Using Our Employee Engagement App to Improve Company Culture

Kazoo’s award-winning employee engagement app brings your employee experience to wherever your employees may be. It takes the power of our Employee Engagement platform from the desktop onto the smartphone, so employees can access your company’s employee engagement software from home, on the road, at their desks – or even at night before they go to bed.

As an employee engagement app or on a desktop, the Kazoo employee experience platform is a powerful tool for improving company culture. According to third-party research, it offers these benefits:

 

  • Improved Employee Engagement
  • Better Performance on Company Goals
  • Lower Turnover
  • Higher Participation in Corporate Programs
  • Limited Administration Time

 

 

How do we deliver this? By offering a platform that builds employees’ sense of connection, meaning, impact, and appreciation into their everyday jobs. Real-time peer-to-peer recognition, core value reinforcement, and meaningful rewards create a culture that invites employees to engage.

Our CEO loves Kazoo because it’s so popular – employees rave about it all the time.

Evergreen Home Loans

About Kazoo’s Employee Engagement App

employee engagement app

The Kazoo mobile apps for iOS and Android give users access to Kazoo’s powerful employee experience platform whenever and wherever they want to use it. The apps bring the power of peer-to-peer recognition to everyone in the organization, whether they’re in the office, working from home, traveling, or in the field. With Kazoo mobile, employees can easily recognize – and be recognized by – their peers for making a difference on the job.

Now, the good things that happen at work don’t have to stay at work.
Although the app is available for free download, your company must purchase the Kazoo platform for employees to use the app. Get a demo of the platform today.


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Employee Engagement Software

Kazoo’s Employee Experience Platform is a powerful employee engagement software tool. Delivered on the desktop and in an easy to use employee engagement app – it meets employees where they are.

Our platform includes:

  • Real-time social recognition feed
  • Peer-to-peer recognition
  • Meaningful rewards and experiences
  • Surveys that give employees a voice
  • Powerful insights to drive company performance
  • Behavior Bonus encourages performance-oriented behavior
  • Increased connection and collaboration

WIth automated administrative functions, reward fulfillment, and integrations with most common business software packages, the Kazoo platform is an easy-to-use method for building not just engagement — but also company performance.

Because the same employee engagement software platform is available as both a desktop and mobile employee engagement app, it unites remote and global users.

My favorite thing is how it brings the company together. We have global offices, but this unifies the employee base like nothing else we have.

Promethean World

Improve Employee Engagement

The Kazoo employee engagement app creates an engagement-friendly company culture.

Why? Because it’s designed to create an employee experience that encourages employees to engage. It builds the four pillars that are most critical to employee engagement: connection, meaning, impact, and appreciation. How?

  • Peer-to-peer recognition increases connection between employees and encourages collaboration.
  • Real-time feedback on a public activity feed shows employees when their work is having an impact.
  • Tying each piece of recognition to a company core value shows employees that their work has meaning.
  • Frequent recognition enhanced by rewards points gives employees a sense of appreciation.

We expected to get 600 pieces of recognition in the first quarter, but we got 6,000. Our recognition volume today is the same as the first day we implemented Kazoo.

Baker Victory Services

Employee Engagement Communications

Kazoo’s platform works best when employees are recognizing each other. Which they do! The hundreds of thousands of employees using our platform use it at one of the highest rates of any business software platform.

Additionally, the employee engagement app also serves as a powerful employee engagement communications tool. You can engage remote, field, or offline employees within the app in several ways:

  • Each piece of recognition communicates what employees are doing well.
  • Core values tied to each piece of recognition underline the things most important to your company.
  • Send alerts through the platform to let employees know about urgent or timely events.
  • Use Behavior Bonus to let employees know which behaviors are most important to your company.
  • Surveys and Nominations and Awards allow you to collect valuable feedback from your employees every day.

Employee Engagement Tracking

Measuring employee engagement can be tricky.

