by Bright Ewuru | Oct 12, 2022 | Articles
Humans have a natural psychological need for respect. The acknowledgement of efforts and a job well done creates a sense of fulfilment, achievement and belonging. Recognition lights a fire within us and drives us to attain greater heights.
This is evident in all areas of life.
For example, children who are recognised and rewarded by their parents and teachers nurtures confidence and shapes their quality of life. In the academic space, recognition makes waves as well.
Data from a study on university students showed that 15.6% of excellence award recipients originally wanted to withdraw their enrollment but were motivated to continue after recognition.
At our workplaces and in society at large, recognition has the power to dictate our notion of who we are and our perceived value. It has also been found to re-energise us to keep doing the good that we do. In fact, 92% of workers are much inclined to repeat a specific action after receiving recognition for it.
No organisation would be in business without its employees. It’s through the efforts of the company’s workforce that its goals are achieved.
Often, these employees don’t just do the bare minimum; they take it upon themselves to go above and beyond. It’s only right that such acts of commitment are applauded and those workers acknowledged.
That’s where the concept of employee recognition comes in.
Employee recognition is the open expression of appreciation and acknowledgement of employees for their significant contribution to the maintenance and expansion of the business. It demonstrates gratitude, yes, but it also reinforces the efforts, behaviours and practices that can boost business in terms of finance and otherwise, and ultimately support the organisation’s values and goals.
The remarkable power of employee recognition lies in the plethora of benefits it offers. These advantages include:
Whether you are about to build an employee recognition program from scratch or are running one already, below are best practices that will ensure that it operates optimally.
The first best practice for your employee recognition program is to have a specific objective. Defined goals paint a clearer picture of why your company wants to recognise and reward your employees. Perhaps you want to set higher standards in your organisation, or promote a culture of appreciation and respect, or maybe you boost employee recognition and retention while building your brand’s reputation.
No matter your goals, identifying your targets can help you measure the program along the way.
It’s essential to bring every member of your workforce, both the company leaders and the employees, on board. This is because employees naturally follow the leaders. So, if the company leaders demonstrate enthusiasm for the program and exhibit commendable behaviours, the employees will follow suit.
Communicating the reward and recognition program also matters because, without it, your employees won’t have anything to strive for. Putting the word out there creates awareness, sensitises employees who are the actual candidates and imbues the program with vigour.
An integral part of announcing the recognition program is spelling out the criteria. Be transparent about what you want to reward and how employees can achieve it. Clarifying the rules maintains the integrity of the employee reward program and gives your team members a good idea of where they need to focus their efforts.
You could announce the program in team meetings; mention it on Slack or other communication tools; and announce and organise updates through your company intranet or online space.
Your rewards program should be multi-faceted and multi-dimensional. While employees care about their paycheck, that doesn’t mean that rewards and recognition only have to be in monetary form. Reward Gateway’s research reveals that 60% of employees prefer open recognition and praise to a 10% pay increase without recognition. In addition to that, 65% of employees prefer non-cash rewards.
Having an array of rewards is the way to go.
Other options for employee recognition awards are gift cards, goodies, branded gift items such as backpacks, pens, jotters and water cans, a picture of the winner on the company’s wall of fame, some time off, or even a party with the star employee as the centre of attention.
Ensure the recognition isn’t only coming from the top. Incorporate peer-to-peer recognition and acknowledgement by third parties such as customers and renowned agencies in your industry.
With the element of variety comes unpredictability; if your employees aren’t sure of what’s coming, they’ll be thrilled and delighted at the recognition.
It helps to get feedback from your team. Preferences on actual awards or benefits of the recognition are likely to vary, and the program will be more effective with stakeholder input.
According to a study conducted by Deloitte, 85% of professionals want to hear “thank you” in daily interactions.
Recognition and gratitude should be demonstrated more than once in a blue moon. A good practice is to implement your employee recognition program frequently. The regular provision of rewards and praise fosters a culture of appreciation while increasing employees’ zeal and motivation.
So, while you might not hand out the rewards of your recognition program as often as you would hand out words of appreciation, ensure that the awards are given regularly. It could be on a monthly or quarterly basis. Figure out what works for you – just don’t make it a rare phenomenon.
If you’re running a multi-faced program or simply want to manage your recognition program more effectively, consider employee recognition software. This can help you organise your program, easily accept and judge nominations in one easy hub and streamline your entire management process.
After all is said and done, you should gauge the outcome of your employee recognition program. The assessment process can measure such areas as employee retention, morale, engagement and productivity.
If there is a lack in any area, it will be uncovered, and necessary adjustments can then be made.
Recognition is an incredibly effective tool to engage your employees, celebrate their achievements and drive general morale in the workplace. Unleash the power of recognition to bring positivity and a culture of respect into your organisation, and reap the competitive advantages that flow from it.
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