Employees are vital to the success of a company, and that is why it is important to make them feel appreciated for their service. One way of recognizing the employees is by awarding them with years of service pins. It is important for companies to know how to use this tool for their success.

Employee years of service pins show how long an employee has been in the organization, and they can be given for one year, two years, five years or any number of years that an employee has been in service depending on the company policy.

The years of service pins are part a company?s recognition program, which is aimed at boosting the employees? morale while recognizing their contribution to the organization.

How to steps for awarding the pins

Each organization should have a procedure for the issuance of employee years of service pins to make the process successful. However, there are common steps that can be applied to different organizations.

A few weeks from when the service pins are required, the human resource managers should identify employees who qualify for the award of the service pins. This should be based on the information available in the human resource department on when an employee joined the company. The employees eligible would depend on the company?s policy on when it awards the pins. Some companies award service pins after the first year and then five years after that while others award the pins after every five years. There can be varying types of pins to denote different years of service. For instance, a service pin of 5 years can be made of bronze that of 20 years made of silver and one of 30 years can be made of gold.

Once the list of the staff eligible for the service pins has been compiled, the information should be sent to the other relevant departments that may include the procuring and finance departments. These departments facilitate the ordering and payment for the service pins. Depending on the company policy, the pins may be issued to the employees on a particular day or the employees may be required to pick them from the human resource department. However, it is more appealing to have a special day when the pins are issued so that employees can take pride of their achievement in front of their peers.

Apply these supervisory skills so that you can become a great and effective supervisor.

20 crucial supervisory skills

Supervisors do interact directly with their subordinates. Hence, it is important for them to have particular skills to ensure that the interaction is productive. What are the crucial supervisory skills should any supervisor uphold? Here is a list of a few skills that are needed for effective supervision:


One of the roles that one must take when they are appointed as supervisors is planning. There are various aspects of planning. Therefore, a supervisor should have skills in the following areas to ensure effective planning. They include:

  • Scheduling- Timekeeping is the mandate of any leader. A supervisor should be able to drive the subordinates to work within sustainable timelines
  • Budgeting- Often, organizations work within fixed budgets. Hence, sound planning is needed to make sure finances are located appropriately
  • Tasking- It is the duty of the supervisor to plan tasks and match them to appropriate individuals
  • Creating goals and objectives
  • Policymaking
  • Predicting the future


The key role of a supervisor is to lead others but not without specific skills. Here are a few of the leading skills:

  • Decision making- While it is important to consult others, the supervisor need to be the sole decision maker
  • Communicating- They must be able to communicate well with their subordinates
  • Motivating- Besides, the supervisor should be in a position to persuade the employees towards goal achievement
  • Developing individuals- It is the duty of the supervisor to see to the growth of the subordinates
  • Appointing people- Supervisors are also responsible for selecting people whom they think are suited for various tasks
  • Conflict resolution- Leaders act as mediators in conflicts that arise among the employees


Supervisors also need organization skills such as;

  • Defining tasks- It is the responsibility of a supervisor to explain work to the employees
  • Grouping assignments- Supervisors are also mandated to group related tasks for effective implementation
  • Assigning tasks- They are also responsible for delegating duties to the subordinates based on the skill level of the individuals
  • Integrating work


Lastly, a supervisor needs to have control over his/her subjects. They require skills in:

  • Creating standards- For effective evaluation, developing standards is inherent
  • Assessing performance- Supervisors should measure the performance of their subordinates
  • Evaluation of performance- The supervisors should evaluate the performance results critically to point out areas of improvement
  • Correcting performance- Where an employee performs averagely or poorly in their tasks, the supervisor should encourage and support them to improve their performance.

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