The ROI of deskless employee feedback

The ROI of deskless employee feedback

It’s a well-worn cliché for companies to claim that their employees are their most valuable asset. But are you actually harnessing the power of your employees? To do that, you need to have an employee feedback channel. 

Your deskless employees are at the forefront of your business. Maybe they’re on the frontline, dealing with customers. Maybe they’re directly producing your product. Maybe they’re cleaning your locations. Wherever they are, these employees have the real world, real-time insights that can drive sales, secure customer loyalty, and grow your business.

So: are you listening to upward feedback from your deskless employees? Or are you leaving this valuable asset untapped?

Here are 5 reasons you should make sure you’re seeking upward feedback from your deskless employees.

1. Address changing customer needs – in real time

Businesses invest millions of dollars in market research and customer insight surveys – without tapping into their key source of customer insights. Your frontline employees handle customer questions and feedback every day. Implementing strong upward feedback systems gives you a direct line to what your customers really care about.

Take fashion brand Zara. Fashion is a notoriously fast-paced and competitive environment. To stay ahead of the curve, Zara relies on their retail staff to share insights like customer requests, ideas for new cuts and styles, and even trends they identify by studying what customers wear as they shop. 

Brand strategist Martin Roll explains: “Zara employees are trained to listen, watch and be attentive to even the smallest seismographic signals from their customers, which can be an initial sign that a new trend is taking shape.”

The results? By gathering employee insights, Zara beats out the competition. Whereas competitors may take months to showcase a new style, Zara can have them on the shop floor in a matter of weeks. Using the signals from your employee feedback channels can help you take pole position in your market, anticipating new trends and meeting customer needs as they arise. And that means higher sales, better CX, and stronger customer loyalty. 

2. Empower your workforce to drive business outcomes

Empowering your deskless employees with upward feedback channels may also be the key to boosting your sales and growing your business. 

When you empower your employees and make them feel that their actions have a direct impact on the business, you can turn them into active ambassadors for your brand. A study from the Harvard Business Review showed that when frontline employees were empowered, there was a significant boost in business performance. According to the study, companies who invested in employee empowerment reported higher levels of customer satisfaction, service quality improvements, top-line growth, and boosts in market position. 

By empowering your employees to share their feedback, you create a virtuous circle. Creating a connection between the work your employees do and business outcomes encourages them to feel a sense of pride in their work. As you encourage frontline employees to develop new ways to boost customer satisfaction and brand loyalty, you make every location into a customer experience lab. And then by gathering that feedback and best practices, you can scale the most successful ideas across your business. The result? Your employees are engaged, and you’re seeing better business outcomes. 

This culture shift is part of what Bain & Company calls  “frontline obsession,” which is all about securing customers as your best advocates, empowering your frontline employees, and encouraging relentless experimentation

For businesses that crack this code, the payoff is worth it. Take Soft Surroundings. The lifestyle retailer recognized the importance of upward feedback as they expanded their brand. Just a few months after implementing Nudge, over 4,000 ideas and feedback submissions had come in from associates. In one case, an idea led to a 22% increase in silk pillowcase sales. 

3. Win the war for talent by being an employer of choice

The labor shortage is no joke. If you want to win the war for talent, you need to focus on building the emotional bond between your employees and your mission. 

The workforce is changing. Gen Z and millennials now make up 46% of the US workforce and they arrive at work with different expectations. These employees want openness, transparency, respect, and recognition. Sure, employees will show up for a paycheck. But employees who have a commitment to your business will go above and beyond and deliver real business gains.   

So, how do you create a winning employee experience? According to LinkedIn’s Global Talent Trends Report 2020 it’s all about listening to and acting upon employee feedback – and expanding the circle of which employees are engaged and involved in decision making.

While head office may be used to soliciting feedback from deskbound employees, deskless employees can be overlooked as a source of critical information. But when a core part of your employer brand is listening to your workforce – your entire workforce – you attract more top-performing candidates that want to join your organization.  

4. Avoid unnecessary employee turnover

There’s nothing worse than spending weeks advertising, hiring, and training a new employee, only to have them quit three months down the line. And it’s not only frustrating: it’s costing your business money, too.

A report by the Center for American Progress estimated the typical cost of turnover at 21% of an employee’s annual salary. And according to the Bureau of Labor Statistics, the annual rate of separations is particularly high for industries with high numbers of deskless employees. Numbers for 2019 showed a turnover rate of 58% in retail and 79% in leisure and hospitality. This compared to an annual average across all industries of 45%.

