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Is Your Employee Rewards Program Mobile-First?

A Mobile-First Approach Is Modern and It’s a Great Incentive for Your Employees
Tuesday, June 26, 2018

Employee Recognition

The world is developing extremely quickly, due in large part to rapidly developing technology. As it develops, new ideas are being formed and people are discovering new, better ways to do things. The development of technology has changed the way things are done in the business world, and technology has made it more important than ever to build relationships with your customers as well as your employees. You have to run Loyalty Programs to sustain customer relationships, and you have to be willing to give Employee Rewards to your team members that act as incentives for a higher level of commitment to their work.

This article will explain why your Employee Rewards Program should be mobile-first. We will start by shedding more light on the idea behind the term "mobile-first" and how it relates to reward programs.

What Are Mobile-First Incentive Rewards

Mobile-first, in this context, basically refers to engineering your efforts relating to marketing, design, and other relevant aspects to prioritize the optimization for mobile before desktop. In recent years, more internet users are reaching for their mobile devices to surf the web, as opposed to using laptops or desktops. This means that if a business were going to build a mobile-first website, for instance, they must ensure that the design of the website on a mobile device is adequate before they worry about what the desktop version looks like. Knowing that they will have more mobile users than desktop users, this makes perfect sense. Consequently, mobile-first incentive rewards refer to reward or loyalty programs that are set up by a company to reward customer loyalty, build customer relationships, or reward employee performance. Now, how do all of these tie in with Employee Rewards?

Benefits of Mobile-First Employee Incentives

Employee Rewards Programs are very important in any business environment. The recognition that employees get from them serves as motivation and consequently improves engagement and productivity. When you set up rewards such as these, your employees will want to work hard for you to win whatever the program has in store for them, and your business will reap the benefits. Regarding your Employee Reward Program, there are various reasons why it needs to be mobile-first. More and more millennials are entering the workforce, and even the older generations are becoming more tech savvy. If you hope to successfully involve the majority of your working staff in your Employee Rewards Program, then you must place the rewards on a platform that is constantly used and easily accessible to the people that you have created it for. The advent of cloud computing means that employees can access your rewards remotely on their mobile phone. Additionally, a mobile-first approach can make the entire process more fun than any other alternatives. There are gamification ideas that you can come up with to serve as extra motivation for the employees to get involved via a mobile platform. Apart from the healthy competition going on in the company, employees can get excited about the prospect of "digging" for hidden rewards in a gamified system. Basically, a mobile-first approach is the modern way to go, and it's a great incentive for your employees.

Knowing that mobile is the best way to go is one thing, but implementing it is another. One very affordable and effective way to implement mobile-first Employee Incentives in a strategic and efficient manner is via platforms like Online Rewards. If you want to create a program your employees will actually use, check us out.

Employee Engagement in Today’s Healthcare Industry

Attracting, Motivating, and Retaining Key Talent
Friday, June 15, 2018

Employee Engagement

Introduction

It has long been known that a reasonable salary is a baseline for attracting, motivating, and retaining key talent in healthcare. However, once you have passed the necessary benchmark of offering a competitive salary and essential benefits, how do you continue to engage and retain your most valuable employees? Observations into the potential impact of recent and future shifts in the US healthcare industry may offer some insight into this question.

Employee Engagement in Today's Healthcare Industry

A recent New York Times article asks a form of the following question: Would a shift to a single-payer healthcare system cause an industry-impacting financial burden upon physicians and other healthcare staff? Exploration of this question sparks a discussion that brings us back to the overall question of: What motivates healthcare employees?

When answering the question about the ramifications of gradual financial burdens upon healthcare employees, the article states, "...research on the determinants of human well-being suggests that the answer to this question is also somewhat surprising. That’s partly because the long-run link between money and happiness is complex, but also because salary is only one determinant of the satisfaction people derive from their jobs." This is reinforcement of the aforementioned observation about competitive salary being only the baseline for employee satisfaction. But if not solely salary, what else drives employee engagement in the healthcare industry?

The Hierarchy of Needs

In order to visualize what motivates employees, it can help us to think back to a long-taught behavioral psychology concept: Maslow’s Hierarchy of Needs from A Theory of Human Motivation. Maslow's hierarchy starts with the bottom of the pyramid representing our most basic needs in a category called "survival" (food, water, shelter, etc.). The pyramid continues to represent other categories of needs that we long for, all the way up to the top: self-actualization. The below chart can help to visualize how these needs fit in with employee engagement in the workplace (Figure 1.). Once you have an understanding of where these needs fall in relation to your current employee engagement practices, you can begin to consider some strategies to meet them.

Customer Loyalty

Figure 1

Modernizing Recognition in Healthcare

Modern medicine is a practice that dates back to Hippocrates, the well-known revolutionizer of medical practices in ancient Greece. Since his advancements in the field, there have been countless invaluable advancements leading up to where we are today. Progress in medicine is, by nature, a scientific process. This means that sometimes hospitals continue to follow processes and procedures that may seem dated to society as a whole. One area that is often slowest to keep pace with the modern world, is that of employee recognition. Many hospitals still implement recognition programs that solely focus on years of service awards. While these important milestones can and should continue to be celebrated, in today’s world it is important to implement a unified and modern employee recognition strategy that enables managers and peers to recognize healthcare workers for performance-related achievements, not only tenure. Programs like this will lead to a more engaged workforce, which will in turn lead to tangible results for your healthcare organization.

The Impact of Patient Satisfaction

Healthcare workers belong to an industry that offers some of the most intrinsically fulfilling professions. The direct impact healthcare employees have on the lives of people every day can be immensely rewarding, but also incredibly challenging. Recognition of healthcare achievements is vital to keeping your employees engaged and patients satisfied. In a past article we have discussed Gallup's findings that hospitals with highly engaged employees reach 10% higher scores on HCAHPS surveys. The same study found that these hospitals enjoyed 21% higher profitability. It is clear that modern recognition practices lead to higher engagement scores for both employees and patients.

Conclusion

Healthcare is a demanding profession. Physicians, nurses, and employees of all backgrounds in healthcare face demanding, high-stakes work on a daily basis. In order to achieve the highest level of performance from these invaluable employees, it is vital to first, meet their most basic needs; second, understand what motivates them; third, implement an engagement strategy that addresses their needs; and fourth, monitor and measure your results.

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