In the modern scenario wherein businesses are highly competitive, it has become the desire of all organizations to attract and retain the best talent while ensuring their employees are happy. One of the best methods adopted to accomplish this is by performing recognition and reward programs for the employees. Employee appreciation programs improve employee engagement, and productivity and foster employee retention by ensuring employees do not leave. More and better employee recognition typically leads to improved outcomes and better company culture in those companies that choose to adopt a recognition strategy.
This blog will highlight why employee recognition is necessary, what kinds of employee contributions are worth recognizing, why recognition enhances retention, and what constitutes recognition programs that succeed.
Why is There a Need for Employee Recognition?
The persistence of an employee engagement system requires planning and steadfast consistency. One major determinant of employee engagement is the level of employee recognition. When the attributions are extended toward employees and their efforts, it results in employees being highly motivated and working actively for the success of the organization. According to a study by Workhuman, employees who feel appreciated within the organization are 5 times more likely to remain within the organization while approximately 79 percent of the resigning employees blame the lack of appreciation as the reason.
It can be observed that employees do psychologically benefit from the recognition programs that the organization implements. In such cases, the employees develop a sense of being wanted, accomplishing something worthwhile, and having a reason to wake up and come to work. Hence, when the employees receive praise and recognition for their performance, there is a high establishment of morale which in turn ensures more benefits for the organization.
How to Create a Culture of Recognition?
For any organization to achieve continued success, it is important to cultivate a culture of appreciation. As per Bersin by Deloitte, organizations focusing on recognition culture are 2.5 times more likely to be performing better in terms of finances. Recognition should not be viewed as a one-time event, and, should therefore, be sustained in the routine activities of the organization.
The most critical element for a good appreciation program is to make sure it is in line with the organization’s values and objectives. Recognition should aim not only at the results achieved, for instance, objects – to reach the sale’s goal, but should also target the attributes – cooperation, management, or creative essence. In this way, such companies can encourage those behaviors and activities, which foster their success.
Types of Employee Contributions that Should Be Recognized
There are a variety of employee contributions and recognition programs must incorporate all the variations of these efforts. Here are the most important types of contributions that should be recognized:
Performance-Based Performance
These are directly related to an employee’s job duties and are often concerned with target achievement, completion of assignments within a stipulated period and always attempting to exceed expectations. Recognition of high performance instills the fact that hard work results in positive outcomes and therefore employees wish to continue with that pattern.
Innovation and Creativity
Innovation is essential in every business as this is what allows businesses to grow and be competitive. Employees putting forward new concepts, improving existing practices, or coming up with solutions to existing dilemmas proffer a competitive edge for the company. When these contributions are acknowledged, it helps to foster innovative ideas within the organization while communicating to its employees that they can think ‘outside the box’.
Example: At 3M, 15% of the time is devoted by the members of the firm to personal projects and 3M encourages this behavior. Employees who are responsible for significant innovations are publicly recognized and awarded by the company to promote a sense of ownership and creativity among the workforce.
Teamwork and Collaboration
One of the most important factors for any organization is its collaboration with others. Workers who have an array of interpersonal skills and nurture them in teams or extend their teamwork to assist fellow workers are creating a great working environment. Recognition of teamwork improves the concept of oneness within the organization, motivating the employees as they work as a team toward the achievement of their objectives.
Leadership and Mentorship
Subordinates who willingly or involuntarily take up leadership responsibilities will add significant value to the organization. Particularly, this role of mentorship is of utmost importance when it comes to building a learning culture within the organization. The sooner such practices of leadership and mentorship will flourish, and the organization will not remain stagnant.
Adaptability and Resilience
In the modern and accelerating business world, workers must be flexible and resilient. Workers who adjust to changing situations and resolve challenges with a negative outlook are not beneficial to the organization. A recognition of resilient employees nurtures a developmental culture and alerts the employees that their efforts especially in distressing moments are valued.
The Relationship Between Employee Recognition and Employee Retention
Employee retention is one of the core goals of every organization, and it’s of concern for most working environments, especially those where high turnover is the order of the day. Recognition of employees is essential for minimizing turnover as it creates a sense of loyalty and engagement amongst employees. Employees’ level of commitment is likely to rise when they are recognized for their contribution, and so is their commitment to the achieving goals of the organization.