Some companies measure engagement with an annual or bi-annual survey. This is an excellent start, but doesn’t always give actionable data. Nor does it alert you if there is a sudden change in engagement in between surveys.

The Kazoo employee engagement app and software platform offer multiple ways for you to track employee engagement levels.

Engaged employees are more likely to engage with the platform. You can see recognition trends in real-time on the Insights panel. You can see which core values or behavior bonuses are being tagged the most, and which employees are sending the most recognition.

Our Surveys functionality offers a preprogrammed set of questions so you can measure engagement with a click of a button. It also offers a quick single question survey or poll so that you can check the pulse of your organization in real-time.

Behavior Bonus redemptions show whether employees are engaged and interested in the activities and behaviors you most want to promote.

It’s brilliantly simple, yet ingenious the way that you can pull data, stats, and just about any numbers that you would care about. Simply brilliant. This is an awesome product.

MXM

Get a demo today to see how you can bring the power of the Kazoo Employee Experience Platform into your work today.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

Looking for employee recruitment and employee retention tips?

You’re not alone. Today’s tight talent market is causing employers to vie for skilled workers.

Research shows that nearly 1 in 4 employees will switch jobs in 2018 and 45% of employers are having trouble finding employees with the skills they need for their open jobs.


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This is creating a true war for talent. Recruiters are regularly contacting your talented employees with new opportunities. Employee retention and recruitment strategies have never been more crucial to business success. Effective employee recruitment tips have never been more needed.

How do you retain your top talent? Invest in a culture that makes employees want to stay.

A Culture of Employee Retention

What kind of culture boosts employee retention?

Our guide – Recruit, Retain, Reward – Winning the War for Talent includes research of more than 850 employees. Respondents said that the four pillars of the Employee Experience –– meaning (71%), connection (66%), impact (67%) and appreciation (74%) –– affected how long they would stay in a job.

Appreciation and connection are particularly important. Over one-third of these employees left jobs because they didn’t feel appreciated or connected with their team or manager. Additionally, more than half of employees stated that they had left jobs because they didn’t see an opportunity for growth.

employee retention

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Employee Retention Tips

So, how exactly do you build these pillars into a culture of retention? Focus on a high-quality employee experience rich in growth opportunities.

Here are tips for doing just that:

  • Train managers to have regular one-on-ones where they help employees set goals and review progress so employees can see their ongoing growth and accomplishments.
  • Reward employees for organic, on-the-job learning and growth. Give them opportunities to build their skillset.
  • Invest in employee-designed, team-building activities.
  • Create and communicate a clear set of corporate values.
  • Use an employee experience platform to create a culture rich in the four pillars of the employee experience.

To get more ideas for recruiting employees or using rewards to build a positive employee experience, get our new guide, Recruit, Retain, Reward: Winning the War for Talent.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

employee experience surveyAre you looking to retain top talent, boost productivity or improve your employer brand? It may be time to implement an employee experience survey.

The employee experience is critical to business success. Research by Jacob Morgan shows that companies that invest in their employee experience have more than 4 times the profit and twice the annual revenue of those that don’t. He’s also found that Glassdoor and LinkedIn ratings, recognition for innovation, and listings on the customer satisfaction lists all increase for companies that invest in their employee experience.


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Why the Employee Experience Survey?

If you can’t measure it, you can’t improve it.

Peter Drucker, management expert


How do you measure your employee experience? You can look at side effects: turnover, how many users are engaged with an employee experience platform, absenteeism or participation in corporate programs or events.

But these won’t tell you what you need to do to improve your employee experience.

An employee experience survey is a clear way to measure the quality of your employee experience and give valuable data on where you can change.

Building an Employee Experience Survey

Our research has shown that the quality of the employee experience is determined by four pillars of connection, meaning, impact and appreciation.

Yet, it can be difficult to directly embed these four pillars into an employee experience survey. In our research for the Employee Experience Optimized, we found ten Culture Building Blocks that support these four pillars. Each one is directly linked to having a better employee experience.

