How to create an employee recognition program for your delivery staff?

How to create an employee recognition program for your delivery staff?

The impact of the internet on the everyday lives of people has grown beyond the concept of sending, seeking and sharing information online. Today, internet is widely used for performing a wide range of personal and commercial transactions. In addition to the customers and organizations involved in such transactions, there is another equally significant group of individuals associated with this process. This group comprises of the delivery staff that helps in bridging the gap between the customers placing the orders and the businesses fulfilling the same. Despite being an integral part of the workforce of an organization, most companies fail to reward and recognize the efforts of the delivery staff.

Gaining a better understanding of delivery staff profile

In order to develop an appropriate employee rewards program for its delivery staff, an organization first needs to understand them better. In most cases, the delivery staff comprises of youngsters in their early or mid-’20s, who are not too well educated. However, despite their limited academic knowledge, they are generally extremely tech-savvy and active on various mobile and social media apps. Most importantly, almost every member of the delivery staff is proficient in the use of different apps to keep track of the orders to be picked up and delivered by them. Being aware of these basic aspects of the professional profile of the delivery staff makes it easier for companies to reward and recognize them in the right manner.

Challenges of setting up a recognition program for delivery staff

When it comes to setting up an employee recognition program for their delivery staff, most organizations feel confused about what would work best. This is mainly due to the fact that the profile of these employees is significantly different and most of them do not seem to make any visible contribution towards the growth of the organization. However, such organizations fail to acknowledge the fact that without them, their products and services would not reach their customers in time and this would naturally impact their goodwill and credibility in the market. As such recognizing their efforts and dedication, in terms of ensuring great customer experience, is equally essential.

Tips for an effective recognition program

Given that the work profile of delivery staff is significantly different from other employees of an organization, the rewards and recognition programs developed for them need to be based on this important fact. Discussed below are a few effective tips that organizations can follow to come up with an effective recognition program to ensure better employee motivation of their delivery staff:

Reward them based on customer feedback

Organizations can set up a system to seek customer feedback about their interaction and experience with the delivery person. The organizations can request customers to answer a couple of questions specific to the behavior and attitude of the delivery person and even ask them to rate them on a fixed scale. Companies should set up a reward system to acknowledge the members of the delivery staff receiving constantly high ratings and generally good feedback at the end of each week or even fortnight.

Recognize them for their adherence to timelines

It is quite common for the members of the delivery staff to come up with different excuses for a delay in fulfilling a delivery order. In such a situation, it becomes essential for an organization to recognize the efforts and commitment of the staff members, who make it a point to deliver the products and services of the company on time, even against all odds. This helps in promoting the sense of responsibility and commitment among other delivery personnel and improves the overall efficiency of this group of the workforce.

Acknowledge behavior and personality traits

Most customers feel happy and satisfied upon interacting with delivery personnel, who are well-groomed and well-behaved. Receiving their orders from someone having a poor dressing sense, a shabby appearance and improper behavior and communication skills often leave the customers feeling angry and disappointed. That is why it is important for organizations to promote cleanliness, basic mannerism and even personality development among the members of its delivery staff. The best way to do so is by rewarding employees reflecting such qualities and thus ensuring enhanced customer satisfaction.

Use social media as a medium of appreciation

As mentioned before, a majority of members of the delivery staff are extremely active on mobile apps and social media. Hence using these platforms to acknowledge and appreciate their hard work and dedication can prove to be extremely effective in terms of enhancing employee engagement levels of the workforce. By posting a few words of praise for the delivery personnel or sharing the images of them being rewarded, companies can be sure of winning their loyalty and dedication in an effortless manner.

The members of the delivery staff form the foundation of the organization and need to be appreciated and rewarded for their dedication and commitment towards the organization just like other employees.

