Employees in all kinds of businesses need to feel appreciated. Developing a culture in which recognition becomes habit is the ideal. However, getting managers who are already swamped with the pressures of getting through all their day to day responsibilities to focus on recognition can be tricky.
Managers need to understand the benefits of recognition before they will be willing to invest their valuable time. When employees are recognized for their work and efforts productivity increases. They become more loyal to the employer, and are less likely to leave.
Increased productivity and reduced turnover can have a big impact on the financial well being of a company. It only makes sense that in the long run investment in recognition saves both time and money. Here are some ways to help encourage daily positive exchanges between managers and the staff.
Set a Recognition Goal
Communicate expectations to the managers. Have them recognize one individual a day. The purpose is to get the managers to begin to initiate employee praise out of habit. After time they will begin to see opportunities to express appreciation on their own.
This also gives the managers an opportunity to see first hand the benefits of recognition. Although an increase in productivity and profits will not be apparent, they will see a change in how people respond to them.
Use Reward Programs to Encourage Recognition
Short term contests that have managers looking at specific results and rewarding those employees who meet the criteria is a great way to recognize high achievers. These are an excellent tool to boost recognition and help focus on specific strategic goals.
Keep programs as simple as possible. Managers have a lot to deal with. A complicated contest will not get the attention it requires, and will have little impact on employee satisfaction. Instead give them a handful of employee recognition pins and a list of criteria for handing them out. Run a short, simple program every 2 or 3 months. Do not run them all the time as employees, and managers, will loose interest.
Recognize Effort Not Just Results
Those employees who consistently deliver are easy to recognize. The employee who is trying, but not achieving often gets overlooked. By recognizing the effort the manager is reinforcing the positive work habits that are being displayed.
This is also an opportunity to motivate someone who might otherwise fall through the cracks. Unless they feel appreciated they will not continue to put the effort in and will soon turn into more of a concern.
Find Opportunities to Recognize All Employees
Often managers will be faced with an employee that is a problem. These employees rarely receive recognition and managers are reluctant to give them the impression that they are pleased with them.
Even someone who is struggling to meet the job requirements does something good every day. Find out what they do that contributes to the organizations goal. Having someone give them positive recognition for a change may in fact motivate them make more significant contributions.
Lead By Example
Insisting that managers recognize their people is futile if they do not feel appreciated themselves. To create an environment that values recognition and the benefits that come with it requires a top down approach.
All levels of the organization need to make recognition a priority. Not only will people see the benefits of recognition, they will feel it.
Working in an organization that recognizes and appreciates its’ employees can be rewarding. Using goals and contests can help keep recognition a priority. Taking the time to recognize effort and finding ways to appreciate weaker staff will ensure the focus is not just on the top performers. Lastly, leading by example is the best way to impact the culture of recognition.
Reference:
Donna Deeprose. How to Recognize and Reward Employees. New York. Amacom. 2007.
Lin Grensing-Pophal. Motivating Today’s Employees. Vancouver. Self-Counsel Press Ltd. 2002.
Suzanne McIntyre - Suzanne McIntyre is enjoying a new and exciting career as a freelance writer. After a long career and time as a stay at home Mom she ...
