Employee recognition programs have kind of become old hat these days. So how can you pump new life into this morale-building effort? The most common characteristics. It’s no coincidence that many of the world’s most successful organizations have employee recognition programs in place. These programs enrich and sustain the.
Tips for Effective Employee Recognition. By Susan M. Heathfield. February 0. 7, 2. Employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business. When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing.
Know how to make your formal recognition program successful? Use these six special tips to make your formal recognition program fair and motivating.
When you consider employee recognition processes, you need to develop recognition that is equally powerful for both the organization and the employee. You must address five important issues if you want your employees to view the recognition you offer as motivating and rewarding and important for the success of your organization. The Five Most Important Tips for Effective Recognition. You need to establish criteria for what performance or contribution constitutes rewardable behavior or actions.
You need to make all employees eligible for the recognition. The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized. Anyone who then performs at the level or standard stated in the criteria receives the reward.
The recognition should occur as close to the performance of the actions as possible, so the recognition reinforces behavior the employer wants to encourage. You don't want to design a process in which managers.
В select the people to receive recognition. Employees will see this type of process forever as В managerial favoritism. Or, they will В talk about it in words such as, "Oh, it's your turn to get recognized this month." This is why processes that single out an individual, such as Employee of the Month, are rarely effective. A Working Example of Successful Recognition. A client company established criteria for rewarding employees. Criteria included such activities as contributing to company success serving a customer without being asked to help by a supervisor.
Each employee, who meets the stated criteria, receives a thank you note, hand- written by the supervisor. The note spells out exactly why the employee is receiving the recognition. The note includes the opportunity for the employee to draw a gift from a box. В in the office. Gifts range from fast food restaurant gift certificates and candy to a gold dollar and substantial cash rewards. The employee draws the reward, so no supervisory interference in the amount of the award is perceived.
A duplicate of the thank you note goes into a periodic drawing for even more substantial reward and recognition opportunities. More Tips About Recognition and Performance Management. If you attach recognition to real accomplishments and goal achievement as negotiated in a performance development planning meeting, you need to make sure that the recognition meets the above- stated requirements. Supervisors must also apply the criteria consistently, so you may find the need to provide some organizational oversight. The challenge of individually negotiated goals is to make certain their accomplishment is viewed as similarly difficult by the organization for the process to succeed. People also like recognition that is random and that provides an element of surprise. If you thank a manufacturing group every time they make customer deliveries on time with a lunch, gradually the lunch becomes a given or an entitlement and is no longer rewarding.
In another organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he had employees coming to him asking for reimbursement for lunch if they ate lunch outside of the company on a Friday. His goal of team building turned into a given or an entitlement and he was disappointed with the results.
There is always room for employee reward and recognition activities that generally build positive morale in the work environment. The Pall Corporation, in Ann Arbor, MI, had a smile team that met. В to schedule random, fun employee recognition events. They have decorated shop windows, with a prize for the best, during the holidays. They sponsor ice cream socials, picnics, the boss cooks day, and so on, to create a rewarding environment at work.
Another company holds an annual costume judging parade with a lunch potluck every Halloween. A appreciated tradition, В too - the costumes are hilarious - picture the CEO as a hanging shower curtain.)Rewards and recognition that help both the employer and the employee get what they need from work are a win- win situation. Make this the year you plan a recognition process that will wow your staff and wow you with its positive outcomes. Avoid the employee recognition traps that: single out a few employees who are mysteriously selected for the recognition,sap the morale of the many who failed to understand the criteria enough to compete and win, andsought votes or other personalized, subjective criteria to determine winners. More About Employee Recognition.