Employees do expect recognition for the contributions they make. This is one phenomenon where many organizations err. They may either go overboard or do little in rewarding performing employees. Both ways, they do not reach their objective in rewarding the right performance at the right time, place and measure.
As Bob Nelson says “People may take a job for more money, but they often leave it for more recognition.” Employee recognition is strategically important for an organization because it creates a positive, productive environment in the workplace. It is an important channel through which you can communicate to your employees that you care for them and value their performance. This helps build trust and a positive relationship with your employees.
Employee recognition is a powerful tool to sustain high performance levels in your employees. It is also a channel through which you communicate to your employees the kind of actions and attitude you like them to execute. Thus, you establish the performance patterns that enhance productivity and render you a competitive edge.
Here are a few guidelines that help you create a strategy to recognize and reward your employees.
Remember, there is no ONE way
There are as many ways to appreciate your employees as your imagination think up. Develop innovative ways to recognize and reward your employees. Moreover, no time is improper to show your appreciation. In fact, a few of words of appreciation such as “Well done” or “Thank you” from you can go a long way in motivating and giving them a sense of achievement.
Give Your Employees Little Surprises
People enjoy recognition with an element of surprise. Your employees work day in and day out to meet the deadlines of grueling projects. At the end of it, announce a lunch with the CEO or give them a holiday package. Here, your knowledge about the employees’ preferences comes in handy. Know their preferences and announce rewards. Do not give them the same kind of rewards.
Set Objective Criteria for Recognition
Employee recognition techniques work only when you inject objectivity and transparency in all aspects. Ensure that all employees are given equal opportunities. While analyzing your employees’ performances for recognition, ensure that the performance is closest to the set criteria.
Never hand-pick an Individual Employee for Recognition
Several organizations fall into the trap of letting their managers select an individual or individuals for recognition and rewarding them accordingly. But you must keep in view that such appointments are, more often than not, prejudiced. Do not bank on them.
These are a few tips which I think can set the tone for your recognition programs. In addition, you can innovate and implement several ways and means to appreciate and reward your employees. However, be guided by the dynamics of your workplace settings. You can carve out a highly productive, positive and proactive workforce!
Do share your thoughts on the same.
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