So how do you prevent a sky-high turnover rate and protect your bottom line?

The evidence is clear. Giving space for employees to share their feedback (even when they’re dissatisfied) can prevent employees from walking.  Researchers from the Good Business Lab found that employees at one manufacturing company who were given a chance to voice their concerns were far less likely to quit than those who didn’t receive the same feedback opportunity.

In the current labor shortage, already-high turnover rates are at risk of getting out of control. Knowing that feedback is welcomed and will be listened to is a crucial part of getting your top people to stay put. 

5. Save money by making better decisions

Your deskless employees are experts in their area. When you gather their feedback, you can make decisions with the input of the people who really know how the job gets done. Take the example of the national airline who saved $30 million dollars when they engaged their cleaners, bag handlers, ground crew, and ticket agents in coming up with cost-saving ideas 🤯.

In fact, broadening your sources of feedback can lead to more creative solutions and limit the risk of groupthink. Diversity in teams has been repeatedly shown to lead to better business decisions – one study found, for example, that inclusive teams make better decisions 87% of the time. That’s why it’s so important for deskless and frontline organizations to ensure they’re hearing from voices across the business when making decisions. By engaging deskless employees in upward feedback channels, you increase your chance of identifying missed opportunities – and avoiding costly mistakes.

The importance of acting on employee feedback

One final warning: gathering employee feedback alone isn’t enough. You need to act on it. According to a recent report by LinkedIn, 1 in 3 companies do not regularly act on employee feedback – and that’s a problem. 

Ignoring employee feedback doesn’t just leave employees feeling like they’re not heard at work. It also leaves valuable ideas on the table. Famously, Hewlett Packard ignored Steve Wozniak when he went to the company with his prototype for a personal computer, and we all know how that ended. 

Of course, changing an organization’s culture to bring in new employee feedback channels can take time and effort, but it may be the key to boosting your competitive advantage. After all, it was a junior software engineer’s suggestion that led to the creation of Amazon Prime. 

Psst…not sure how to follow up on employee feedback? A digital communication platform like Nudge makes it simple to encourage idea-sharing, harvest ideas, and run targeted forums around specific topics or questions. Nudge’s analytics allow organizations to easily track ideas, identify common themes, and identify disengaged locations or teams. 

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Your deskless employees are an invaluable source of ideas, energy, and creativity. When you harness the insights of your deskless employees, you create a culture of innovation. And you make it clear to every employee, from shop floor to C-suite, that they are playing a vital role in building the next phase of your company’s success. Who wouldn’t want to be a part of that? 

4 reasons to encourage employee idea sharing

4 reasons to encourage employee idea sharing

Working in Customer Success at Nudge, we talk about deskless employee communication a lot.

A. Lot.

You might even say we have a bit of an axe to grind with ineffective communication. Fortunately, the world of siloed locations and fractured organizations is a thing of the past when you’ve got an amazing communication tool that connects frontline employees to head office (too soon for the hard sell? 😏 ).

But when we’re talking about communication, there’s one thing that organizations often forget about: idea sharing. It goes by other names: best practice sharing, upward feedback, idea harvesting. Whatever you call it, it’s an integral part of any organization’s effective employee communication strategy – and sadly, a part that gets overlooked.

But when you finally allow for ideas to flow freely, magic happens – as a CSA, I see it all the time. Here are 4 reasons that every organization should encourage idea sharing across their teams:

1. Identify and fill knowledge gaps

One way that sharing best practices can help your organization is through the identification (and patching) of knowledge gaps. When teams can share best practices, it provides the opportunity for other employees to self-identify and correct gaps in their knowledge and capabilities. Employees can recognize their own areas of weakness and address them before head office needs to step in. 

Here’s an example: one location of a retail brand has discovered a next-level merchandising technique that is making a product fly off the shelves – so they share the idea with other locations across the country. Maybe at one location, the associates look at the idea and think, Woah…We’ve set up this merchandising all wrong! Or even, We haven’t even set up the merchandising for this product yet! From there, the location can address their knowledge gap and fix their display – without head office ever stepping in. That’s the magic happening. 

