The Value Of Recognizing Employees : #EmployeeRecognitionMatters
Positive. Productive. Innovative.
Do you really wish to add these three adjectives before your organization’s name? Well, the secret to make any organization productive, positive and innovative is by recognizing & thanking employees. It is important to make the employees feel that they are a part of the team and family. You ought to make them feel valued and appreciated because recognizing the contributions employees make to an organization helps solidify relationships, fosters employee engagement and loyalty to the organization.
What does survey say?
67% of employees feel motivated to work hard when praised by their managers, reveals a survey conducted by globoforce. The same survey also hints towards gap in how senior management and employee perceive company’s employee recognition efforts. While 23% of staff believed that their company follows recognition strategy, but it was 56% of senior management who consider their company above average at appreciation.
What exactly is Employee Engagement?
Employee engagement is acknowledgement of an individual’s or team’s behavior, effort and accomplishments that support the organization’s goals and values. Employee recognition is basically of two types; a) Informal recognition; and b) Formal recognition.
Informal Recognition: There is no overly formal process (as the name suggests) in appreciating or recognizing somebody’s efforts. It can be simply walking to an employee, observing a certain behavior and commenting on how much you appreciate it. Informal recognitions are invaluable and boosts employee’s motivation to a great extend.
Formal Recognition: A well defined formal structure to recognize employee’s efforts by the managers/leaders is the formal way of appreciating employees. You can dedicate certain month of the year to recognize employees contributions. Formal recognition is also more challenging because if not done in the right way, it can disrupt the team culture and working behavior.
Keys for recognizing employees:
recognition expert Bob Nelson had suggested ‘ASAP Cubed’ recognition guidelines, which if followed precisely can deliver expected results of recognizing employees.
- As Soon – Timing is important; don’t delay praise
- As Sincere – Do it because you’re truly appreciative
- As Specific – Give details of the achievement
- As Personal – Do it in person (or a handwritten note)
- As Positive – Don’t mix in criticism
- As Proactive – Don’t wait for perfect performance
The power of recognizing employees:
When done precisely, employee recognition programs can do wonders in building a team that can achieve any target or beat any challenge. Have a look at what all it can do:
- Employees get to know that their work is valued and appreciated
- Improves morale
- Enhances loyalty
- Builds a supportive work environment
- Increases employee motivation
- Improves employee retention
Guidelines for Effective Employee Recognition
- Immediate Rewards: Delay in rewarding a particular behavior would less likely to be effective because the connection gets weak and it might not motivate the employee.
- Regular Rewards: Do not believe in yearly pattern; recognize positive behavior of employees on daily, weekly, or monthly basis to make them feel continual sense of accomplishment.
- Specific Rewards: No, “Employee of the month award” is not an effective reward for specific behavior such as punctuality, hitting a sales goal, a great presentation, customer commendations, or minimizing sick days. Specific rewarded behavior motivates employee to repeat it.
- Rewards for all: do not follow a traditional rewarding pattern which motivates one or two employees. Instead create opportunities for everyone to get appreciation. Once an employee wins small reward, he would be motivated to reach much higher goals.
There are a lot more aspects to talk on #employeerecognitionmatters. Stay tuned, we will be posting a lot more to help you adapt this culture precisely.