Ultimate Software and Kronos are now Ultimate Kronos Group.
Ultimate Software   Kronos   PeopleDoc

Products
Back
HR Service Delivery
Employee Experience
Employee Case Management
Back
Process Automation
Advanced Analytics
Employee File Management
Back
Advanced Document Generation
Advanced Analytics
Employee Surveys

See how HR Service Delivery completes your tech stack

Get the Fosway Group Report
Solutions
Back
Ensure HR Business Continuity
Power HR Shared Services
Accelerate Employee Onboarding
HR’s Role in Mergers and Acquisitions
Navigate Global HR Compliance

Take Care of Your Employees and Minimize Business Disruptions

Download the Business Continuity Overview
Services
Back
Implementation
Learning I/O
Standard Care
Customer Success Services
HR Compliance Assist

See How PeopleDoc Customers Remain in Compliance Globally

Learn More About HR Compliance Assist
Customers
Partners
Resources
Back
Blog
Resource Center

Ready to switch from paper to digital employee files?

Get the guide
Company
Back
About Us
Why Us?

Everything HR Needs to Deliver Better Employee Service

Learn more about HR Service Delivery Solutions
Support
Contact
Careers
Language
Back
Deutsch
Nederlands
English / US
English / UK
Español
Français

Envision PeopleDoc for Your Team

Try it now
How to build a culture of appreciation
Blog Feature Subscribe
Tim Sackett

By: Tim Sackett on February 22nd, 2018

Print/Save as PDF

How to build a culture of appreciation

Employee Experience  |  Talent and Culture

Est. Read Time: 3 min.

This post is the tenth in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here.

 

According to recent research, employees deliver better customer service when they feel appreciated. This comes as no surprise when we consider the link between a positive employee experience and an engaged workforce. Building a culture of appreciation can be an integral part of your E-Factor plan. However, showing appreciation isn’t the same as giving feedback. In this video, Tim Sackett explains the difference and discusses how to make a habit of showing appreciation. 

 

 

 

Ready to build your employee experience strategy?

Tim Sackett and HR leader Ryan Higginson-Scott from Optimizely explain what it takes to build an employee experience everyone wants to be a part of in the webinar, 7 Things HR Pros Should be Doing to Deliver a World-Class Employee Experience. 
Watch the Webinar
Watch the Webinar

You May Also Be Interested In:

Yes, You Can Measure Employee Experience. Here’s How.

Companies want to offer their customers an excellent experience. Part of doing that is offering employees an excellent experience. There are two reasons for this. In many industries, job candidates are also customers. An example is the person who loves dining at a restaurant and decides to apply for a bartender job there. The last thing organizations want to happen is to lose both a candidate and a customer at the same time. The second reason is that employees are responsible for delivering the customer experience. The way they do that is by having their own excellent experience. 

Read More

Does Your Organization Have an Employee Service Philosophy?

Most organizations have customer service philosophies. Examples include “Put yourself in your customers’ shoes” and “Put your customers’ needs first.” A customer service philosophy is defined as a group of shared principles that guide every customer interaction. Often, they are linked to the organizational mission, vision, and values. Customer service philosophies include references to honesty, respect, empathy, and making customers a priority.   In thinking about external customer service philosophies, it raises a question. Shouldn’t organizations also have an employee (aka internal customer) service philosophy?  

Read More

How 2020 Upended the Employee Experience Model As We Knew It

In a 2019 survey, Deloitte found that 84% of business and HR leaders viewed improving the employee experience (EX) as important—and 28% considered it urgent. In the pre-pandemic world, with low unemployment and rising turnover rates, providing a positive EX was an essential talent attraction and retention tool.    Then COVID-19 hit.  

Read More

About Tim Sackett

I’m a 20 year HR/Recruiting Talent Pro with a Master’s in HR and SPHR certification, currently residing in Lansing, MI. Currently the President at HRU Technical Resources – a $40M IT and Engineering contract staffing firm and RPO. Prior to joining HRU, I was the Director of Employment at Sparrow Health System, Regional HR and Staffing Director with Applebee’s Intl., Retail Health Recruiting Manager and Regional HR Mgr. with ShopKo Stores and Pamida respectively. I’ve split my career half between recruiting and half between HR generalist roles – also split half between the HR vendor community and Corporate America – So, I think I get it from both sides of the desk.