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Make a Positive Impact with People-First Recognition and Rewards.

It's not much of a secret that I love working at Craig Swapp & Associates, and one of my functions here is helping ensure that we're doing our best to make sure my fellow teammates love working here as well. "Chief Fun Officer" is kind of a joke title that I carry along with Marketing Director, but it's one that I take seriously. Shortly after I started as the Marketing Director, we brought internal marketing under our team's umbrella and really started to revamp the way we look at morale, ensuring that every team member feels heard, respected, and that their feedback means something. One of the tools that we use is Motivosity, both to gather anonymous feedback and suggestions as well give small monetary thanks to each other. We'd been using it before my time here but we really weren't using it to its full potential. We didn't have trust in the system nor in our execution of suggestions and feedback. That needed to change. Using the feedback received in Motivosity, we brought things in like a fully stocked break room, incentive trips, more team lunches, parties, etc. The obvious stuff. But we also brought in a recycling program. Stocked sanitary products. A typing contest. Things that are less obvious but are important for the people who asked for them. Stuff was simple to execute on and really a no-brainer if you were gathering and paying attention to said feedback. One of the measurable indicators for morale is the eNPS rating (employee Net Promotor Score, basically measuring how likely you are to refer family and friends to work here) and when I got here, it was low. Like single digit or even negative low. Now we have a score in the mid-60s, which is over 3x the average score in our industry on Motivosity. We strive to be the firm that people know, like, and trust in the community, and that extends to the people we work with as well. We've seen such cultural and morale improvements over the last year that Motivosity wanted to spotlight our successes in how we use the system. You can check out my full interview with Motivosity here in addition to this snippet attached: https://lnkd.in/gxpjtq3d It's an outstanding tool, and one that makes the job much easier for active and engaged leaders who want to make that meaningful change in their company culture. And it's helped us go from a good place to work to a truly outstanding place to work, and a place that I'm truly proud to be a part of.

Vibes don't get budgets approved. Numbers do. In Episode 2 of "How to gain respect from your c-suite," we hear from Matt D., CFO of Motivosity. Matt breaks down what finance leaders actually want to see when HR brings a recognition spend to the table. They want to know where every single dollar goes, what it costs when good people walk out the door, and how recognition ties back to retention, engagement, and the bottom line. The truth is, most CFOs aren't against investing in people. They're against investing without proof. Give them the data, connect it to turnover, and suddenly you're not asking for budget. You're saving the company money. Want your CFO to go to bat for your recognition program? Start speaking their language. 🎬 How to gain respect from your c-suite | Ask the CFO, Ep. 2 #EmployeeRecognition #CFO #HRLeadership #Retention #Motivosity #hr #hrcommunity #roi #leadership

Your CFO probably isn't in your culture conversations. And that's a problem. How to gain respect from your C-suite | Episode 1: Ask the CFO Companies with the strongest cultures are 5x more likely to have a CFO who actually cares about engagement. So we asked ours. Matt D., CFO at Motivosity, doesn't just review the budget. He's looking at eNPS by department every single month. Not because someone dragged him into it, but because the whole leadership team treats culture like a business priority. "It's naturally easy for me as a CFO to be engaged in that conversation." If your finance leaders aren't at the table when you're talking about people, you're leaving your best retention strategy on the floor. Follow Motivosity for more episodes of "How to gain respect from your C-suite" #EmployeeEngagement #CompanyCulture #CFO #HRLeadership #AskTheCFO #PeopleFirst #eNPS #HRcommunity #HR #peopleops

Your employee experience starts on day one. It doesn't stop there. From the welcome messages to the birthday celebrations to the "your patients love you" shoutouts from your manager, every moment matters. Sarah got recognized 72 times in her first year. Not because someone scheduled it. Because her team actually sees her. That's what recognition looks like when it's built for people, not programs. #recognition #hr #hrcommunity #healthcare #employeerecognition

Cake is great. Gift cards are nice. But ask employees what they actually remember years later, and it usually isn't the gift itself. It's on the spot shout out from their manager. The company-wide compliment from a teammate. The employee award nomination from a colleague. The best employee milestone gifts become part of a meaningful recognition moment that tells an employee, "We noticed what you've contributed, and we're glad you are here." #EmployeeMilestones #EmployeeRecognition #PeopleOps #HR #CompanyCulture