — they may not be able to fully appreciate theater tickets or take advantage of a spot on the annual cruise if it causes major child-care or elder-care headaches. Consider family issues when planning events, offer to assist with childcare expenses, include options that don’t disrupt personal time and invite family members along. Consider giving health and wellness rewards such as a day at a spa, golf lessons or a family weekend retreat as alternatives.
Reward supportive managers
Tie performance bonuses for managers to employee satisfaction scores, low turnover rates or the work-life balance levels of employees, and not simply bottom-line results. Replace perfect attendance awards that penalize employees with family responsibilities, health issues or diverse cultural backgrounds, with employee contributions awards that recognize the variety of ways an employee can make positive and significant contribution to the organization.
Recognize family contributions to organizational success
When rewarding an employee for an outstanding contribution related to an important project that may have required travel or overtime, don’t forget to thank the family for their help. Acknowledge the disruptions to their routines and family life and show appreciation for the sacrifices they made to ensure the project was a success. One company going through an intensive growth period requiring long hours and weekend work prepared employee survival kits for under $450 each. The kits included restaurant gift certificates, a day of house cleaning, access to a grocery home delivery service, coupons to the local video store and a family movie pass. The kits were low cost but had high impact and encouraged the employees and their families to go the extra mile.
Nora Spinks is president of Work-Life Harmony Enterprises, an organization providing international leadership in the work-life field. Celia Moore co-ordinates the Executive Work-Life Roundtable, a national forum for HR professionals interested in work-life and well-being. They can be reached at [email protected] and [email protected] or 1-800-965-2414.