Motivating Blue Collar Employees – Using the Right Rewards and Recognition System

Motivating Blue Collar Employees – Using the Right Rewards and Recognition System

When it comes to employee motivation and engagement, most companies focus their efforts primarily on appeasing the white-collar members of their workforce. This is due to the fact that an effective white-collar support staff and management team is considered to be one of the most important facets of any business. Sadly, most organizations tend to overlook the fact that their blue-collared employees are equally important as they form the driving force of the company. These employees share the same need for appreciation and acknowledgment from their employers as their white-collar counterparts. Failure to do so is likely to affect their performance efficiency and productivity and hinder the smooth functioning and growth of a business.

What is meant by Blue-Collared Employees?

The workforce of an organization is comprised of different types of professionals specializing in various tasks and niches. However, the entire workforce can broadly be classified into two main categories namely white-collared and blue-collared employees. White-collar employees generally comprise of those members of the workforce who work in professional, supervisory, managerial and administrative roles within an organization. On the other hand, members of the workforce, who work in manual positions and use their hands to perform various tasks are classified as blue-collar employees. These employees are named so, as most of them are required to wear uniforms and coveralls along with protective gear. They generally include skilled workers employed in manufacturing, mining, construction and other such industries, tradespeople and even field officers and workers.

What hinders rewarding and recognizing Blue-Collar Employees?

One of the biggest hindrances in the way of rewarding and recognizing blue-collar employees is the traditional perception of them being inferior to white-collared employees. In fact, until quite recently, the members of the top management within organizations were of the opinion that white-collar workers were in greater need of motivation and engagement by virtue of their more responsible positions and higher education levels. They felt that the blue-collar employees did not have any such needs, especially since a majority of them are tied to union pay and benefits. However, the various employee surveys have made it clear that employees of both these categories have a similar craving for being rewarded and recognized for their hard work and efforts made towards organizational growth.

Creating a suitable Rewards and Recognition Program

The good news is that a majority of business organizations today are understanding the need to acknowledge and appreciate the performance and contribution of their blue-collared employees. However, since their employee motivation needs tend to differ considerably from the more sophisticated members of the workforce, companies need to do some thinking in order to create the best rewards and recognition programs for them. The four main types of rewards that can be considered by organizations to overcome this dilemma effectively are discussed below.

Tangible Rewards

Providing physically tangible rewards to blue-collar employees can go a long way in keeping them motivated and enhancing their engagement levels. Physical things such as gift baskets, company-branded gear, engraved tools and even embroidered vests for field staff can prove to be the most relevant and satisfactory rewards. In fact, handwritten notes of appreciation and gift cards are also highly preferred along with trophies and medallions as they help in sparking conversation and participation.

Monetary Awards

One traditional and highly successful method of acknowledging blue-collar employees is by offering them performance bonuses and a raise in salary. These monetary rewards are known to boost employee motivation levels significantly besides making the employees feel appropriately recognized for their hard work. More recently, other forms of monetary awards including paid lunches, floating holidays, gift cards for their favorite store or restaurant and company store vouchers have also gained much popularity.

Experience Awards

Providing an opportunity of once in a lifetime experience to blue-collar workers is also proving to be an effective way of rewarding them. Rewards like an invitation to company-sponsored events or enjoying a meal with the CEO or Chairman are often well appreciated especially by the employees operating at floor levels in factories. Other similar awards that are generally well-received include fully or partly paid vacations, a short sabbatical from work and special training and skill development that can help enhance the career growth of workers within this category.

Verbal Rewards

Even though most companies and managers no longer acknowledge it as a reward, a few words of praise still hold much value in terms of employee recognition. The very fact that their employers have chosen to single out the employees in a positive way makes them feel valued and appreciated. It assures them of the fact that their efforts and contribution towards organizational growth have not gone unnoticed. Facilitating a culture of peer-to-peer recognition among blue-collar workers can actually prove more beneficial than words of praise offered by line managers and executives.

The above discussion makes it quite clear that the organizations need to work proactively towards understanding job satisfaction and motivational needs of its blue-collar workers and fulfill the same.