As a bonus, they are easily measurable and lend themselves to an employee experience survey:

  • Sense of pride for what the company does and stands for
  • Positive, trusting relationships with managers
  • Strong, positive relationships between team members
  • Regular feedback on and appreciation for day-to-day work
  • Clear understanding of company and team goals
  • Opportunities for professional growth and continued learning
  • Knowledge of how individual work makes a difference in company or team success
  • Flexibility to meet demands of personal and professional life
  • Swift and transparent company-wide communication
  • Opportunities for ownership, creativity, and innovation at work

At Kazoo, we believe it is important to make it easy for out customers to use and create a regular employee experience survey. So, we’ve already preprogrammed many of these questions into the Surveys portion of our Kazoo Employee Experience Platform.

Request a demo today to see how you can start measuring and improving your company’s employee experience.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request

employee incentive programs that build work life balanceMost employee incentive programs aren’t designed with work-life balance in mind. Generally, employee incentives are focused more on building employee performance or employee engagement. However, all three of these are highly connected.

Surveys have shown that taking a week of vacation boosts employees’ engagement and drive to perform. A study of UK consultants showed that having predictable, required time off built productivity and team performance. Work-life balance also affects employee retention and recruitment: a growing number of job seekers are searching for jobs with better work-life balance and more flexibility. On top of that, 39% of employees in a Robert Half study stated they thought it was their company’s job to provide that work-life balance.

Supporting employees’ work-life balance goes beyond a work from home or flex time policy. There are times when shift work has to be covered. Employees may need to collaborate in the office. Sometimes supporting work-life balance involves finding ways to help employees get the most out of their time off work.

Whether your employees have to be onsite or work flexibly across over the globe – adding rewards that build work-life balance into your employee incentive programs is a ripe opportunity.

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Work-Life Balance Ideas for Employee Incentive Programs

Nearly all employee incentive programs include some kind of employee rewards. Here are some reward ideas that may help your employees get more out of their time off of work so they can bring more into the time that they’re on the clock.

  • First choice of shift. For employees who do shift work, give a top performer the first choice of shifts for a given month.
  • Extra time off. Let employees schedule a half-day or long lunch hour with no explanation required.
  • Hire a cleaning service. Reward employees with a coupon for a cleaning service to free up their free time.
  • Get dinner delivered. Offer coupons for food delivery or a pre-prep food service as part of your employee incentive programs.
  • Time off to volunteer. Build engagement by letting employees earn a few hours off to do volunteer work.
  • Shift switcher. Let employees help each other out by giving a reward for covering someone else’s shift in an emergency.

Want more ideas for your employee incentive programs? Get a demo today of how the Kazoo employee experience platform can amplify your employee engagement efforts.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

employee award ideasWhen it comes to employee awards, many companies are in the same boat. Despite offering employee award ideas like “Employee of the Month” or “Highest Safety Record,” employee engagement surveys and exit interviews show that employees don’t feel recognized or appreciated enough.

You’re spending time and money on an employee award program – but it doesn’t seem to be building the engagement that you need.

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There is a better way. Employee award ideas that tie into a bigger employee experience work better. Awards that build a sense of connection, meaning, impact, and appreciation will pay off in higher employee engagement.

4 Engagement-Boosting Employee Award Ideas

Tie employee awards to a spontaneous employee recognition program. Often, employee awards can turn into a popularity contest, or make employees who didn’t receive an award feel left out. If you use a recognition program that lets employees get recognized for their day-to-day good work, then giving awards for bigger trends or patterns of behavior will be more meaningful.

Core value-based awards. Your company has core values. Offering public awards to employees who have lived out those values sends a clear message to everyone in the company about what you consider important. SHRM has found that recognition tied to core values has more value than recognition sent on its own.

