Employee First Approach to Rewards and Recognition

Christopher Carson
February 29th, 2024
7 min read

A platform that stands out for its inclusivity, serving both traditional and untraditional office and frontline workers across any sector.

Our platform stands out for its inclusivity, serving both office and frontline workers across various sectors, such as manufacturing, automotive, retail, healthcare, and hospitality. We acknowledge the vital contribution of every role, from assistants to janitors and line workers, to a company's success. However, traditional recognition methods, primarily aimed at office personnel or those in sales and customer service through commissions, annual bonuses, or raises, often fail to maintain year-round motivation across the workforce. These methods may not fully address the diverse needs of all employees, particularly those in non-commission-based roles or those contributing behind the scenes, underscoring the necessity for a recognition model that is both inclusive and adaptable to motivate every team member.

Tenure bridges this divide by facilitating regular recognition, which has been shown to increase employee engagement by up to eightfold. Despite recommendations for weekly recognition, research, including a Gallup study, indicates that most employees seldom receive acknowledgment, at best quarterly or annually.

This scarcity of recognition disproportionately affects millennials and Gen Z, who seek more frequent feedback and recognition. Tenure is dedicated to reforming this scenario by ensuring all employees feel acknowledged, valued, and inspired throughout the year, thereby enhancing overall engagement and productivity.

How Easy to Use Tenure: 3 Easy Steps To Hyper-Personalized Rewards

At the heart of Tenure's success lies its ability to provide hyper-personalized rewards and recognition. The platform allows managers to acknowledge and appreciate individual contributions in a way that resonates with each employee. By tapping into this personalization aspect, companies can foster a culture of appreciation and strengthen the bond between employees and the organization. 

Employee Sets
Savings Priority
Employer / Manager Rewards Employee towards Savings Goal
Employee Achieves Savings and Celebrations Begin

The essence of Tenure’s product model lies in its simplicity and effectiveness. It’s designed to seamlessly integrate into any organizational workflow, providing a flexible and user-friendly platform for both employers and employees.

Tenure Recognition Model Explained 

The Tenure Recognition Model is designed to ensure that every employee clearly understands their role within the company, the collective goals, and the means by which companies can maintain motivation throughout their employee's journey. Here’s how it works:

  1. Role Clarity and Company Alignment: We initiate by helping employees grasp their position and its importance within the broader company context. This alignment with the company's mission and vision emphasizes shared objectives and how each role contributes to achieving them.

  2. Setting Shared Goals: Together, we identify and agree upon the goals that we aim to achieve as a team. This collaborative approach ensures everyone is working towards common milestones, fostering a sense of unity and purpose.

  3. Personalized Motivation Plans: Recognizing that motivation is highly individual, we encourage employees to communicate their unique drivers. This personal touch allows us to tailor recognition and rewards, ensuring they are meaningful and effective for each individual.

Through the Tenure Recognition Model, we create a work environment where employees are not only clear about their roles and shared goals but are also actively engaged and motivated by personalized incentives. This holistic approach ensures a cohesive, motivated workforce dedicated to mutual success.

Tenure Recognition Model in Action

Managers can efficiently implement Tenure's Recognition Model within their existing workflows by adhering to the following streamlined steps:

  • Calibration for Personalization and Equity: Managers review employees’ personal career objectives annually to ensure they are aligned with the company’s mission, vision and annual goals. It focuses on clearly defining employee outcomes that contribute to the company’s goals.
  • Employee Goal Setting: Employees outline their career ambitions and annual goals, aligning with the company's objectives. They then set their rewards with Tenure Rewards and Recognition system to be received upon meeting these goals, seamlessly integrating personal aspirations with organizational outcomes.
  • Equitable Recognition: Rewards and recognition are distributed impartially, based on genuine performance metrics and the accomplishment of both business and personal objectives.
  • Fulfillment and Celebration: Employees receive recognition with Tenure that not only acknowledges their achievements but also provides a motivational boost by contributing to their hyper-personalized reward, encouraging ongoing goal attainment. Rewards are commensurate with the effort and impact of their work.
  • Cultural Integration: From C-suite to front-line employees, a culture of appreciation is woven into the company’s fabric. This recognition culture permeates every workflow and process, fostering a universal ethos of recognition and gratitude.
How Tenure Compares

The prevailing rewards and recognition platforms in many organizations are a points to marketplace redemption or gift cards. This can foster a culture of immediate gratification through the redemption of points or gift card values for goods or services. This approach can encourage impulse spending, dissuade employees from adopting financial wellness habits leading to psychological ramifications. These platforms can often promote a cycle of spending that may not contribute to an employee's long-term financial well-being. As a result, employees might experience increased stress and anxiety due to accumulating debt, negatively affecting their overall quality of life and productivity at work.

Employers can give employees recognition by sending points to be redeemed in a company marketplace for gift cards, products/services, and company apparel. 
Employers give employees generic or impersonal gift cards to show appreciation.

Employer can give employees cash incentives towards hyper-personalized micro-rewards. 

Points-to-SpendSpending Model
Gift Card-to-Spend Spending Model
Cash-to-SaveFinancial Wellness Model

Tenure introduces an alternative model that shifts employees from a points-to-spend model to cash-to-save model, designed to encourage more thoughtful financial practices among employees. By enabling employees to allocate their rewards towards personal savings goals, such as funding a vacation or saving for retirement, Tenure embeds a learning component about the value of saving. While some of these objectives may involve spending, the process educates employees on financial planning and the importance of setting aside funds for specific purposes.

Moreover, Tenure's model emphasizes personalization and intrinsic motivation by allowing employees to set their individual savings goals. This aspect of the system is particularly impactful, as it caters to what truly matters to each employee, offering a more meaningful reward than the generic incentives provided by traditional models. The act of working towards these personalized goals can significantly enhance an employee's dopamine levels, a neurotransmitter associated with pleasure and satisfaction. This increase in dopamine not only boosts morale but can also lead to higher productivity levels, as employees feel more fulfilled and engaged in their work.

In essence, Tenure's innovative approach seeks to cultivate a culture of financial wellness within organizations. By shifting the focus from immediate consumption to long-term saving and personal fulfillment, Tenure aims to foster a more financially savvy and intrinsically motivated workforce, contributing to both individual well-being and organizational productivity.

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Christopher Carson
COO, Tenure