Recognition serves to satisfy the psychological urge for assertion and coming together. American psychologist Abraham Maslow developed Maslow’s hierarchy of needs; one of which states that after the fundamental requirements of safety and security are achieved, individuals pursue love, acceptance, and self-worth. All three criteria are adequately performed by appreciating the fact that employees are indeed being acknowledged and recognized as part and parcel of the institution. This, consequently, raises attitudes, and job contentment, and reduces employees leaving the organization to seek better job prospects.
Types of Employee Recognition
Recognition has an intrinsic connection with engagement. Employee engagement is accompanied by productivity, innovation, and loyalty to the company’s directions. SHRM’s report says companies with recognition levels tend to be 14% more productive and have employees who are four times more likely to be engaged than companies with low recognition levels. Engaged employees also help to attain customer satisfaction by delivering the required services with a high degree of accuracy and precision.
Here are different types of recognition that you can give your employees:
Formal vs. Informal Recognition Programs
Formal and informal recognition programs are both of great help in giving acknowledgment to employees for their contributions. Each has its unique function and can be implemented in different situations to enhance the effectiveness of the given reward.
Formal Recognition Programs
Formal recognition programs are orderly and usually based on achievements that would include annual awards, bonuses, or promotions. These programs are critical in rewarding significant achievement and encouraging sustained enhancement.
Example: The “Check-in” program offered by Adobe is a continuous program throughout the year as manager’s feedback is sought and recognition offered at any time. Instead of only waiting for annual reviews, Adobe directs the initiative towards timely recognition which motivates the employee towards participating and improvement.
Formal programs may contribute more to employee morale during peak periods of business. Also, these programs are most appropriate when acknowledging successes over a sufficient period e.g. completion of a program or project, hitting targets in sales, and outstanding leadership exhibited in the course of achieving goals. Such programs can, however, be limited in the sense that they are sometimes too inflexible or infrequently applied to appreciate the ‘little’ day-to-day achievements that also merit recognition.
Informal Recognition Programs
Informal recognition is less pre-planned and can be a few words of thanks, shout-outs at meetings, and peer-to-peer recognition. This kind of recognition is more immediate in most cases and even more emotional. This also has a strong motivating effect on employees.
Example: With Google’s “gthanks” program, one’s colleagues can send out virtual thank-you notes to the employees who have done extra work. Such elements of the website help to get positive feedback regularly from co-workers as well as promote a climate of gratitude.
Despite the usefulness of an informal acknowledgment in such routine aspects, it is essential to have a careful balance between both informal and formal types of acknowledgment. It is also true that too much informal recognition, without the backing of more formal reward systems, has diminishing returns whereby an employee appreciates the efforts made on their tasks but feels that they have not been compensated for them.
Monetary vs. Non-Monetary Rewards
It is known that recognition is of great importance, but how it is granted may differ. Both monetary and non-monetary rewards have advantages, and organizations should strive for proper proportions that suit the members of the community.
Monetary Rewards
Monetary rewards mean awarding bonuses, increasing the employee’s salary, or providing some incentives according to the achievement of set targets. There are some sorts of reliable acknowledgment associated with the sets as those rewards which are also linked with performance.
Example: Employees who achieve peak performance in the company are rewarded with bonuses, promotions, and stock options by Salesforce.
Monetary rewards indeed constitute the link in pushing employees towards the attainment of set desired constructs. This, therefore, should be accompanied by non-monetary rewards to create a more holistic program.
Non-Monetary Rewards
Non-monetary rewards can include opportunities for public recognition, extra paid time off, training and education benefits, and even tangible things such as award trophies and certificates. A research report prepared by Vantage Circle found that nearly 36% of employees do not like cash bonuses and would opt for other forms of reward.
Example: LinkedIn uses a mix of both monetary as well as non-monetary recognition programs where employees whose activity brings results for the company are allowed to participate in special events where they can network with other professionals or attend educational courses that act as a form of recognition and give a chance to develop one’s career.
It is usually non-monetary rewards that impact employee satisfaction levels in the long term because they foster their internal aims such as growing up, being recognized socially, or experiencing a happy family and a career.
Best Practices for Recognizing Employee Contributions
Establishing a recognition program in any organization does not solely involve recognition implementation. It entails an adequate focus on the message that is intended to be conveyed through recognition and how it fits within the organizational culture. In this case, the best practices are considered in the design of the employee recognition strategy to enhance the morale of the employees.
