We think of rewards as part of the total compensation portfolio. Anderson's department meets with new managers within their first few days to review recognition programs and resources. We provide the overall framework, but we want celebrations to stay local. Managers even may design their own custom rewards program, he notes. New employees record for their file how they like to be rewarded, whether with time off, movie tickets, public recognition or other preferences.
Managers can refer to the list when someone has earned a pat on the back.
Those are names of real employees, honored with their own make-believe storefronts. Crew supervisors schedule update briefings in the early morning, at lunchtime and late afternoon to cover all shifts. Technology is both a boon and a challenge for communication, says Marcum. Employees also are surveyed annually by a third-party consultant. The survey seeks input on leadership, culture and processes, and management selects a few major findings to work on during the next year.