Should this self-identification among workers fail, sharing best practices still leaves the door wide open for managers to recognize these gaps within their team, and correct them – and the same goes for executives at a company-wide level. When employees, managers, and organizations can implement strategies to expose and address these gaps, they improve productivity company-wide.

2. Generate new (and sales-boosting!) ideas

Maybe what your organization needs is a spark of creativity. Sometimes the pure legacy of head office can impact a company’s ability to see the more creative or innovative ideas. Luckily, sharing best practices is the kindling that ignites this fire – from the frontline.

Historically, when the head office wants to, say, increase sales of add-on item X, they would ask managers to discuss strategies for promoting this item with their teams, believing this is where employees need to improve. This doesn’t lead to really forward-thinking ideas. 

Now imagine corporate wants to increase sales of add-on item Y, so they start an open forum directly with their frontline workers to discuss promotion strategies. Free from the archetypical constraints of the corporate hierarchy, your deskless workers are able to think outside the box. Not only are these employees tapped into the pulse of the customer or guest, but they have firsthand knowledge of where process improvements can be made. 

This type of upward feedback with actionable idea generation is worth its weight in gold if it means that the company can implement this change – and see a swift lift in sales. (Golf Town is a great example of this!)

3. Create and strengthen a supportive workplace community

As a CSA, I’ve seen time and time again that frontline employees have an intense desire to build a community. I’ve had the opportunity to help countless workplace communities come together, and I’ve found that by simply providing a space for them to do so, workforces innately form this workplace community of their own accord. 

That’s where idea sharing comes into play. When companies allow for information to be shared, it breeds this sense of collaboration and community between employees and teams. Idea sharing acts as an almost instinctual way for employees to form this close-knit community, nurturing that sense of “we’re all in this together,” which in turn boosts engagement and loyalty. 

Also: every employee brings different skills, talents and perspectives. Sharing their unique knowledge and points of view can also help one employee leverage the talents of another to improve on their own challenge areas. 

Without an avenue to make this community-building organic, collaboration on this scale – across locations, states, provinces and countries – is almost impossible.

4. Gain a line of sight into employee morale and engagement

Idea sharing also gives head office a line of sight into morale, employee sentiment, and engagement on a level that would otherwise be concealed. While sharing best practices is powerful in its own right, providing this type of insight into morale and engagement is a compelling facet of this opportunity in and of itself. 

With idea sharing processes in place, corporate teams are able to easily identify locations that aren’t engaging in the process, and target them for additional support. If sharing drops off, it can also act as a flag for corporate to come in and energize their teams. 

In other words: idea sharing allows head office to tap into the spirit and attitude of the frontline. You can gain a sense of team morale and outlook, and shine a light onto the esprit de corps to help address issues when needed.  It’s not clairvoyance, but it’s about as close as you can get. 

Idea sharing reveals so many advantages and opportunities otherwise invisible and untapped in organizations. Ignoring the possibilities that come with opening up your organization and allowing your deskless workforce to be heard is tantamount to keeping a treasure buried when you’re holding the map in your hands. 

Whether your frontline requires knowledge gaps to be patched, a community to be strengthened, or efficiencies and competencies to be reinforced, idea sharing can be your guide. 

4 tips for better frontline worker crisis communication

4 tips for better frontline worker crisis communication

During unprecedented times of crisis, there’s no leadership playbook to follow. New definitions of the workday, combined with endless streams of unnerving news can be the cause of anxiety and distraction among staff. As an organization with employees directly affected by these uncertain times, the anchor for your workforce is strong communication.

The most important factors of good employee communication during a time of crisis rely on a few key foundational elements.

1. Establish psychological safety

Everyone needs to know that they will be taken care of and are supported. Without this basic pillar, employees can’t perform in their roles. Establishing the bedrock of safety is paramount, where executives, and management all need to actively listen with empathy, allowing all organizational members to be heard if they have concerns or feedback. Being supportive allows people to feel secure, safeguarding them to progress to the other subsequent stages.

2. Communicate with structure and clarity

Crises by very nature can cause panic and uncertainty. This can be counteracted with a communication approach that is clear and concise. Giving people direction where and how they should proceed has been the hallmark of many health and government organizations. There can be no room for ambiguity or misinterpretation, so being direct is of utmost importance.

3. Reinforce meaning

As the world starts to abide by the principles of social distancing and self-isolation to curb the impact, some organizations are required to maintain operations and are critical to supporting communities and society. Continually reinforcing the purpose they are serving can bring a great deal of purpose and individual fulfillment.

