1.Above and beyond recognition

Above and beyond recognition is quite simple, but simplicity doesn’t make it any less impactful.

Top performers who go above and beyond what is expected of them should be appreciated and recognized. It’s this type of outstanding behavior that leads to company innovation, customer satisfaction, and exceeding your goals time and time again.

Above and beyond work ethic is what’s keeping your team held together. These are the employees who go out of their way to fix a problem if they see one and will always go the extra mile to do their best work. Who doesn’t want a team full of employees like that?

The way you keep above and beyond employees and inspire more people to work this way is by recognizing people‘s efforts, which could come in the form of a simple message to bonuses to social acknowledgment.

2.Employee appreciation events

Appreciation events can recognize a team, a group of people or the entire company all at once.

You might hold a larger team-building event focused on development and teamwork, giving employees an opportunity to step away from their daily grind. Appreciation events can also be smaller in length, such as a breakfast, a catered lunch or a meal outside of the office at a local business.

Just be sure to ask your employees about their preferences. Do they have any dietary restrictions if the event includes food? Do they feel their workload allows them to take time away for a team-building session? Giving employees one more thing to do or an event to participate in isn’t a reward if their current workload isn’t reasonable.

3.Monetary awards

Monetary perks are simple but still valued by employees. Financial incentives are a huge motivator for people, especially employees who are trying to save, planning for a family or are already supporting loved ones.

Monetary awards may be desired by your employees, but financial rewards alone won’t give you all the benefits of a more comprehensive recognition program. Financial gain should never be your only form of recognition.

4.In-the-moment recognition

In-the-moment recognition doesn’t require a lot of planning and usually comes at no cost to the business. Get your team in the habit of sending small kudos, even in Slack, when an employee reaches a goal, exceeds expectations or helps another team member.

When employees are recognized right away for a job well done, they can feel good about their work immediately. Not all recognition needs a planning committee. A simple “Thank you for your hard work this week” or “Wow, you did a great job” or “Congrats on reaching your monthly goal” can go a long way in making a team member feel valued.

In-the-moment recognition can be public or private, depending on the preferences of the employee you are recognizing.

5.Public or social recognition

Public recognition congratulates or recognizes employees in front of their peers and superiors. Being told you did a good job in front of others, even if it’s just a quick shout-out at the beginning of a meeting, can give employees a sense of pride for what they’ve accomplished.

Other ideas for public recognition include awarding an employee of the month, sending praise in a team email, or acknowledging successes or milestones on social media.

6.Customer service awards

Customer service awards recognize outstanding achievement and customer satisfaction. Do your employees go out of their way to ensure your customer needs are met?

When you hear from a customer or client that they received excellent service or were delighted to work with one of your employees, be sure to acknowledge this praise. You might publicly thank them for their hard work, give them a small reward or acknowledge their progress in a one-on-one meeting.

7.Peer to peer recognition

Build trust and camaraderie with peer-to-peer recognition. Peer recognition programs encourage team members to join in on congratulating and recognizing the people they work with when they see a job well done or want to give thanks.

Having team members support each other in this way builds trust across the team and adds to a positive workplace culture. Team members aren’t competing; they’re working alongside each other, encouraging one another to do their best work because when one team member has a win, everyone does.

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Information provided by: HR Morning

Alternative HR is pleased to welcome back Tammy Loos, MSAS, SHRM-CP, PHR, HR Consultant, to their team!

Tammy worked with Alternative HR from 2019 through 2022, and then rejoined the firm in 2024. She has over 20 years of experience in human resources management. While she has experience working with clients in various industries, Tammy offers a high level of expertise within the financial services industry and non-profit sector. In addition to the practical experience that Tammy offers our clients each day, she also serves as an Instructor of Management with the Beacom School of Business at the University of South Dakota.

Tammy works with employers in both the public and private sectors, and is great at assessing workplace culture, and recognizing ways that organizations can significantly improve their communications, leadership and effectiveness.

Areas of Expertise:

• Employee Relations
• Leadership & Management Coaching
• Benefits Administration
• Staff & Management Training

Tammy has a an MSAS in Human Resources and a BS in Business Management from the University of South Dakota. She is certified by the Human Resource Institute (HRCI) as a Professional in Human Resources (PHR). Tammy is also a Certified Professional (CP) by the Society of Human Resource Management (SHRM).

Tammy is a past President of the Sioux Empire SHRM (SESHRM) Board of Directors, and a past President of the SD State SHRM Council. She also actively volunteers for Junior Achievement and the Center for Active Generations – BRIDGES program. 

Tammy can be reached at tloos@alternativehr.com

Alternative HR is pleased to welcome Trudy Billion, Ed.D., MBA, SHRM-SCP, SPHR, HR Consultant, to their team!

Trudy brings a wealth of experience in business and human resources including small business ownership. She has demonstrated expertise in analyzing and identifying organizational challenges and opportunities in order to develop strategies for success. Other strengths include strategic planning, change management, and program development.  

Trudy believes that employees want to work for organizations with a strong culture, where they will be challenged and developed. She considers her HR superpowers to be employee engagement, retention, and building high performing work teams. Trudy is a skillful recruiter and enjoys developing onboarding and other initiatives to improve the employee experience.

Throughout her career, Trudy has had a passion for training and development and currently serves as an instructor at the University of Sioux Falls teaching in the MBA and Doctorate in Leadership programs. Through the Society for Human Resource

Management, she also teaches a 10-week prep course for area HR professionals seeking certification in the field of human resources.

Areas of Expertise:

• Leadership Development & Coaching
• Organizational Effectiveness & Development

• Strategic Business Planning
• Employee Engagement & Retention
• Talent Acquisition
• Performance Management

Trudy has her Doctorate in Educational Administration & Leadership from the University of South Dakota. She also has a Master’s of Business Administration & Human Resources Management from Colorado Technical University as well as a BA in Economics from South Dakota State University. Trudy is also a Senior Certified Professional (SCP) by the Society of Human Resource Management (SHRM). She is also certified as a Senior Professional in Human Resources (SPHR) by the Human Resource Certification Institute. (HRCI)

Trudy is a member of the Sioux Empire Society for Human Resources Management (SESHRM) and enjoys volunteering in the community, including Junior Achievement. 

Trudy can be reached at tbillion@alternativehr.com.