Why Employee Recognition Matters — And How to Get It Right

Why Employee Recognition Matters — And How to Get It RightIt takes more than basic rewards — think pay and benefits — to really engage and retain top talent. Great employees also want to know they’re doing a good job and that someone appreciates their hard work. When employees feel acknowledged, they are more likely to be motivated and productive in their everyday work lives.

Employee recognition doesn’t have to come in the form of a formal reward. It may come in the form of praise or appreciation delivered informally in a conversation or email. But no matter how you provide it, some type of employee recognition is essential to building an engaged workforce.

This week, I’ve been reading about why employee recognition matters and ways you can recognize your people. I think you’ll find these articles and blog posts helpful.

Three Steps to Engaging Your People in Your Company Brand. Forbes: “When your people see the results of their actions, they’ll more deeply engage in the cause. Communicate with them about the status of the brand. Share the results of brand research. And make sure that employees understand very clearly that their bonuses and other variable compensation (like stock and stock options) are directly tied to brand valuation. If you share the windfalls with employees, they’ll understand that corporate success is closely related to their efforts in supporting the brand. In addition to tangible rewards, there are other ways to reinforce positive brand actions. Establish Brand Ambassador awards. Give special recognition to employees who live the brand. Acknowledge innovative ways of delivering the brand promise.”

Employee Recognition on a Budget. TalentCulture: “Anyone who invests their time and effort in their work likes to know that they are valued beyond the daily hours they put into the office. Ask for the opinions of employees when it comes to making a decision that may affect the whole company. It’s best to not do this on a large-scale format, like in a company-wide email, since it can come across as gimmicky. Instead, have management ask around personally and take any feedback seriously. Being genuine with employees can be extremely fulfilling for both parties.”

The 3 Things Leaders Need to Know About Recognition. O.C. Tanner: “You’ve hired the best people for the job, so how do you get them to buy in to your mission and produce great work? Engage them and then recognize them. Employees need to understand where they fit and why they’re important. On a personal level, everyone wants to know that their work means something; that their contribution matters. After clarity into roles and where employees fit, and why their work is critical to the success of the business, recognition is the next step for employees to feel they and their work matter. A recent survey asked employees, ‘What is the most important thing a manager/company could do to cause you to do great work?’ The largest percentage of people, 37%, said, ‘Recognize me.’”

4 Ways to Prove You Appreciate Your Employees. Creator: “For me, the first step to showing appreciation to employees is understanding that everyone is unique, and each gesture of appreciation should reflect that. The second step to showing appreciation is doing so in a variety of ways—from the big and public, to the small and private, and everything in between. When designing an employee recognition program, it’s critical to know who your employees are and what makes them tick. There are a variety of tools out there for helping organizations manage this in a way that best suits the individual needs and goals of each company’s recognition program.”

Employee Appreciation Is Important at Top Companies: Top Workplaces 2015. The Plain Dealer: “It is probably easy for employees at Park Place Technologies to feel the company appreciates them. It starts at the beginning of the workday with a smiling client concierge greeting not only customers, but employees with: ‘I am happy to see you today.’’ Perhaps employees feel appreciated from the sense of community spirit they get from pulling together to reach a companywide revenue target. When employees met such a goal last year, they were made to feel an integral part of hitting the target. Each was rewarded when the goal was met, with the choice of a Go-Pro camera, a Kindle or a day off. ‘Appreciation is a feeling, and more than just a statement,’ said Judy Collister, vice president of human resources. ‘It is not a poster on a wall. So, we try to make people feel appreciated.’”

Talmetrix is an employee feedback and insights solution that helps organizations better attract and retain talent to achieve business goals. Our solution makes it easy for organizations to capture employee feedback (feelings) and organizational data (facts) to discover actionable insights. With a unique combination of software, content, data, and advisory support we can help you measure and improve your employee experience. Contact us today to learn how your company can start achieving better business results.

Comments are closed.