4. Highlight and celebrate the impact

Performing during uncertain times is stressful and taxing. Organizations should sincerely take the time to highlight and recognize the unsung heroes and contributors. The ability to showcase these unique moments will have a lasting positive for employees within it. For an organization, having a digital and/or physical community of peers that are seeing and feeling the impacts in near-real-time provides an incredible bonding experience, one that will endure as businesses rebuild.

Dear retailers: Here’s what your associates really, really want

Dear retailers: Here’s what your associates really, really want

I am writing to you on behalf of your frontline employees and their frustration when it comes to workplace practices.

Do you remember playing broken telephone when you were younger? In order to communicate your message, it would be passed along a chain of people. The fun of the game was that in the end, the message was entirely altered. The retail industry also seems to be playing the broken telephone game, but it’s happening unintentionally.

In order to successfully implement new initiatives, you must send a message through a series of management levels. Similarly to playing broken telephone, there’s no way to ensure that the exact original message is being continuously communicated.

“Workers who are on the frontline have the most influence on the customer’s experience. Their attitude and commitment can mean the difference between successful sales and lost opportunities. This makes it important for companies in every industry to implement employee engagement practices as a way to improve customer satisfaction.” Omega Management Group

When it comes down to implementing retail initiatives, your frontline employees will be the one to roll out your strategy. Your team may put in countless hours prepping a strategy that in the end, doesn’t reach its full potential due to poorly communicated and altered information.

You may think that your strategies are failing, or that you may not be able to create a culture of caring, but 68% of frontline employees rank their employers as doing poorly in communicating with them. With this kind of miscommunication, it is impossible to trust that your message is being conveyed effectively, making it very difficult for frontline employees to do an exceptional job.

So let me tell you what your frontline employees want:

 

1. Constant communication

One way in which retailers communicate current initiatives with their frontline staff is through e-mail. Employees are sent emails, which get lost in their inbox with thousands of other emails, only to be confused as spam. Did you know, only 11.27% of retail e-mails are opened? This means that the chances that your team is digesting your message are slim to none.

E-mail is deadbut technology is more relevant than ever.

Optimize your use of technology to develop constant communication with your frontline team. Mobile apps for the purpose of engaging your team are the perfect way to use technology to maintain a continuous connection with your retail team and help motivate them.

 

2. Ongoing training

Training in the retail industry shouldn’t stop after an employee’s orientation training. Since there are always new sales promotions, company updates, and marketing strategies being implemented, it is important to keep your employees informed about current company initiatives, and ready to help roll them out.

The way to create a culture of caring for frontline employees comes down to engagement. If they are not being continuously trained and educated on the strategies being implemented at the company they work for, they will not be engaged.

 

3. Opportunity for feedback

Providing employees with a platform for feedback essentially gives you insight into customer opinions and preferences – straight from the source. Frontline employees interact with your customers on a daily basis, giving them a valuable perspective on what they really want.

Apart from providing insights, feedback from frontline employees also allows them to share their ideas for change. Since they spend the most time in-store, they may have some great ideas on how to improve your business. It will also allow employees to feel engaged and create a voice for themselves. Disengaged employees cost their employers on average 46% of their salaries in lost productivity. By allowing them to interact directly with corporate through a  platform for feedback, they can become much more engaged and passionate about their work.

Bottom line is, your customers run your business. Connecting with employees who directly communicate with them will allow you to grow your business and ensure that companywide initiatives reach their full potential.

The do’s and don’ts for coaching your sales team

The do’s and don’ts for coaching your sales team

Successfully coaching a sales team is difficult. As a sales rep, you have to navigate through a sales process that often has many steps, many challenges, and can in most cases be compared to climbing a steep uphill terrain to reach the peak – or to close the sale.

As a sales manager, you most likely have a team full of different types of people, in different locations, with different learning styles. Though they may all have that inner fire to sell and a natural sense of competition, figuring out how to successfully lead a sales team that truly works together to reach sales targets is often a challenge.

So, how can you achieve this? How can you communicate ideas and information to your sales team in a way that can be understood and acted on by everyone?