Align Recognition with Company Values
One purpose of recognition should be to align it with the organization’s core values. When recognition is based on employees’ behaviors and achievements that are aligned with the organization’s goals, it helps enhance the perception of those values throughout the organization. For instance, if there is a strong emphasis on relations with customers, then rewarding an employee who engages in service selling will indicate that you value those relations.
Combining recognition programs with company goals helps employees appreciate how each action they take is related to the overall strategies being implemented by the institution. This gives them a sense of purpose and helps make recognition even more valued.
Key Tip: Consistently reinforce your company’s values and employ them when praising your employees. Emphasize to the people the importance of connecting the activities that they take, and the achievement of the organizational objectives in the future.
Make Recognition Timely and Specific
It is equally important to note that recognition is usually only effective when it is specific and timely. In this case, an immediate appreciation makes the employees feel part of the system, thus making it more relevant to them. Waiting too long to appreciate a contribution may not bring the same effect, because, by that time, the contribution may have lost its relevance.
Equally important is specificity. Instead of saying: ”Great,” which is quite broad in meaning, tell employees what they have done well and why it was important. For instance, instead of saying, “You did a great job leading the team,” a much more effective statement would be “Thanks for spearheading the project and completing it ahead of schedule. It was great in positioning us to win the client over.”
Key Tip: Notify managers to start recognizing the contributions of people as early as possible. The closer the recognition is to the activity, the more effective it will be.
Encourage Peer Recognition
Peer-to-peer recognition should also be encouraged to promote a more supportive work culture. With this recognition structure, employee actions feel irrepressible, because at least every employee’s contribution is recognized, and not only by their superiors.
When employees can recognize each other, there are ways to identify more instances of recognition, as it is the colleagues rather than the managers who can see achievements that may otherwise go unnoticed. Further, peer recognition encourages team spirit and may decrease unhealthy competitiveness within an organization, making it easier to work together.
Key Tip: Use social tools including a “Thank You” wall or electronic means to solicit recognition from colleagues towards peers on a more appealing note. E.g. Peer recognition should happen often, spontaneously, and be easily done.
Use Technology to Scale Recognition
It is commonplace that in big corporate organizations, not everyone’s effort is appreciated at all times. Here’s where technology comes in handy. Through digitalization and the use of other tools, companies can also ensure that no contribution goes unnoticed. Thanks to recognition platforms and applications, employees and managers can record their accomplishments, receive constructive criticism, and issue incentives at any moment, and, therefore, guarantee an orderly and ample recognition structure.
All of these can be further supported by the provision of learning or integrating recognition within learning and development practices by the application of Auzmor’s LMS. Employees can obtain badges, and certificates, or even compete for activities that do not involve monetary benefits as they achieve certain marks in professional growth. They do so without getting into abrasion with other employees looking for the same reward.
Key Tip: Implement practical recognition tools, within reach, and fit your organization. Expose employees to these platforms to enhance their functions by bringing in the impact that these platforms were meant to convey.
Personalize Recognition
Each one of every employee is unique, and what was appealing to one done by way of appreciation and recognition may not at all work in the same way to another. Some people may not relish public appreciation in general meetings while other employees may like it. To appreciate every employee, it is vital to know how each of them would like to be appreciated.
Offering some recognition in a personalized manner also exhibits interest in employees as individuals. It affirms that employees notice more than simply what they are paid for. There is a psychological benefit to both – the employer and the employee in this kind of personalization.
Key Tip: Make managers reach out to their teams to learn particular preferences of members as to what might be used to appreciate them during or after the work. Try to change the style of recognition about the person to make it look more caring and considerate.
Conclusion
In today’s world of business, appreciation of an employee’s input is not only a measure of conflict solvability but also a measure of human development within an organization. Companies can develop an organizational culture, where people feel themselves as part of the team and make a maximum effort for the good of the company, using both formal and informal recognition strategies.
Auzmor is aware of the impact of recognition on employees’ experiences and how they can be made even better. We provide employees with the means to award their peers within recognition programs that integrate with the company’s principles and enhance retention. Nowadays, however, in perpetually volatile workplaces, recognition is not just nice to have; it is imperative.
