Boost Your Workforce: Creative Incentives that Go Beyond Paychecks
Emily Abe • February 21, 2024
Boost Your Employee Incentives That Go Beyond the Paycheck!
Today's employees crave more than just a paycheck. They seek meaning, purpose, and a sense of balance in their lives. Enter creative incentives, a powerful tool to attract, motivate, and engage your workforce, leading to increased success and a happier work environment.
Let's explore three unique ideas:
1. Paid Volunteer Time: Give Back, Get Back
Studies show a growing desire for paid volunteer time among employees. It's a win-win:
- Employees: Give back to causes they care about, fostering a sense of purpose and work-life balance.
- Organization: Showcases your commitment to social responsibility and employee well-being, attracting top talent and boosting community involvement.
2. Amazon Wish List Surprise: Unwrap Motivation
This cost-effective incentive adds a personal touch:
- Onboarding: Have new employees create an Amazon wish list.
- Goals & Milestones: Set achievable targets for rewards.
- Surprise & Delight: Upon achieving a goal, surprise them with an item from their list – delivered to their home or, even better, personally wrapped with a "thank you" on their desk.
3. Summer Fridays: Early Weekend, Happy Employees
Combat burnout and boost morale with Summer Fridays:
- Reduced Workweek: Employees who finish their tasks by 3 PM on Fridays can enjoy an early start to their weekend.
- Proven Benefits: Lower absenteeism and turnover – happy, well-rested employees are less likely to miss work or leave.
Remember:
- Tailor incentives to your workforce: Consider demographics, interests, and company culture.
- Clear communication: Communicate expectations and guidelines for each incentive program clearly.
- Track and measure: Monitor the impact of incentives on employee engagement, retention, and productivity.
By implementing these creative approaches, you can invest in your employees, fostering a culture of engagement, purpose, and well-being, ultimately leading to a more successful and positive workplace for everyone.
Hiring your first employee is a major milestone in your business journey—and it’s exciting! But let’s be honest: it can also be a little nerve-wracking. Between legal steps, payroll decisions, and writing your first job post, it’s easy to feel overwhelmed. At Thistle HR Consulting , I specialize in helping small businesses like yours navigate these moments with clarity and confidence. Whether you're bringing on a full-time team member or just someone to help lighten the load, these are my Top 5 “What-to-Do’s” before and after you make the hire. 1. Get Legally Set Up to Hire Before you post the job or even talk to candidates, make sure your business is legally prepared to employ someone. Checklist: Apply for an EIN (Employer Identification Number) Set up workers’ compensation insurance Ensure you're complying with federal and state labor laws Choose a payroll system or provider 💡 Thistle Tip: Starting off on the right side of compliance saves you costly missteps later. We can help walk you through every setup step. 2. Write a Realistic, Clear Job Description A job description isn’t just a hiring tool—it’s the foundation for managing expectations, measuring success, and aligning responsibilities. Ask yourself: What tasks will they own? What are the core hours? What does success look like? 💡 Thistle Tip: Be transparent. If they’ll be doing a bit of everything (as many first hires do), call that out clearly. 3. Don’t Skip the Onboarding A strong start leads to strong performance. Onboarding sets the tone for how your new employee feels about your company—and about you as a leader. Simple onboarding plan: Welcome email or first-day checklist Introductions and training schedule Access to tools and systems A few quick wins for their first week 💡 Thistle Tip: You don’t need a huge training manual. Just a bit of structure and thoughtfulness goes a long way. 4. Document Everything As a first-time employer, documentation protects you and builds trust with your employee. Start with: A clear offer letter Signed job description Company policies (time off, conduct, etc.) Any benefits info—even if it's just PTO 💡 Thistle Tip: Need a starter employee handbook? I've got you covered with customizable, small-business-friendly solutions. 5. Plan to Check In—Early and Often Don’t wait until there’s a problem. Set check-in points at 30, 60, and 90 days to see how things are going and make sure expectations are aligned. Try asking: What's working well for you? Any tools or info you still need? Is the role what you expected? 💡 Thistle Tip: These conversations don’t have to be formal—but they should be consistent. They’re key to building trust and long-term success. I'm happy to help with this process as well! You Don’t Have to DIY Your HR Hiring your first employee is a huge leap—and I'm here to make it smoother. From compliance setup to onboarding and beyond, Thistle HR Consulting helps small businesses build smart HR foundations that grow with them. Let’s take “figure it out yourself” off your to-do list. I'm ready when you are. 📬 Emily@thistlehr.com 🌐 www.thistlehr.com
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