KPI-based awards. Similar to core-value based awards, recognize employees who have a pattern of delivering on core KPI’s – best service record, safety reports, or highest sales.

Team-specific awards. Not all awards programs have to be company-wide. Build a sense of fun by getting employees on your team to nominate each other for “best hair” or “most likely to log in while on vacation.” A moment of lighthearted fun can measure true engagement, but also build a sense of on-the-job camaraderie. Gallup has shown that having friends at work builds engagement.

Want more ideas for great company awards? Or to be able to get more impact with less management time for your existing awards program? Get a demo of the Kazoo employee experience platform to see how it can help.

About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

Survey after survey shows: employees (particularly millenials and Gen Z) want meaning in their jobs. It’s a key pillar of an employee experience that encourages employee engagement. A high-quality employee recognition program can be a key tool to building day-to-day meaning.

How do we know that meaning matters? Our research in the Employee Experience Quantified shows that when employees have a sense of meaning, they are more likely to stay longer in their jobs, work harder, deliver a better customer experience, be more innovative — and generally deliver on key performance indicators.

But we aren’t alone — a 2016 Cone Communications study showed that 64% of millennials consider a company’s social and environmental commitments when they decide where to work.

employee recognition program

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Building Meaning Into Your Employee Recognition Program

Here are 5 tips for using an employee recognition program or employee recognition software to build meaning into your company’s day-to-day experience.

  1. Make real-time, peer-to-peer recognition a part of your employee recognition program. The simple act of telling a coworker that they did something well empowers employees in their jobs. They get a sense of contributing to the company’s overall purpose by stating what mattered. On top of that, being able to give recognition to others is a chance to give back in small ways every day.
  2. Recognize the day-to-day, not just big efforts. Making recognition part of the daily activity of your company helps employees see that their everyday work has meaning — not just the big heroic efforts.
  3. Include company core values in your employee recognition program. Social responsibility starts on the inside of a company. Living by a set of core values shows a basic level of corporate citizenship. Having daily recognition tied to core values both shows the meaning of the action that’s getting recognized and reinforces core values. An added bonus? Core values make your employee recognition program more effective. A SHRM study showed that 67% of companies that do values-based recognition see that their employee recognition program helps them meet financial goals, vs. only 41% who didn’t.
  4. Offer “pay it forward” rewards as part of your employee recognition program. Offer employees the chance to do a directed donation, take time to volunteer, or choose a charity that the company will support in exchange for getting recognized. These pro-social bonuses are a great motivator for employees — but also build a sense of company meaning.
  5. Use employee recognition software to manage your employee recognition program. Real-time recognition has to be easy, or it won’t happen. An easy-to-use employee recognition software package makes recognition an automatic part of your culture. According to a 3rd party research study, KazooOur customers save, on average, a week of administrative time each month on their employee recognition programs.

For more ideas on building a sense of meaning in your company, get tips in the Employee Experience Optimized.

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About Kazoo
Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request.

employee satisfactionMany companies today conduct employee satisfaction or employee engagement surveys. Some do an annual or bi-annual survey. Others do regular spot surveys.

Frequently, companies learn that their employee satisfaction rating isn’t as high as they’d like it to be. But they might not know what to do to improve it. Here are four best practices to get meaningful information from employee satisfaction surveys and boost employee engagement in the process.

Act on the Feedback from Employee Satisfaction Surveys

The first key to using surveys to boost employee engagement is to let employees know that you are taking actions based on their feedback. After all, if an employee is going to take the time to give you feedback in a survey, they want to know that it matters.

Taking the time to make an action plan and share it with employees shows them that they do have an impact on company direction and that their ideas matter. That alone is enough to improve their employee experience.

Set a Regular Cadence for Surveys

Many companies have started using spot surveys to do a quick check on employee satisfaction or poll employees to get feedback on bigger decisions. If surveys come in too often, it’s very easy for employees to get “survey fatigue.”