Working with a global car manufacturer, we helped them achieve behavioral changes in their sales process by using ‘nudges’to help salespeople get customers through the “difficult” parts of the sales journey, which ultimately led to purchasing. Through a combination of convenient mobile technology and practicing micro-communication, salespeople learned the tips and tricks on how to sell, shared ideas with each other on best practices to try during the tough parts of the cycle, and shared in a leaderboard-based competition throughout. The result was a dramatic increase in test drives and sales!

Based on this case study, here are some useful tips on the do’s and don’ts for coaching your sales team. Follow these, and you’ll be on the road to success to having a high functioning, high performing sales team in no time.

Don’t: Use a top-down communication method

Traditional top-down corporate communication is widely used in order to share selling tactics and knowledge with the teambut they are not always effective. When you practice top-down communication methods, messages often become blurred by passing through different management levels, or can even come across as being very disconnected from the realities of the sales floor.

Instead, try opting for other more localized alternatives and using a more approachable method for communicating. This will allow for the message to be better understood and more influential on driving certain behaviors and actions amongst your sales reps.

Do: Look at various technology communication options

One of the struggles decentralized teams face on a day-to-day basis is finding an effective way to communicate with their team members. Whether it’s email or intranet, or even a WhatsApp groupfind a way to make today’s technology work for you. No matter the medium, ensure communications are clear, timely, and add value to the reader.

Mobile can be a simple platform for solving this issue. With an estimated global smartphone adoption of 68%, it’s clear that nearly everyone and anyone is carrying around a mobile device these days. Using a mobile app for pushing information to the front line and engaging in two-way conversation hits the mark on all communication success factors: it’s easily accessible, efficient, and simple to use.

Do: Keep it micro

Top-down communication may appear overwhelming for the receiver. Condensing information into bite-sized pieces to make the message more digestible can help solve this problem. When communicating with your sales team, using in the moment, micro-communication reminders with messaging that compels action will be the most efficient method for driving behavioral change.

Don’t: Enforce strict rules

No one likes to be forced to do something in a certain way. The intentions behind strict rules are goodbut they come across as aggressive when sales tactics are being forced on a sales rep. Implementing strategies to convey useful information to employees is a much better way to grab their attention and begin to ‘nudge’ them towards a certain behavior.

Do: Gamify it

Everyone loves gamesin fact, they are the #1 downloaded category of mobile applications in the App Store. By incorporating a game-like feel to the delivery of critical information, not only will employees be more engaged in the process, but they may even enjoy learning about new sales initiatives or tactics. By providing rewards and gamifying training programs, employees will be more inclined to participate. (Plus, salespeople LOVE to be number one. Bragging rights abound).

Do: Use a priming strategy

Taking a subtle approach to coaching your sales team can be done through a process called priming. It can be achieved through the placement of subtle cues in the person’s environment which causes a change in their behavior and preferences.

“Nudging” your sales team (no, not physically) to grab their attention is the perfect way to apply a priming strategy. This concept could be applied electronicallythrough delivering smartphone notifications when new information or actions are available or a short daily post on the company intranet. For example, take the idea of reminding your sales team that it’s critical to share with prospects on a test drive during their selling process (and leads to a 50% conversion rate). It is a subtle and effective way to grab their attention and influence desired behavior, rather than enforcing a strict rule that states ‘each and every prospect must be taken on a test drive’.

Don’t: Encourage your sales team from jumping to the close

When it comes to coaching your sales team, don’t encourage them to skip to the closeeven if they’re feeling lucky. It’s all about taking baby steps. Ever hear of the term, slow and steady wins the race? Many of the smaller steps may seem tedious to complete and are in fact often undervalued. When managers took the time to discuss with their sales teams about the benefits of talking early on in the sales process about pre-paid maintenance, salespeople experienced a much higher conversion rate on that plan. Essentially, when they began to ‘nudge’ their sales teams to focus on a specific step in the sales process within a given month, they saw a positive impact on overall sales numbers.

Do: Reward & recognize behaviors

Motivating sales reps is a crucial element to any business success. Recognizing accomplishments, big and small,  will motivate them to keep up the good work. This gets even more interesting when results are published in a public way (the corporate leaderboard updated in real time). Additionally, consider using team-based tangible incentives to drive location-based (or team-based) performance.

So, the takeaway? Salespeople are different, and it is a multitude of these approaches that will help you see success. Have other tips? Share with us in the comment section.

