Noticing and Appreciating a Job Well Done
Leaders are always seeking ways to bring out the best in each team member—the holy grail of seamless business functionality. One of the most effective yet overlooked strategies available is the recognition of employee contribution. Awarding great performance reduces turnover, maximises performance, induces loyalty, and is beneficial to the bottom line.
A cohesive culture in the workplace begins with the recognition of collective value. Organizational success is indeed parallel to the extent of employee morale and satisfaction. The human resource research firm, Deloitte, found that effective employee engagement through recognition programs has a serious impact on being able to retain talent.
Employees need to feel respected, appreciated, and celebrated. In short, they need approval. Running a performance management campaign that works isn’t just about name-plated trophies, restaurant gift cards, or vacation packages. It goes deeper than presenting hard workers with a small award. Here are a few time-tested actionable ideas to jumpstart a successful employee recognition program.
Be Prepared to Engage Frequently
One and done programs like “employee of the month” are simply not enough for firms operating in the 21st century. Rewarding star players at quarterly meetings is almost draconian in style nowadays.
To be most effective, recognition needs to occur in real-time. Above and beyond performance should be highlighted on the spot, not down the road at some meeting. On-demand communication helps build the kind of trust and synergy that keeps employees motivated and goal oriented. Do this and do it often.
Tip: There’s no such thing as too much communication. Always encourage participation, but don’t make it mandatory.
An Extra Day Off
Offering superstar employees time off or allowing “work from home” days are tried and true incentive based techniques that demonstrate care, thought, consideration, and attentiveness on behalf of management.
Employees Feel Better When Praised By Peers
Nothing trumps the validation of other team members. It just feels authentic. It’s empowering. And it’s always encouraging to feel like a valuable piece of the puzzle.
Nurture a contagious culture of employee gratitude and praise. Peer-based recognition builds social intelligence while adding to the larger plan of engagement.
Tip: Employees that uplift each other on a frequent basis are typically happier and healthier.
More ways to build a successful employee recognition program:
-Give them an exclusive parking space
-Allot time for side projects
-Give longer lunch breaks
-Designate “bring your pet to work” days
Lack of adequate plans for employee engagement and recognition can incur financial as well as emotional costs that drain precious resources from business coffers. Not feeling appreciated is the number-one reason for turnover. Having to regularly recruit new candidates draws a large hidden tax on firm finances and morale in the way of lost productivity, not to mention other costs like training, screening, interviewing, recruiting, and on-boarding.
Can Employee Recognition Prevent Ghosting in the Workplace?
There’s a new phenomenon hitting all corners and sectors of business today. It’s called Ghosting. Once a term exclusively used in the dating world, it now refers to the process of just plain ole’ not showing up to interviews, first days, or to work altogether. Industries disproportionately affected include manufacturing, energy, business services, finance, and heavy materials.
There is a huge opportunity for firms in today’s job market. Recruiters can realise a hiring influx by advertising awareness of employee value. Some firms will need to make simple adjustments while others may need to undergo a massive transformation in company culture. Either way, the investment now beats the expense later. Recognition may not be able to grind Ghosting to a halt, but maybe it can perform well as a preventative measure.
Recognition: Not Easy But Worth It
Constructing and executing employee recognition campaigns requires mindfulness in conduct, flexibility in practice, and goal-oriented focus.
It’s also important to remember that one size doesn’t fit all, and campaign elements must become more specific and tailored to each individual over the long term. The future of the organisation will inevitably depend on effective employee engagement strategies.
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