Instead, set a regular time to send out surveys so employees know what to expect and how long they will be expected to spend on a survey. This single step can boost participation in employee satisfaction surveys.

Use an Net Promoter Score

It’s hard to fix what you can’t measure. Many businesses collect net promoter scores (NPS) from their customers to measure how well they’re doing on customer satisfaction. This is a rating showing how many of their customers would recommend or refer them to someone else. Similarly, you can get a concrete rating of employee satisfaction by asking your employees if they would recommend that friends or colleagues work at your company.

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Offer a Spot Bonus for Taking the Survey

As an incentive to get employees to take an employee satisfaction survey, try offering a spot bonus for taking it. Baker Victory Services used this tactic and improved survey participation dramatically.

Employee engagement is a substantial benefit for companies today. Engaged, satisfied employees offer better customer service, stay at their jobs longer, and perform better. Using surveys well is one tool towards increased employee engagement.

About Kazoo:

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There has never been a greater need for successful employee retention strategies than there is today.

According to LinkedIn, the U.S. is short 1.4 million professionals with soft skills. Employees who have these skills, such as communication, persistence and curiosity – are often going to turn into your top performers. They are in hot demand right now.

And what’s the number one thing that matters to these professionals? LinkedIn’s research and our own agree: Culture matters most. LinkedIn’s latest workplace study found that 70% of professionals in the U.S. today would not work at a leading company if it meant they had to tolerate a bad workplace culture. So much so, that people would rather put up with lower pay (65%) and forego a fancy title (26%) than deal with a bad workplace environment.

Clearly, the most effective employee retention strategies must focus on company culture.

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Employee Retention Strategies

Building culture isn’t about ping pong tables and having a barista in the office. While these kinds of perks may be nice, they aren’t going to affect retention (and if they do – would those employees be the right fit?).

Ultimately, effective employee retention strategies must focus on building a sense of connection, meaning, impact, and appreciation (the four pillars of the employee experience). Our research for the Employee Experience Quantified showed that all but 2.5% of employees said that each of these four pillars affected how long they stay in their jobs.

So, how do you build these into your company? Here are a few unexpected employee retention strategies:

  • Communicate core values clearly and often. Employees connect more to companies that have, and live out their core values.
  • Encourage employees to recognize and reward one another. This builds connections between employees and gives a stronger sense of appreciation, but also, ultimately increases employee performance.
  • Help employees set and achieve clear goals that are tied to company goals. Having clear goals helps employees see the impact that their work has on the company as a whole. Plus, Gallup has shown that employees who strongly agree that they can link their goals to the organization’s goals are 3.5 times more likely to be engaged.
  • Make appreciation a regular occurence. Employees like to be appreciated. But doing a once a year appreciation doesn’t build the day-to-day sense of being valued that will keep an employee with your company.
  • Would you like more culture-based employee retention strategies? Get our Quick Tips guide for building a great Employee Experience.

    Employee Retention Strategies

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Companies don’t usually start out of the gate with a toxic company culture. Over time, with market changes, company changes, and leadership changes – company culture may turn toxic without you noticing. Suddenly, departments are hoarding information, coworkers don’t want to help each other out, and people don’t want to come into work in the morning.

Leaving a toxic company culture to fester isn’t going to do you any favors. And make no mistake: having a toxic company culture costs you money. It creates turnover costs, difficulty in recruiting, employees who are unmotivated and less productive, and negatively impacts your customer experience.

Improving a Toxic Company Culture

Whether you have a toxic company culture, or just want to improve your basically good one – here are 4 tips for improving company culture:

    1. Set a standard of respect through clearly communicated and demonstrated core values.Our research for the Employee Experience Optimized showed that 91% of employees whose leadership regularly lived up to the company’s core values had an excellent employee experience vs. only 41% of those that didn’t.How can leadership live out those values? A few ways include making sure all new hires exhibit those values, publicly recognize employees who act according to them, possibly saying good-bye to staff members that aren’t in line with them, and regularly communicating those values to your employees.

