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Use these principles for memorable employee recognition

01 Jun, 2020 Employee recognition

Recognition of employee achievements in the workplace is one of the most important things a team leader can do. It is low-cost and effective – but you have to do it right. And research has found recognition doesn’t take place anywhere enough in the typical workplace. But you can initiate a program using important principles for memorable employee recognition outlined in this article.

Compelling reasons why you should engage in memorable employee recognition

Research overwhelmingly finds the remarkable value in employee recognition. For instance, Gallup analysis in 2016 showed that only one in three US workers strongly agreed they had received recognition or praise for doing good work in the previous seven days. he researchers concluded that “Gallup’s data revealed that the most effective recognition is honest, authentic and individualized to how each employee wants to be recognized.” A survey quoted in the Harvard Business Review in 2016 found 82% of employed Americans didn’t feel their supervisors recognized them enough for their contributions.

A 2019 survey by SurveyMonkey and Bonusly found:

  • 82% of employees considered recognition an important part of their happiness at work
  • 38% preferred to receive positive feedback in 1:1 meetings with their manager, followed by team meetings at 25%.
  • 89% of executive-level leaders believed recognition was conducted fairly at their company – but only 62% of people in intermediate positions agreed with them.

Yet, worldwide research proves employee recognition creates better workplace performance.

Use these principles as a guide for memorable employee recognition

These principles, or employee recognition criteria, are essential to observe for the successful application of employee recognition in the workplace:

Seek out opportunities to praise

We’re conditioned to spend much of our time looking for issues and problems we can correct. Spend a little time trying to catch employees doing good things, too. It can be done quickly and spontaneously.

Be sincere and genuine

Good leaders honestly know and feel that their business would not survive without the work and commitment of their people. This knowledge should be reflected in every policy, practice, principle and action that the leaders demonstrate. Sincere appreciation drives creativity, productivity and willingness to operate at the highest performance levels. Never praise just for the sake of praising. It is obvious to everyone, and you lessen the impact.

Be fair and consistent

Recognition programs need to have a fair process, contain fair outcomes, treat employees fairly (recipients and observers), and to provide fair explanation for each case (reasonableness, candor, thoroughness and timeliness).

Recognition loses its power and value if it is perceived as inequitable and inconsistently applied. Most recognition programs make management solely responsible for the initiation of recognition, and many managers simply don’t notice good work. Everyone in the workplace makes a contribution and each individual should have an equal opportunity to receive recognition. An organization should list the behaviors and activities that best serve achieving its business goals, then give everyone the responsibility of initiating recognition when these behaviors or activities occur.

Even better is for organizations to set up a program enabling employees to recognize each other in appropriate ways that create memorable employee recognition.

Be timely

The more time that passes between excellent performance and recognition, the lower the impact of the recognition. Immediately is never too soon. Immediate recognition is critical because:

  • It ensures recognition is not overlooked or forgotten.
  • The act worthy of recognition is still clear in the minds of the giver and the receiver.
  • The recognition is more meaningful.
  • Recognition is more likely to be remembered and the behavior or practice is more likely to be repeated.
  • The closer the recognition is to the occurrence, the more emotion it is likely to generate. Moving quickly will certainly ensure memorable employee recognition.
Be frequent

To be effective, saying “thanks” and showing appreciation for those behaviors and practices that support business success should happen at the time the behavior or practice occurs. There will be daily opportunities. Saying “thank you” is not a great investment and should be applied liberally. The benefits from frequent, sincere appreciation can positively affect every bottom-line measurement, including productivity, sales product and service quality, customer satisfaction and employee turnover.

Be flexible

Corporate recognition programs often provide only one or two alternatives for offering recognition. By offering a variety of methods for showing appreciation, an organization ensures that the needs of both the giver and the receiver can be met. This is important for

memorable employee recognition.

Be appropriate

The recognition method selected should match the effort expended, the behavior exemplified or the results achieved. It is critical to provide a thoughtful structure that ensures the right recognition goes to the right situation. Inappropriate recognition, such as a casual acknowledgement by the boss for a lot of hard effort over and above normal levels of work, only undermines the whole program as well as casting doubt on the competence or sincerity of the person making the recognition. Likewise, it is not appropriate to wait overlong to give the recognition – it should be offered while the work being acknowledged is in recent memory.

Be specific

Recipients should know exactly what they are being thanked for and why their contribution is valuable. The desired performance should be specifically identified so the employee or employees clearly know the reason for the recognition. This creates a strong link between the desired performance and the recognition, and is a compelling precedent to all those who are observing the recognition act take place.

Save constructive feedback for later

Many bosses can’t resist tossing in a little feedback while praising an employee. If you include something about how they could do even better next time, all they will hear is what they should have done. Give praise and recognition now. Save performance improvement advice for later.

Remember the power of the ‘thank you’ note

Taking the time to handwrite a note of thanks has lasting impact. You can do this by email as well, but it is not as personal or effective.

Extend the appreciation experience

If the recognition activity is structured, you should want the moment to live on, so record the event and give the employee something tangible to save and share with friends and family. Include in your organization’s internal communication activities as well. In doing this, you will ensure you drive memorable employee recognition of those around you.

If you enjoyed this article, we recommend this book

Employee Recognition: The secret to great team performance Employee Recognition: The secret to great team performance

About Kim Harrison – author, editor and content curator

Kim Harrison, Founder and Principal of Cutting Edge PR, loves sharing actionable ideas and information about professional communication and business management. He has wide experience as a corporate affairs manager, consultant, author, lecturer, and CEO of a non-profit organization. Kim is a Fellow and former national board member of the Public Relations Institute of Australia, and he ran his State’s professional development program for 7 years, helping many practitioners to strengthen their communication skills. People from 115 countries benefit from the practical knowledge shared in his monthly newsletter and in his books available from cuttingedgepr.com.

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