Although employee recognition is typically associated with rewarding years of service or outstanding performance, more targeted approaches have greater financial and cultural impacts. Every organization wants highly motivated and engaged employees who go above and beyond. A more nuanced approach to employee recognition can take service awards to new levels and deliver multiple benefits to your organization.
Employee recognition is much more than saying “thank you.” Its impact can be felt on multiple psychological levels, including the feeling of being wanted and needed. Employees want to feel that their work and dedication to a company matter. No one wants to feel they’re just taking up space in a cubicle. Gallup research shows that positive employee engagement efforts can help reduce absenteeism and turnover, and showing employees they are a valued asset is step one in the right direction.
Every employee has been there at some time: A growing task list, deadlines creeping up, and little motivation to get it all completed. This is where employee recognition can shine. Again, by providing employees with the sense that they are needed and appreciated, you are increasing their motivation. This basic level of recognition, combined with more advanced recognition methods, keeps the top performers where they belong, at the top.
If you already have an employee recognition program, you are ahead of the game, but is your program working? The next step may be to refine and update your recognition program so your organization can truly benefit from the effort and investment. The question is, how to do this? How can you get beyond the standard service awards and anniversaries, and turn recognition into an action that is both meaningful and motivating for employees?
A recent article in Forbes speaks to the differences in generations and cultural expectations. Today, recognition is expected, even for non-exceptional actions. People look to be rewarded for things as simple as showing up to work on time or putting in a full 8 hours. How then do we avoid the pitfalls of this expected, routine recognition for ordinary action and find a meaningful way to tie reward and recognition to those achievements that are worthy and extraordinary?
The monetary connection to recognition has been an automatic choice, a go-to method. To receive a deeper level of benefit that can come from sincere recognition, look beyond monetary rewards and get to the human connection –reward employees in ways that connect with them emotionally and psychologically.
Leverage the human connection to help your organization inspire, motivate and excel at workforce performance. We want to hear how you are making recognition unique and personal. Leave your comment or share your approach below.
To learn more about how to take employee recognition to deeper and more meaningful levels, contact us today to speak with an expert.