Identifying and creating a meaningful reward system for your team is often overcomplicated and overstressed. I won’t waste your time, so let’s get into it. The first step in making this a lasting effort is to wipe the slate clean. Audit your financials and determine what you’re currently spending that should be considered employee appreciation expense. We’re talking about staff lunches, Christmas bonuses, those random Starbucks runs, etc. Probably spending way more than you expected, right? We all love our team and would be lost without them. It’s so difficult not to want to give them the world.

Next step is to identify your new efforts/programs. The key is to avoid spending frivolously by throwing money at staff in ways they don’t value. Put your budget where it matters through a couple simple tips:

  • Survey your team. I like to ask a blanketed series of 10 questions. I like to ask the typical, “if you were the president for a day” type of questions but more importantly, I aim to pull out what they value most at our clinic. What are we doing that they value most? If it’s our family-like atmosphere, we’re going to have more potluck and maybe a family-inclusive Christmas dinner. From a cultural and appreciation standpoint, I want to ensure I’m continuing to fill that bucket.

  • I highly recommend conducting interviews with your team, post surveys. I use interviews such as these to garner opinions and ideas for culture shaping but from this standpoint, you’ll capture loads of creative ideas for new programs/ideas related to appreciation. Your team wants to be involved in this capacity. Let them.

  • Bang for your buck. Our entire leadership team has read (or received the book report) “The 5 Languages of Appreciation in the Workplace”. This fantastic book breaks down how to group your staff into 1 of 5 buckets related to how they value appreciation. Are they a gift giving or words of affirmation person? Do they value acts of service or quality time more? Literally create an excel book of your team and where they fall.

  • Power to the people….or the people who have the most impact. We’ve created a Meaningful Appreciation program with an assigned budget, that is managed by our Team Leads. They have the freedom to use funds assigned to the program as they see fit. If employee x had an outstanding week and the Team Lead wants to recognize their efforts, said Team Lead refers to our appreciation excel book to identify this individual’s “love language”. The appreciation effort is personalized to that specific person and their appreciation preference. For example, instead of buying a gift card for a quality time person, the Team Lead will take that induvial out to lunch.

The key in creating a meaningful appreciation system is to not silo yourself and expect standardization. Effective appreciation programs do not stem from blanketed efforts, rather meaningful and personal touches. Use the simple tips above to make your efforts more directed, impactful and long-lasting.

Cody Meier, MHA

DOO (Lexington Podiatry & Modern Podiatrist)