11Jan

As we head into a brand new yr at work (welcome again, by the best way!) it’s a time of renewed optimism for what workplaces will be—what makes them not simply operate, however thrive. 

After the pandemic-fueled rollercoaster of the final three years, worker connection stays a necessary ingredient to make that occur. In gentle of this, acknowledging find out how to proceed to point out up for the guts of any group—its individuals—takes middle stage.

In a Gartner survey of over 800 CHROs and HR leaders on their priorities and challenges for 2023, 47% responded they’ll prioritize worker expertise—and worker recognition performs a vital function. Staff are much more clear concerning the significance of their office expertise and being acknowledged as an entire individual, not solely a employee; the identical Gartner analysis revealed a whopping 82% need a “person-first expertise” of their office. 

So how are firms rising to satisfy their staff the place they’re, with a office expertise that delivers on their wants whereas taking into consideration who they’re exterior of labor? 

Based in 2016, San Diego, California-based MANSCAPED®—now a number one world males’s way of life and grooming shopper model utilized by over 7 million, and identified for his or her cheeky adverts with movie star spokespeople like Pete Davidson—determined to take their worker recognition to the following degree by rooting it in firm core values awards. They wanted a rewards platform that match their tradition: an lively, socially linked staff that was nonetheless struggling to remain linked when places of work closed and groups grew to become distributed virtually in a single day. 

With the assistance of Blueboard, MANSCAPED navigated the challenges of transferring to a hybrid distant office—with worker rewards that champion their individuals for who they’re at work with customized experiences that commemorate who they’re exterior of it.

Hybrid office connection 101: Embrace company-wide worker recognition with core values awards.

“When MANSCAPED began out, the corporate had 20-50 staff within the San Diego workplace, explains Sam Sperlich, Senior HR Coordinator at MANSCAPED. “Our speedy development and tradition was constructed off of the chemistry of in-person connection. Planning events for birthdays, having fun with catered meals, and “watercooler” moments had been all a part of our wonderful tradition. However we questioned: how will we hold that going now that we’re distant?”

The corporate holds biweekly all-hands conferences the place alternating departments current on present tasks and targets, with Kahoot quizzes sprinkled all through to maintain issues fascinating and introduce a little bit of spontaneity into the workday. However regardless of these efforts, the corporate knew it wanted to lift (and hold) worker morale, satisfaction, retention, recruitment, and engagement excessive. 

Based mostly on suggestions from a collection of worker surveys, MANSCAPED management developed inner and management core values to offer staff one thing to really rally round. Then, they started to consider alternatives to emphasise and construct on firm core values. 

A key discovering from MANSCAPED’s core values surveys ? Worker recognition was essential to the worker expertise. 

The HR staff, and management, knew there was a possibility to rejoice the exhausting work of staff, however felt it was essential to have a recognition program that catered to every particular person winner’s preferences. “We had been actively making an attempt to determine who we had been as an organization, our core values—and we wished to solidify the ‘why’ behind our tradition,” says Sam of the method main as much as partnering with Blueboard. 

Designing an equitable worker recognition program that rewards staff members with selection–and an opportunity to pursue their passions.

For MANSCAPED founder and CEO, Paul Tran, Blueboard spot rewards instantly felt in alignment with the corporate, and their core values had been comparable. Plus, the experiences supplied had been extra pandemic-proof than different recognition platforms. In the long run, empowering MANSCAPED staff with the autonomy to choose what expertise rewards resonate finest with them gained the day. 

Consciousness is essential for any new inner program. Figuring out this, MANSCAPED’s HR staff labored with the Blueboard Implementation staff to design and develop a rollout plan for this new values-driven spot program. 

To begin, Blueboard created a customized program touchdown web page with their program particulars: what to anticipate and a sneak peek on the rewards to win. This touchdown web page is a pivotal a part of socializing this system internally at MANSCAPED and to construct pleasure for the staff to submit nominations (and to win!). 

MANSCAPED's employee recognition and rewards program landing page, where employees can learn more about the program and Blueboard experiences.
MANSCAPED’s worker recognition and rewards program touchdown web page, the place staff can study extra about this system and Blueboard experiences.

MANSCAPED determined to launch two recurring recognition applications, powered by Blueboard rewards:

  • Legendary Chief Highlight Award: Acknowledges leaders who embody the corporate management pillars: Unite, By no means Divide, Lead With Empathy, Take Possession, Be Humble and Be Nimble.
  • Exemplary Worker  Highlight Award: Acknowledges those that exemplify company-wide  core values: Accountable, Genuine, Collaborative, Enjoyable, Humble, Inclusive, and Progressive (three staff in every spherical, each different month)

Staff can submit nominees for each awards by an automatic survey that goes out each different month (per their program cadence). MANSCAPED runs this survey by their HRIS.

As a result of fairness is a precedence at MANSCAPED, the HR staff works to remove as a lot bias within the nomination and choice course of as potential. Any figuring out data is eliminated (an thought from their management staff!). The choice committee—made up of the President, CEO, and VP of HR—then chooses the winners based mostly on the solutions to survey questions and different nomination standards.

Creating GRAMMY-worthy hype (and conserving engagement excessive) with firm values-driven worker rewards.

A key issue within the continued success of MANSCAPED’s worker recognition program: taking devoted time to rejoice their spot recognition winners. “We don’t simply tack on the announcement to an present all-hands. Our spot recognition program will get its personal house and time,” shares Sam. 

In awards-show style, the finalists are requested to organize a speech, including a contact of glamor to the entire course of. And, for folk that aren’t snug with public talking, the HR staff gladly takes on singing their praises.

As an added bonus, and to maximise the influence of the award, MANSCAPED encourages winners to take a day without work to get pleasure from their expertise (a really helpful finest follow to ensure the expertise, and the recollections, are the main target for workers). 

After the inner announcement of the Highlight Awards, Legendary Management and Exemplary Worker reward winners get pleasure from a public acknowledgement for his or her efforts on MANSCAPED’s LinkedIn web page.

The reactions and suggestions from MANSCAPED staff are a testomony to the thoughtfulness and element that went into this system design from day one. These core values awards are integral to the corporate tradition MANSCAPED cultivates. From the start, the HR staff’s due diligence is a mannequin for find out how to create an worker recognition program that really resonates with staff’ totally different pursuits and at any degree inside the staff. 

‍Get the complete story of how MANSCAPED retains their groups engaged and residing their core values with an worker recognition program constructed to reconnect individuals to their objective and passions, uncover new ones, and take a look at new experiences.