Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. This article explains how to communicate to encourage employee recognition.
Individual performance→Recognition→Increased productivity→Increased value to the organization
Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations.
Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that recognition invariably is done badly, if done at all. Few organizations have well-established and accepted formal or informal employee programs in place. Therefore, employee recognition remains an undervalued management technique.
This article will help your understanding of key organizational principles for effective employee recognition.
Data will get senior executives on board for implementing a unified, effective social recognition program. Data changes social recognition from a nice-to-have to a smart business decision. For instance:
A Globoforce 2018 article lists a series of data points you can use to put the business case to senior management:
Communication is important in the recognition of good achievements in the workplace by peers, managers and supervisors. As a communicator, you can encourage the awarding of recognition for work well done throughout the organization when you become aware of suitable situations. Such opportunities tend to arise while gathering information for employee publications and other typical communication tasks.
You can communicate about the long-term benefits that come to high achievers in the workplace:
You can play a valuable role by training or arranging training in presentation skills to assist supervisors and managers to improve the way they recognize their staff for work well done. Many managers have never had such training, and because good communication skills are expected as a ‘given’ in a job, some are reluctant to admit they need assistance in this area.
Research has found it is more effective to recognize employees face-to-face. You can inform participants of the findings of a US survey by Survey Monkey & Bonusly in 2019 that found the most popular way to receive positive feedback is in 1:1 meetings with managers (38%) followed by team meetings (25%), annual reviews (16%) and public messaging channels (11%).
Clearly, the COVID pandemic has led to much more recognition via digital channels. Time will tell how effective digital options compare with in-person recognition. Although various apps have become available to praising employees, digital media is generally not a great substitute for face-to-face recognition because it is an indirect, less personal way to acknowledge someone for their good work. In the meantime, vary your approach to keep everyone happy.
The concept of employee recognition is basically simple, but most managers are poor at it. They need reinforcing and coaching. They need a program, principles and procedures to help them apply recognition effectively within their area of responsibility. You can communicate to encourage employee recognition and adoption of this impressive workplace practice in your organization.
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