Creating a VIP employee program at your company can be an incredibly rewarding experience for your employees and your business. It’s a great way to show your appreciation for your team and reward them for their hard work.
The 2023 Employee Engagement Trends & Forecasts finds that “employees still hold the upper hand, demanding the workplace flexibility they grew accustomed to during the pandemic.” Quitting and “quiet quitting” still keep “turnover rates high and retention a challenge.”
The power is still in the hands of employees rather than the employers. They want workplace flexibility. Still quitting and “quiet quitting” retention is a challenge. Nearly 50% of employees and 53% of managers report feeling burnout.
In this blog post, we’ll share 12 tips on creating a successful VIP employee program at your company. From selecting VIPs to ensuring the program is successful, you’ll learn how to get the most out of your VIP program.
What Is An Employee VIP Program?
An employee VIP program is a way to reward and recognize high-performing employees and those who go above and beyond the call of duty. It is typically based on criteria such as seniority, performance, or overall contributions to the company.
The program is designed to motivate employees, boost morale, and increase retention rates. Benefits may include special recognition, awards, increased salary or bonuses, and other rewards.
These programs can also strengthen workplace relationships and foster a sense of community within the organization. By providing incentives and rewards, employers can show appreciation for their employees and recognize their hard work.
Ultimately, VIP programs are an effective way to motivate and retain top talent in an organization.
Engaged employees are “invaluable assets that should not be overlooked.” Research shows that engaged employees try harder and are more committed to helping their companies succeed at work, improving business results.
Looking to learn more about an incentive, rebate
or reward program for your business?
DemoCurious about costs?
Try our instant pricing calculator:
They produce a “virtuous cycle” that drives “good customer experience and strong business results.” These employees are more than 80% more likely to do something good even when it’s not expected of them and stay late to finish work deadlines.
12 Tips To Create An Employee VIP Program
An employee VIP program can help perpetuate and strengthen a company’s culture by recognizing the achievements of individual staff members. A reward and recognition program can make them feel more valued and bring the team together.
A VIP program can save money in recruitment costs through a reduced turnover. Employee retention is one of the first areas for consideration for any company looking to manage its cash flow and reduce costs.
This is where a successful VIP program can come into play; by rewarding staff, companies can create an environment where staff feel appreciated and remain with the company for longer.
It can also be used effectively to motivate employees and increase productivity. Incentives like bonus payments, additional holiday days, and special events can inspire staff to work harder and better, ultimately resulting in higher quality work.
Here are 12 tips for creating a rewarding employee VIP program:
1. Figure out what your employees want. Creating a successful employee VIP program starts with understanding the needs and wants of your team. Consider conducting a survey to get direct feedback on what your employees are looking for regarding rewards and recognition.
Ask questions such as: What motivates you? What kind of recognition do you value most? How can we make work more enjoyable for you?
You can also take it one step further and create focus groups to dive deeper into the needs and wants of your employees. This can help you get to the root of any issues and ensure the VIP program is tailored to their needs.
2. When it comes to creating an effective VIP Employee Program, it’s important to think outside the box. Your goal should be to develop unique and creative benefits that will make your program stand out from the rest.
Consider offering specialized perks such as flexible scheduling, extra vacation time, extra sick days, and even free or discounted tickets to events. You can also offer special bonuses or incentives for employees who go above and beyond their job duties or for those who achieve specific goals.
Additionally, consider giving employees discounts on services or products related to your company. This will show your appreciation and help motivate your team members to do their best.
3. Communicate, communicate, communicate. Effective communication is essential when it comes to running a successful business. The same is true when creating an employee VIP program.
It’s important to ensure that everyone in the organization is aware of the program, understands how it works, and knows what benefits they can expect from being part of it. Make sure you have an open channel of communication between management and employees. It’s crucial to ensure that everyone is kept informed and updated on any changes being made to the program.
Once your program is established, continue to check in with your employees about the progress of the program. This will help them feel like their voice is heard and their input matters. You should also make sure to thank your employees for their hard work and dedication to the program.
Finally, have some type of feedback mechanism in place so you can get direct feedback from your employees. This could include surveys or regular check-ins where employees can offer feedback on how the program works for them and what improvements could be made.
4. Promote from within. Giving employees the opportunity to move up in the company and take on higher-level roles can be an effective way to increase loyalty and motivation.
Promoting from within sends a message to employees that their hard work and dedication are valued and encourages career development and skill-building. When promoting, it’s important to look for qualities such as enthusiasm, creativity, and ambition in potential candidates and prior experience.
Offering mentorship programs and training sessions can help equip employees with the skills they need to take on leadership roles and succeed. Investing in employee development creates an environment where employees are excited to grow and move up within the company.
5. One of the most important investments you can make as an employer is in employee development. Employees who feel valued and empowered to take on new challenges and develop their skills are more likely to stay with your company for longer, leading to greater loyalty, motivation, and productivity.
Employee development initiatives should be tailored to meet the specific needs of your employees. Consider offering continuing education courses, on-the-job training, and other learning opportunities that help employees reach their career goals.
Encourage cross-training so that everyone has a chance to learn from each other and grow. Investing in employee development also creates a culture of learning, which can result in higher morale, better customer service, and higher job satisfaction.
