What should you do when your employees went the extra miles and did well in his job? Is peppering them with reward or praise enough? Let’s find out.
Perks and benefits are among crucial factors that make employees stay in a company. However, these supplements are not enough without the touch of genuine recognition. Why recognition?
Victor Lipman, management trainer and author of The Type B Manager, found that recognition matters more than money. Lipman cited that 80 percent employees feel recognition was more fulfilling than any other rewards or gifts. Praise is more motivating when it comes to recognising employee’s well-conducted job as it engages employees more for all ages, especially for the rising Millennial population in the workplace.
See also: Giving Recognition in Digital Workplace
In Globoforce data, for example, HR leaders surveyed said that employee recognition in the form of praise can strengthen the relationship between employees to employees, employees to a company, and employees to bosses. Besides that, majority respondents (85 percent) said employee recognition has a positive effect on organisational culture and 84 percent said employee recognition program has helped employee engagement as it brings positive value to an organisation, which also improves employee experience.
On the other hand, there will be consequences for leaders who fail to deliver proper recognition to the workforce. When a company is lack of recognition, employees will likely flee from their job. A pool by employee recognition app maker Recognize found that almost half of employees will quit when recognition is lacking. And a study by Woohoo inc cited that lack of praise can be demotivating and contribute to unhappiness. It also becomes top five reasons why employees gave up for “happiness” at work which drive them to leave their job.
Given the reasons how important recognition is, you should be aware of what kind of recognition you should apply. There are different ways to appreciate your employees. Here are three types of recognition mentioned by The University of Iowa
Employees interact with their co-worker more often than with a supervisor or boss. Therefore, why peer-to-peer could be an effective choice to be applied. Additionally, peer-to-peer can reach to a deeper level of recognition as fellow workers often witness something that supervisors/managers fail to do so. It can also be done in an informal way with good humour which will make it easier to implement than formal recognition.
The practice of peer-to-peer recognition can include: post a thank-you note, seek out the person for a positive remark, give a candy gram/snickers for their good act, send flower, nominate them for IOWA (Improving Our Workplace Award), and many more.
Success is hard to be achieved without solid teamwork. So, when a team achieve their weekly, monthly, or yearly goal, it is maybe a time to praise the whole team. You can praise a team for when they take on extra work, help other teams, develop a positive way to deal with a problem, or solve a big problem. By motivating the whole team, it will improve their performance and motivation to work better together. Communication will also be better and strengthen in workplace.
Examples of team recognition include: send letters to team members, submit an article about a team to a newsletter, post on website, submit an IOWA nomination, maintain team bulletin board with photos of accomplishments, or throw a party in honour of their accomplishments.
Supervisor to staff recognition
The need for boss and supervisor to recognise employees’ achievements is important because it boosts employee overall motivation and happiness. Once a month or bi-weekly, one-on-one meeting focuses on recognition will be the best practice. You can also praise employees by writing public or private comments, giving trophy or plaque for employee of the moth, providing educational sessions in workplace, or offering neck massage in workplace.
Read also: The Bad Impacts of Giving “Too Much” Recognition