The Value of Personnel Recognition


Employee recognition is not just a fun thing to do for people. Employee Recognition is a communication tool that reinforces and rewards the most important results that people create for your company.

If you recognize people effectively, with your chosen recognition tools you reinforce the actions and behaviors that you most want to see people repeat. Your recognition reinforces the employee's understanding of how you want to contribute to him or her in the workplace.

Because the majority of employees want to see you as effective employees, because they reinforce their positive image of themselves and their self-worth, your positive recognition is meaningful and supportive. An effective employee recognition system is simple, direct and powerfully reinforcing.

When you consider employee recognition processes, you must develop employee recognition that is equally important for both the organization and the employee. You have to address five major problems if you want your employees to see the recognition that you offer as motivating and rewarding and important for the success of your organization.

The five most important tips for effective recognition

You must establish criteria for which performance or contributions are rewarding behavior or actions.

- You must qualify all employees for recognition. You may never exclude an employee or a group of employees.

- The recognition must provide the employer and the employee with specific information about which behaviors or actions are rewarded and recognized. The clearer you design and communicate the criteria for grant award, the easier it's for employees to perform accordingly. Since this is the performance that you want to see the most from employees, it's a plus if many employees are suitable.

- Everyone who is then at the level or standard that is stated in the criteria will receive the reward. Or, in an occasional approach, every employee who meets the criteria has added his name to a drawing.
You must communicate at the front that one or three or how many employees you plan to reward are randomly selected from those who meet the selection criteria.

- The recognition must take place as close as possible to the implementation of the actions, thus promoting the behavior that the employer wants to encourage. Monthly recognition is too rare and not reinforcing.

- You don't want to design a process in which managers select people to receive recognition. Employees see this type of process forever as a managerial favorite.Or they will talk about recognition in words like: "Oh, it's your turn to be recognized this month." That is why processes that hand out an individual, such as Employee of the Month, are rarely effective.

A working example of successful recognition

A customer company has established criteria for rewarding employees. Criteria include such activities that contribute to the success of a business, serving a client without the need for the counselor to ask for your help.

Every employee, who meets the aforementioned criteria, receives a thank-you note, handwritten by the promoter. The bill explains exactly why the employee receives the recognition.

The note contains the option for the employee to pull a gift from a box in the office . Gifts range from fast food restaurant gift vouchers and sweets to a golden dollar and substantial cash rewards. The employee withdraws the reward, so no control over the contribution of the prize is seen.

A duplicate of the thank-you note goes into a periodic drawing for even greater rewards and opportunities for recognition. A copy of the thank you title has been placed in the staff file of the employee.

More tips about recognition and performance management

- If you assign recognition to real performance and target range as negotiated in a performance development plan meeting, you must ensure that the recognition meets the above requirements. Supervisors must also apply the criteria consistently, so that you may be required to provide some organizational supervision.
The challenge of individually negotiated goals is to ensure that their performance is seen as just as difficult by the organization to succeed in the process.

- People also find recognition of employees who are random and that offers an element of surprise. If you thank a manufacturing group every time you deliver the episodes on time with a lunch, the lunch gradually becomes a given or a right and is no longer rewarded.
In another organization, the CEO traditionally bought lunch every Friday for all employees. He soon had employees approach him to ask for compensation for lunch if they went outside the company on a Friday lunch. His goal of the team building changed to a given or a right and he was disappointed with the results.

- There is always room for employee reward and recognition activities that generally build positive morale in the work environment.

Rewards and recognition that help both the employer and the employee to get what they need from work are a win-win situation. Make this year your plan a recognition process that will wow your employees and wow you with its positive results.

Make their day! Employee Recognition That Works

- Formal Employee Recognition Letter
- Leadership Rewards and Recognition
- Quotes from Remuneration and Employee Recognition

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