Employees like to feel that their contributions are both valued and recognised.
However sometimes we forget to congratulate or recognise the accomplishments and contributions of our employees
Many times this area is covered in our Appraisal Skills Training Workshop
Here’s 7 ideas for doing just that
1) Informal recognition (e.g.. the informal pat on the back) can happen anytime.
Question for you. Does it in your company?
A formal system should be based on measurement of results.
Recognising a good idea in an informal way is one thing.
A decision to give a recognition award should be based on proof that the initiative brought measurable results.
Set up the measurement process before and establish it’s credibility prior to recognition.
2) Get an employee team to determine recognition needs.
It’s often management teams that design and implements recognition strategies for employees. Change that.
Ensure that the team can present back to you what a recognition programme is to accomplish.
Now let them figure out how to get the information they need and design the programme
Management recognition can play a really important role.
However some of the most valuable recognition comes as a result of peer judgment.
3) The higher the monetary value of any “award” the more careful you should be
Too much competitive spirit can, if not managed, lead to conflict and bad feelings.
If this could be a problem you may want to look to team based rewards.
A recognition system should be aware that today’s workplace requires a high level of teamwork and coordination with other employees.
In a sense any individual achievement or contribution has usually been helped along directly or indirectly by colleagues too.
“Stars” do need recognition, but so do team members.
4) Think of recognition as a system
It’s a process that uses many ways of sending the same message —
“We (I) see the good work you do…we value it…we appreciate it.
Plan your recognition systems to include formal and informal things…
Try occasional formal rewards, and have lots of informal interpersonal stuff…pats on the back.
Don’t make the mistake of relying only on a once a year award of something.
5) Give managers some wiggle room.
The manager (or supervisor) sets the tone for informal recognition.
Give them a budget for chocolate, gadgets, wine , dinners-out etc
By publicly recognising achievement or effort, they get the message across that “we celebrate our effort and our accomplishments”.
6) Don’t recognised people for “Doing something”.
Recognise “Accomplishing something”.
Encourage an emphasis on results rather than work done. Focus on what you want.
7) Make recognition a standard and integrated part of any staff meetings.
Ask the question: “What wonderful things have we accomplished since our last meeting?”
Encourage people to talk about their own accomplishments, and to talk about those of their colleagues
What do you think about our seven ideas?