Constructing an Effective Employee Recognition Program

In the corporate world, appreciation & remuneration top the list of motivating tools. While one is cost-heavy, the other barely pinch the pocket. But is it that easy to keep professionals happy? Think about it; the logic is plain and simple - everyone likes to be recognized for their work, no matter what demographic they fall under. It's just human nature.

 

When staffs perform exceptionally well, they want to be appreciated. When unsure of their performance or need direction, they require some validation. Blatantly speaking, they just want you to recognize their efforts. That's why you need an effective employee recognition program. Of course, you could keep hiking their salaries. And that’s a sure shot way to yield immense productivity. But, if you’re looking for a more practical approach, this blog is the right place to begin!

 

Here are a few keynotes an effective employee recognition program must entail:

 

1.     Employee Recognition must be Obvious:

Remember the age-old saying, 'Praise in public; critique in private?' Well, there's a sound reason for that. Private recognition isn't as impactful as public acclaim. Think about it; if you praised an employee for being the most productive team member because of specific statistics you revealed in confidence, they would want to echo that to the entire floor. But either nobody may believe them, or they stand the chance of being labeled as boastful. It's like a spy in the intelligence being given a badge of honor! The secret service official must immediately return the medal for security purposes. But that's not your intention now, is it! So,

 

Gather a Crowd;

& Make it Loud!

 

 

2.     Employee Recognition must be Specific:

When you recognize your staff's efforts, you are not only appreciating them but also setting an example for the rest of your team as to what is appreciated and preferred. You're trying to get the ball rolling through positive reinforcement. Besides, this also takes away misjudgments of preferential or exclusive treatment. Make it known to all why you recognize someone's work to set a good example.

 

3.     Employee Recognition must be Frequent:

Take, for instance, you've appreciated Mr. ABC in front of all. He's happy. Soon later, he exceeds himself and breaks all previous records. But now, you've forgotten about repeating the drill. He's waiting for you to pat his back. But, nada! He probably put in all that sweat because your last kudos motivated him to stretch himself above and beyond his boundaries. But, now that you've ignored this new accomplishment, he probably won't be walking the extra mile ever again. Why? – Because there's no guarantee you'll notice. Leadership can get busy dodging corporate arrows and strategizing moves. So, if you tend to forget things easily, instead of erratic and random appreciations, chart a regular recognition cycle that could be annual, quarterly, or even monthly, depending on what's feasible and suitable to your trade.

           

Plan a Calendar!

 

 

4.     Employee Recognition must be Timely:

Sure, our previous point says you must appreciate your staff frequently. But, we're not suggesting having a daily tea party to accomplish that. It would just lose its essence and value. More than the number of times, finding the right 'moment' is crucial. Think about that colleague you forgot to wish on their birthday last week. You haven't seen them in a week and are eager to wish them. Those belated greetings are overflowing from your lips, awaiting their countenance. Let's add some theatrics to this hypothetical equation. Unfortunately, they just lost a family member and have returned to work after the demise. What do you do? Say 'belated birthday wishes, ABC'? Or 'I'm sorry for your loss.' Sure, you could combine the two with a simple conjunction that conveys everything at once. Would that be more appropriate? Hopefully, you know the answer to this dilemma; but the point here is,

 

Find the right Moment!

 

 

Keeping in mind the above ground rules, here’s a gist, like a checklist that you can go through while forming or reviewing your employee recognition program:

 

• Start Recognizing Often: According to a Wall Street Journal study, employees who received small rewards and recognitions regularly were eight times more engaged than employees appraised once a year. Your people make sizeable contributions to your company week after week. Making them wait an entire year to tell them they're doing great seems a bit unfair, don't you concur? Moreover, you risk making your people feel demotivated and underappreciated, the exact opposite of what we’re attempting here. Demotivated employees are the least productive bunch. So, begin commending your employees often and regularly to recognize and value their contributions. It doesn't always have to be in the form of a formal monthly program. Regular informal positive reinforcements bring cheer into a professional's life and help them rationalize all the effort they put in, which, in turn, will sustain consistency and continued motivation.

 

• Aim for a Wider Involvement: The traditional way of recognizing was typically top-to-bottom. We're simply saying, managers and supervisors usually recognize their subordinates. Much of this has changed recently, and for good. A robust employee recognition platform or an anonymous reporting system such as PERI helps extend this positive culture throughout your workforce. If anyone could recognize and appreciate anyone within practical reasoning, it opens up multiple doors through which positivity and motivation can flow freely.

 

• Explore Multiple Reward Options: It is a common misunderstanding that money motivates everyone. A more accurate assertion would be that people want different things at different times. Sometimes people want to be rewarded with cash, and occasionally other things take priority. Everyone's motivation is fueled differently. Companies should be open to exploring diverse options like thoughtful gift vouchers, personalized gifts, complimentary offs, meal coupons, etc. An ideal rendition would include having all the options ready and then allowing the employee to pick their reward. Also, allowing team managers to decide reward options for their team is way better than having a company-wide reward mandate. Set a stipulated budget and let the managers give inputs based on the priorities and preferences of their teammates.

• Building a good Reputation: The contentment of your employees is directly proportional to your credibility as an employer. That's part of your market stature and business goodwill. Regularly rewarding your employees keeps them motivated and happy. Once they ascertain that this is not a one-time gimmick and is, in fact, a genuine show of appreciation, they will likely recommend your organization to others. Positive reviews on platforms like Glassdoor and LinkedIn will improve drastically. And, when you establish a good reputation in the market, your company will automatically attract top talent, which, in turn, improves productivity and profitability.

Formulating the perfect employee recognition program is challenging. We can suggest some great ideas, but active implementation is where the real test lies. Draw a circle of constraints before you begin brainstorming. Once everyone is aware of the limits, it is easier to come up with realistic-yet-creative solutions. Create a concrete plan, then dedicate staff capable of realizing the entire project. This way, you make sure all your ideas get converted into real solutions.

 

Almost every business nowadays has an employee recognition program. But what sets the best apart from the rest are not the minute details. If your employees are satisfied and happy with the employee recognition program formulated and run by you, that's how you gauge success. It's a good idea to get feedback from all your staff. This will help you evaluate and review the success of your plan based on specific KPIs. Be ready to improvise your strategies and tweak the process every once in a while to help maintain effectiveness. Think COVID – businesses that stagnate don't really make it. So,

 

Review and Improve!

 

Exela Technologies is a global HR outsourcing leader. Our HRBP services have helped multiple businesses formulate long-lasting, robust, and effective employee recognition programs. Our services are designed and executed with high precision to provide professional and dedicated support. With the help of experienced HR experts and tried-and-tested employee recognition methodologies, Exela can help you provide exceptional recognition, support, and technology for your employees.

Get in touch with us to know more! https://ehrs.exelatech.com/contact-us 

 

Sources: recruitingblogs.com | google.com | en.wikipedia.org | forbes.com

 

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.