Why Recognition

  • Employee recognition is a vital part of maintaining good employee morale and having a good employee retention rate. When employees feel that they are being properly recognized for their performance, they are much more likely to feel as though they are an important part of the company and that they are valued. One way to recognize employees is to offer them tangible benefits. These benefits are defined as rewards that benefit the employee directly, rather than intangible benefits, such as praise and thanks.

  • Today’s employee wants to be acknowledged for successes that affect the company and are more inclined to drive results when their work is celebrated. Establishing a Culture of Recognition will enhance your employees’ experience and encourage them to repeat positive behaviors that drive results. Recognition is often its own reward – learn how to use it effectively to drive results.

    Enhance how you recognize and reward your greatest asset – your employees! This handbook provides insight into statistical data on why recognition is important, and provides best practices on how to build a Culture of Recognition that boosts employee satisfaction and employee engagement.

    In this paper, Achievers offers from its experience and research why it’s important to understand how top performers are different in terms of motivation and recognition, and it recommends specific recognition practices you can put into practice how to retain top performers in a recovering economy.

  • Employee recognition motivates, engages and retains employees – all of which make or save companies money. These practices are more important today than ever before and remain easily attainable, even in a down economy. Thankfully for businesses today, some of the best appreciation is still free.

    Employee recognition is a valuable business tool, and it is especially indispensable during the current economic times. The regular and sincere practice of recognition can keep employees engaged and satisfied with their work. When employees feel appreciated, they will approach their work with greater fervor and remain committed to your organization. Hand out compliments to your employees now, and they will remain with your company long after the recession in order to experience new successes.

    Recognition Program Must-Haves

    Measurable Goals – Define the goals of the recognition program in measurable terms. Start by identifying what needs to change in the organization, then figure out a way to measure that change. Use this information as a basis to write each goal. Be sure to specify a time frame in which the goal should be accomplished. Some examples of measurable goals are:

    Increase in sales in a product category by 20% in 24 months.
    Reduce workplace injuries by 5% over the next 12 months.
    Reduce customer complaints to 2% over the next 24 months.

    Evaluation Criteria – Build in ways to evaluate the overall success or failure of the program. Success is measured with the accomplishment of each individual goal and the breadth of change to organizational culture.

    Meaningful and Symbolic Awards – Develop a reward structure that includes meaningful and symbolic awards. Awards should be personally meaningful to the recipient. Employees will respond best to awards that represent their personality, hobbies, and interests. Awards should also symbolize the accomplishment in some way.

  • With so many corporate recognition articles out there it is hard to know which direction to turn. Here you will find news and articles about corporate rewards and recognition that are the best practices already implemented by some of the biggest businesses in the world. They use Employee Recognition Programs to Improve Employee Productivity and so can you.

  • The key to making recognition and rewards programs work is to target them to specific business goals and individual
    employee needs. Goal alignment and reward reinforcement promotes excellence and increases the likelihood of business
    success. At the end of the day, your organization is more likely to craft the right program by:
    • Understanding the respective strengths of various rewards and recognition approaches.
    • Remembering that demographics matter—as the nature of your workforce changes, so should the
    nature of your approach.
    • The mix can be different for each employee. The key is to determine the mix on a one-to-one basis.

    A one-size-fits-all approach to recognition programs is not the answer and instead, may leave too many employees feeling cynical, disengage those who are “borderline” and lead them to conclude management “doesn’t even know what I value” — increasing the likelihood of a loss of talent.
    In this environment, building a program that is tailored to the needs of each audience is essential. While sales forces respond to public recognition events and proudly display an award in the office, Millennial workers may need much more frequent – even if modest – recognition or prefer an award they can enjoy outside the office on their own time. For many, a sincere and heartfelt “thank you” from the company president can make the difference in loyalty.