Just like with mid-year reviews, year-end reviews can be nerve-wracking for both manager and employee. Your review can sometimes make or break performance—either making them feel bad and lowering their productivity or inspiring them to do better and reach for the sky.

As all the radio waves have been attesting since BEFORE Thanksgiving, “It’s the most wonderful time of the year!” December is a wonderful month filled with family time, religious (or non-religious) observances and celebrations, cool weather creeping into the air, and feelings of nostalgia warming our hearts.

As you probably already know, introverts and extroverts are quite different on the personality scale. They operate differently in various situations and environments, including the workplace.

As masters in all things recognition, we know it can be a challenge to keep things fresh in your employee recognition programs. Earlier this week, we gave five ways to spark new life into your employee recognition program to give it the little boost it needs to get back on track and meet your goals.

Picture this: You started a new employee recognition program earlier this year, and it started out with a bang! Employees were on board, engaged, and loving it.