Corporate success is all about getting the most from your employees and managers.

At times, organizations forget this simple maxim. It is important that firms continually emphasize the link between employee well being and performance management.

Do You Appreciate Your Employees?

Modern productivity can be extremely fast-paced without much time for reflection. Unfortunately, a lot can be swept under the rug. At the worst moments, these unresolved issues can rear their ugly heads.

Employees and managers might construct the products or provide the services that make your corporate brand valuable. Your corporation is liable for what they say and do on company time.

How exactly does your corporation show that its employees are the bread and butter that keeps it running? How do you show your thanks and appreciation, besides financial compensation? Employee appreciation ideas can include annual performance reviews, special bonuses, employee appreciation events and other beneficial activities.

Annual Performance Review

The annual performance review should be a one-to-one conversation where both sides have their input. The manager can review the performance of the employee over the past year. This should include both positive and negative developments.

Starting this review off with some questions might create rapport. The worker can prevent his vantage point and identify elements of his performance. He can discuss his best skills, along with those that need some work.

The goal should be to create a common understanding of what the employee has accomplished heretofore. Incentives, bonuses and rewards can naturally encourage better employee behavior. The manager should end by offering new opportunities where the employee can shine.

But what if the manager is tired and worn out? Will he provide the best annual performance review, in this circumstance. Probably not. That is why Human Resources Consultant Sharlyn Lauby suggested that manager well-being impacts performance management.

Manager Appreciation Ideas

Financial compensation is the primary way that companies show that they appreciate all that their managers are doing; but, sometimes there is not enough money in the budget. A manager may be doing a great job and your organization really should encourage the continuation of this behavior. Consider other fringe benefits to reward good behavior, such as gym memberships or special corporate invitations.

Fortune 500 corporations are likely to have special tickets to musicals, concerts or sporting events. The corporate suite at the local sports venue might be a nice way to show your appreciation. At these social, off-hour events, successful managers can enjoy face-to-face contact with the business owner. Here are some of the organizational benefits of this manager appreciation:

These naturally complement one another.

1. Face of the Franchise

Corporations need to have their managers at the top of their game. Managers need to be happy in order to properly run the franchise. Your managers are the face of management, kind of like the point guard on a basketball team.

When lenders, customers, vendors and employees see this positive front leading your corporate team, they will naturally feel better about your brand. Your managers are spokesmen, who will explain corporate policies to the media. They will answer the customer questions, if there are any disputes.

2. Good Vibrations

The "always-on" World Wide Web has increased the "real-time" contact between customers and businesses. The corporate social media account – Facebook or Twitter – might be the primary contact point with customers. You will need to create good vibrations in your management, so these will flow throughout your organization.

Energy is important for running the world. From gasoline in cars to electricity running the Internet. You also need your managers to have energy to innovate, motivate and drive your team ahead.

Manager fatigue can drag your organization down. It can be difficult to track the lower return on investment (ROI), but the firm's efficiency may suffer. It may take longer to complete mundane tasks when managers suffer from burnout.

3. Special Projects

When managers spend social time with the owners, they might be easily tapped for special projects. The most effective coaches and mentors want new challenges. They want to conquers obstacles that are in the way of corporate success.

4. Owner's Ear

Holding managers accountable is only one side of the give-and-take relationship. The other is rewarding positive actions. Help your managers recharge their batteries, knowing that they have the owner's ear, if needed. The open door policy can generate more openness.

Well-being is important for management and labor too. When all are more "self aware" and "energized" they are better positioned to take the organization to the next level.