Reward your Most Valuable Emplotyees with Custom Employee Gifts
Custom Rewards for your Treasured Employees

To smart companies, good workers are as valuable as gold.
The buzzword among head honchos everywhere is Employee Lifetime Value, or ELTV.
This is the concept that employees are assets to companies—not expenses.

It stems from the white paper, Employee Lifetime Value: The Critical Companion to Customer Lifetime Value, which was co-sponsored by the Performance Improvement Council of the Incentive Marketing Association. “The idea that customers produce lifetime value to a company has been studied intensively. However, the potential value of employees to their employers is just now being quantified,” says Karen Renk, CAE, executive director of the Incentive Marketing Association. “When employees are seen totally as a cost, companies are justifiably inclined to focus on reducing that cost instead of investing in it.”

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If companies are switching their mindsets about workers, talk to managers and HR personnel about how they can show employees they’re valued using promotional products. After all, promotional products can reward performance, recognize milestones, welcome new workers and inspire greater achievements. “We continue to see significant activity acknowledging that employees are value creators for organizations. More and more organizations realize that in addition to recognizing their top performers, they must build a culture of collaboration and recognition across all employees,” says Jerry Klein, a member of the Performance Improvement Council.

Don’t let good employees become star performers for someone else—show appreciation for their work with well-chosen promotional products.

Source: Incentive Marketing Association
Promotional Product Ideas by http://www.gallantgifts.com/
or Call 1-800-GALLANT for a Custom Employee Gift Presentation

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Another Important Employee Incentive – Flexible-Time Arrangements

The No. 1 reason employees bail is inflexible work arrangements.

Here are six steps to create a better work/life balance at your company.
1. Find your fit. Alternative work arrangements must make sense for the organization and its clients. The position should be suitable for an alternative work arrangement and the employee must have demonstrated that he or she can manage the flexibility.

2. Focus on retention. Look at the big picture: individual satisfaction. If you want high levels of employee satisfaction, you must recognize the overlap between life and work.

3. Invest in communication. Employees and managers should have clear expectations for the new role. For flexible work arrangements to be effective, both parties must have a commitment to honest, two-way feedback.

4. Secure C-suite buy-in. Support from the CEO and management team shows employees that the organization will do what it takes to make sure they’re satisfied and successful in their jobs.

5. Equip employees. Employees will need specific technology (think laptops, cell phones and PDAs) to do their jobs effectively, stay engaged with their team and be monitored by managers.

6. Withhold value judgments. Some company cultures look down on employees who work nontraditional hours, viewing them as lazy, uncommitted or lacking in direction. However, a flexible work schedule isn’t wrong and it isn’t a reflection of a person’s competency or dedication.

Source: Workforce Management
Promotional Product Ideas by http://www.gallantgifts.com/
or Call 1-800-GALLANT for a Custom Eco Friendly Promotional Presentation