6. One way to ensure that your employees get the most out of their work experience is to encourage them to achieve a positive work-life balance.
A positive work-life balance means employees are free to pursue activities outside of work, such as hobbies, family time, and leisure activities, while staying focused and productive during the workday. It also means that employers recognize and understand that employees need personal time away from work to recharge and refocus.
Consider offering reduced hours or job-sharing to help employees who need more time off for personal commitments. Another important way to foster a positive work-life balance is by not expecting or pressuring employees to always be available outside of regular business hours.
Showing employees that they don’t have to be constantly on call or checking emails late into the night will create a more relaxed environment that is conducive to a good work-life balance.
7. Employee wellness programs have become important to any business’s strategy to improve employee engagement, productivity, and morale. Research has shown that when employees feel physically and mentally well, they are more productive, creative, and engaged.
A wellness program can provide employees with access to health screenings, exercise classes, and other activities designed to promote healthy lifestyles. For example, offering flexible gym memberships, discounted gym classes, on-site yoga classes, or meditation sessions can all be great additions to your employee VIP program.
Additionally, providing resources such as mental health support, smoking cessation programs, or nutrition counseling is also beneficial to your employees’ overall health and well-being.
8. Giving employees the power to make decisions is one of the most important aspects of creating a successful employee VIP program. It helps build trust between management and employees and gives employees the feeling that their opinions matter. When employees can make decisions, it helps them feel more engaged in the organization and their work.
When creating an employee VIP program, giving employees some degree of decision-making power is important. This could be as simple as allowing them to take on certain tasks or projects and develop strategies for achieving them. It could also involve giving them the opportunity to suggest new initiatives or strategies for tackling existing challenges.
No matter how you structure your program, make sure you give your employees a say in decisions that affect them. This will help create a sense of ownership and help foster an environment where employees are willing to go above and beyond in their work.
9. One of the most important aspects of creating a successful VIP employee program is listening to your employees and ensuring their voices are heard. Encouraging feedback and suggestions is essential for making sure that your employees feel valued, appreciated, and respected.
Ask your employees for input about what kind of benefits or rewards they would like to see in your VIP employee program. Be open to new ideas and show that you value their opinion by taking their suggestions seriously.
Make sure to give feedback to employees when they offer their suggestions. Let them know you appreciate their ideas, and let them know when they are being implemented. This will show them that their voices are heard and that they have an important role to play in your business.
10. Recognizing your employees’ accomplishments and rewarding them for their hard work is important. Make sure you publicly recognize the successes of your VIP employees and provide incentives that will keep them motivated and engaged.
This could include awards, bonuses, special recognition at company events, or even a pat from management. Showing appreciation for a job well done will not only make your employees feel appreciated but also show them that their efforts are valued and that their contributions are positively impacting the organization.
Celebrating successes can be a great way to build team spirit and increase morale within the company.
11. Creating an employee VIP program can be a great way to allow your employees to develop their skills and grow within the company. By investing in their professional development, you’re showing that you value their contributions and are invested in their long-term success.
Offering professional development opportunities such as seminars, workshops, and training programs can be a great way to encourage growth and learning. You could also offer tuition reimbursement for employees who want to take additional courses or complete higher levels of education.
Also, consider offering mentorship programs where more experienced employees can guide newer ones. You’ll help create a culture of learning and development within your organization, which will benefit everyone involved.
12. Creating a flexible work environment is one of the most effective ways to boost morale and increase productivity in your organization. Offering flexible work arrangements can also help employees manage their time more effectively and make them feel valued.
Flexible working arrangements allow employees to choose their hours, location, and type of work. This can include telecommuting, part-time work, or compressed workweeks.
By allowing employees to have more control over their work schedule, you create an environment where they can better manage their personal and professional obligations. For example, they may be able to work longer hours during certain days of the week and shorter hours on others. They may also be able to take breaks during the day to take care of personal matters or attend events. Additionally, offering remote working options helps reduce commuting costs for employees and allows them to remain productive even when away from the office.
Creating flexible working arrangements has been proven to reduce stress levels, improve job satisfaction, and lead to increased productivity. When offering flexible work arrangements, it’s important to ensure that all employees are aware of the policies and procedures associated with it so that everyone is on the same page. Additionally, managers should communicate expectations around deadlines and deliverables while also taking into account employee feedback.
We’re Here For You
Here, at Level 6, we’ve been a leader in custom programs since 2005 and, along with our incredible team of dedicated professionals, can turn your ideas into reality. Let us help you develop Salesperson Incentives, Employee Recognition Rewards, Customer Loyalty Programs, and Rebate Programs.
Schedule a free one-hour demo, or give us a call at 1-727-210-6600!
Claudine is the Chief Relationship Officer at Level 6. She holds a master’s degree in industrial/organizational psychology. Her experience includes working as a certified conflict mediator for the United States Postal Service, a human performance analyst for Accenture, an Academic Dean, and a College Director. She is currently an adjunct Professor of Psychology at Southern New Hampshire University. With over 20 years of experience, she joined Level 6 to guide clients seeking effective ways to change behavior and, ultimately, their bottom line.
