The Preferred Employee Reward: Reward Card Programs Make Sense

FAST. FLEXIBLE. SIMPLE. Customize a Reward Card for an Effective Employee Reward.

If you are searching for the perfect employee reward, opt for the fast, flexible and simple choice—a MasterCard® Reward Card. A MasterCard Reward Card is an ideal incentive and recognition vehicle for acknowledging your employees for specific achievements and underscoring your appreciation for a job well done. With a MasterCard Reward Card, recipients enjoy the flexibility to reward themselves in their favorite fashion—with merchandise, services, travel, entertainment and much more to choose from; card recipients will enjoy selecting their favorite rewards from more than 32 million merchant locations worldwide.

While saying “thank you” is a popular use for a MasterCard Reward Card, cards can serve a variety of employee reward purposes. A great return on investment is created by using a reward card as an incentive tool for motivating and engaging employees while showing them how much their contributions are appreciated.

A well-crafted and strategic incentive program will yield maximum benefits, as it is important to target specific corporate objectives for any employee reward program to be successful. JNR Incorporated specializes in creating effective incentive programs that feature a reward card as the vehicle for inspiring and acknowledging great effort. Additionally, the ability to customize an employee reward card allows you to underscore your company’s brand message by including your company logo. The customization process is simple, seamless and has a quick turn-around. Ask us for a complimentary consultation to discuss how a MasterCard Reward Card can drive human performance within your organization.

Melissa Arce,
Marketing Assistant at JNR Incorporated.

Why Do I Still Work Here?

Does Your Corporate Culture Foster Employee Retention?

I had the good fortune to celebrate my 14 year anniversary with JNR Incorporated last month. It was a time for celebration, but also for reflection. As someone who works for an organization that specializes in human performance, I found myself thinking about what it was, specifically, that made me keep coming back day in and day out, year in and year out, instead of peeking over the fence at those proverbial greener pastures.

As sappy as it may sound, the fact remains that I love my job today as much as I did the day it began. Don’t get me wrong—this doesn’t mean that every day is idyllic, or that frustrations and challenges don’t arise regularly. But overall, I’m happy with where I am for one simple reason: I feel that my job loves me as much as I love it. I say this for a number of reasons, most of which relate to my sense of worth, purpose and, in Maslow’s world of psychology, “self actualization”.

  • There is a collaborative environment in our office and I feel like I’m part of a team. Our corporate leaders understand that nothing great can be achieved in a vacuum and they encourage dialogue and foster a culture of sharing. My suggestions are given thoughtful consideration and I’m encouraged to float new ideas up the chain of command, so this makes me feel valued.
  • I have sufficient authority and tools to get my job done. My higher ups have extremely high expectations of me, but they realize that in order to meet their expectations, I need support and resources. I’m given autonomy to produce results, but I am held accountable for my performance. My compensation goes hand-in-glove with my achievements.
  • I feel valued and trusted. Big picture corporate goals are shared with me regularly, and it gives me a sense of purpose and pride to be a part of something bigger than my daily tasks. I can tell that my work is important to the success of my company and that it is appreciated. I know this due to regular communication, and through recognition and reward programs that acknowledge achievement.
  • I’m encouraged to take an active interest in my career path and growth plan. This is important, because it puts me in the driver’s seat for my own development. My company is invested in my success, but they challenge me to be equally—if not more—invested in my own success. In other words, I’m not a passive participant in my future. The onus rests with me to grow, but my efforts are encouraged and supported.
  • My work is challenging and interesting. While every position comes with a certain amount of routine or repetition, my responsibilities match my skills and interests. At the same time, I am empowered to stretch myself…I like having the freedom to reach just beyond my comfort zone so that I can keep things interesting.

Apparently, I’m not alone in needing to have these factors present. According to the Society for Human Resource Management1, employee retention and job satisfaction rest heavily on intangibles like those mentioned above. SHRM cites the following key contributors to an individual’s decision to remain with a company:

  • Job satisfaction
  • Quality of the employee—supervisor relationship
  • Role clarity
  • Job design
  • Workgroup cohesion

(And here I thought I was so unique!)

If you are an employer struggling with employee turnover or if you sense a lack of employee engagement within your organization, feel free to contact me at mdales@jnrcorp.com for some thought starters. If you are an employee looking for some suggestions to float by your upper management, I would love to hear from you as well. Here’s wishing you many years of happiness and fulfillment within your company.

Maria Dales,
Vice President, Creative Services for JNR Incorporated.
She celebrated her 14 year anniversary with JNR on February 2 of this year.

1. Society for Human Resource Management –
http://www.shrm.org/ManagingforEmployeeRetention,
2/27/12.