      Introducing a set of core values that show employees what it means to treat each other with respect – and then publicly acting on those values – is a big step towards turning around a toxic culture.

    2. Encourage peer-to-peer recognitionPeer-to-peer employee recognition can transform an office. When coworkers are expected to recognize each others’ great work — and get rewarded for doing that recognition — teams bond together.One study shows that enabling teammates to recognize and reward each other clearly boosts team productivity more than just rewarding employees directly with an individual cash bonus for great work.
    3. Practice continuous feedbackThe old model of employee feedback — the annual review — can create a toxic culture in and of itself.In today’s world, employees want to have an impact on their company and a voice in how they are treated. The annual review was often a one-way conversation about performance, setting annual goals that may not matter in a month given the pace of change that companies face today.

      To avoid creating toxic culture, ask your managers to start being employee coaches and have regular one-on-one meetings with their employees to review goals and performance. You also may want to take pulse surveys to get regular feedback on employee thoughts – and then act on what you hear.

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  1. Offer Transparent CommunicationWhen employees work in a company led by open, honest leadership – it’s hard to have toxic culture. Of course, no company or executive can share every detail every program, but the more that you have the difficult conversations or share a vision about company direction, the more employees can see their own role in company growth.

For more ideas on creating a great employee experience that leaves no room for toxic culture, get The Employee Experience Optimized.

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employee rewardsMost companies have employee rewards programs. They may be formal – like an annual or quarterly bonus tied to meeting performance objectives. Or they may be informal – like a stack of gift cards in a manager’s drawer.

The problem is that these traditional, monetary-based employee rewards don’t actually motivate employees. The London School of Economics reviewed 51 different studies and found that financial incentives not only fail to encourage employees to perform – they can even demotivate employees.

On top of that, poorly planned employee rewards can ruin your company culture. “Over-reliance on pay and promotion as motivators leads to an organizational culture that is very transactional and disengaged,” says Susan David, co-director of the Harvard/McLean Institute of Coaching.

Does that mean employee rewards aren’t worth doing? Not at all.

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5 Tips for Meaningful Employee Rewards

  1. Recognition is a reward itself

    Employees like to get recognized for their work. A thank you for a specific action often makes employees motivated to do more of that specific action. Making it public amplifies its effect. Making regular recognition part of your employee rewards program is critical for its success.

  2. Tie rewards to recognition

    Rewards can amplify the impact of recognition. Tying rewards to spontaneous recognition means that it’s always unexpected. And that unexpected reward has far more impact than one that an employee has come to believe that they “deserve.”

  3. Let employees choose their own reward

    Simply put, employee rewards that aren’t meaningful aren’t motivating. For example, you might inadvertently give a coupon to a fancy fish restaurant to someone allergic to seafood. Or movie tickets to a new parent who struggles to find a babysitter.

    Instead, offer a catalog of reward ideas as part of your employee rewards program. This way, employees can choose rewards that are meaningful and matter to them.

  4. Offer non-cash experiences in the mix

    Instead of relying on the annual bonus or a gift card, offer employees the opportunity to have an experience as a reward. Perhaps a happy hour for their team, or the chance to get extra time off. These experiences often resonate more with employees than a gift card or more stuff.

  5. Let employees reward each other

    Studies have shown that when employees can reward each other – the whole team’s performance goes up. Plus, it takes the burden of an employee reward program off management and puts it in the hands of employees.

For more ideas on setting up motivating employee rewards, get our guide on Rewards and Recognition Systems that Work.

About Kazoo:

Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. As a dominant force in the HCM market with an industry-leading retention rate, Kazoo partners with more than 400 global organizations to build high-performance cultures and engaged workforces. Founded in 2013, Kazoo continues to revolutionize the employee experience with its platform based on the science of motivation, rewards, and recognition. To request a demo, visit info.kazoohr.com/demo-request