4 tips for providing meaningful rewards & recognition

4 tips for providing meaningful rewards & recognition

I think that we can all agree that employee engagement is crucial to the success of a business. I recently saw a great diagram called the “Engagement-Profit Chain”, which outlines the business value of employee engagement. It looks something like this:

Employee engagement flow chart

As you can see, employee engagement has a direct impact on a company’s bottom line. Although the “Engagement-Profit Chain” clearly shows the benefits that engaged employees have on the business, it does not show which factors lead to the success of it.

We know from the leading edge research on this topic that employees need to feel challenged, motivated, valued, and well-connected at work. So, having a corporate culture that embodies a vision of continual improvement, strong communication, and recognition can help you get there faster. These topics are often talked about, but the one aspect that’s still foggy for many companies is the rewards and recognition element.

First, the bad news: disengaged employees can cost organizations over $300 billion per year in lost productivity. The good news? If you invest a little in a recognition and rewards program, it can go a long way. When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. To get it right, make sure that you are giving meaningful rewards and properly recognizing your employees for their time, efforts, and successes. After all, the more effective your recognition and rewards programs are, the more engaged your employees will become. So, what are the keys to success? Check out our tips to find out!

 

4 tips for providing meaningful rewards & recognition:

1. Rewards don’t have to be monetary

Let’s be honest, we all love getting some extra cash or a gift card from time to time. In fact, gift cards are the most widely distributed employee incentives. But, it comes to a point where we have to question the meaning and value behind a gift card. With rewards, there is a major opportunity to provide employees with something individualized and meaningful. Research done by Aberdeen found that only 14% of organizations provide managers with the necessary tools for rewards and recognition. Even with limited resources and money, there is still room to get creative- Is there something else that is related and unique to your company culture? Is there a type of reward that would increase workplace socialization- such as team lunch or birthday celebration? These are things to think about… and easy to find out- just ask your employees!

Give this a try: Offer flexible hours. This will give employees some leeway in scheduling appointments, spending time with the kids, or more opportunities to avoid rush hour traffic. Letting your employees have a say in their work schedules can help to build trust and strong work relationships. The best part? It’s a cost-free reward.

2. Recognize more than just results

Effort is important, too. Employees often spend large amounts of time and effort on tasks or projects that aren’t generating big results (at least not right away). Plus, our valuation of our work is directly tied to the amount of effort we’ve put in. The harder a project is, the prouder we feel of it, even if it does not generate big results. The lesson? Make sure your employees are rewarded and recognized for effort and dedication. If they have put the time in and feel proud of what they’ve accomplished, they will definitely feel good about your appreciation. Recognition is an important psychological need, which means it should also be an important piece of your internal business structure.

recognition graphic

3. Gamify your rewards program

Gamification is your friend. Games and rewards go hand in hand and are proven to be very effective at driving behavioral change, increasing workplace motivation, and increasing overall engagement. By introducing gamification, you can increase employee engagement by 48%. Try gamifying workplace initiatives, like training and development, by using leaderboards, badges, or points. Then, distribute appropriate recognition and rewards based off of involvement, achievements, and overall scores.

Give this a try: Gamify your workshops. Gamification (and rewards) can help to foster employee knowledge. Do you have a workshop on health & safety coming up? How about a digital marketing session? Use gamification, recognition, and rewards to celebrate employees who are most involved and active OR to incentivize those who aren’t. Take it a step further and continue to promote this learning and recognizing those involved by using games and mobile apps.

4. Make sure everyone (seriously, everyone) knows

Why put all of the work into planning a recognition and rewards program, when there is no plan (or an ineffective plan) for implementation? Employees need to know when there is a system in place. Without awareness and a proper understanding, rewards and incentives will have little effect on engagement and productivity. Whether you are celebrating an employee achievement or encouraging adoption of new workplace technology, communication is critical. With today’s dispersed workplace, how will you make sure that all everyone involved knows about the program in place? E-mails, posters, handouts, and enterprise apps can help to spread the word. To really get people on board, try providing rewards and incentives themselves to promote adoption of your new program!

How does your organization use rewards and recognition to increase employee engagement? Let us know in the comments or on Twitter. If you’re looking for further inspiration, check out Snack Nation‘s ultimate list of creative ways to reward employees!


Nudge Rewards helps global brands harness smartphone technology to engage and mobilize a company’s most valuable asset- its people. The Nudge technology unleashes the collective power of people to continuously learn, improve and innovate across all areas of the business.