Everyone wants to be recognised for a job well done, whether they are high-ranking executives or entry-level employees. It is human nature, but it is a key area where many businesses fall short, with members of staff left feeling unappreciated, unmotivated, and unloved.
When an employee feels that way, they are likely to be spending their free time perusing job boards in search of a new opportunity. Without realising it, your company could be investing time into training your competition’s future workforce if you don’t give your staff the recognition they want.
The question that you should be asking is, what type of recognition do employees want?
No two employees are the same. Some react well when lauded in front of the group, while others would much rather a quiet “well done” rather than having a big song and dance about it.
Manager-to-Employee Recognition
When employee recognition is discussed, almost always it is in reference to manager-to-employee recognition. Employees look for the affirmation of their superiors and while not every small thing should be met with a pat on the back (thus devaluing any future recognition), many managers adopt the no news is good news approach.
That is all well and good, but this way of thinking means that employees will quickly form almost purely negative connotations with managers. If the only time they hear from their manager is to receive criticism, then it is no wonder why any employee would feel as though they cannot approach a manager.
Managers must ensure that their employees feel comfortable coming to speak to them and that is achieved in part by recognising their achievements. Recognition can be given in many ways, such as through a shout out in a team meeting or during a one-to-one conversation/meeting.
Public Recognition
Many employees enjoy and thrive from public recognition, where they are applauded in front of their colleagues. Not only does this help to lift the employee being recognised, but it also sets the example for those looking on. This tells them that their efforts can and will be recognised in the same way, motivating them to do just that.
Some ways of recognising staff publicly include namechecks in company-wide correspondences, praising them in earshot of others and presenting awards as part of a formal presentation (such as employee of the month). Deciding on how best to recognise an employee comes down to the stature of the achievement and understanding whether the member of staff will appreciate such a public display.
Private Recognition
Not everyone enjoys being the centre of attention and feel uncomfortable when the spotlight is put on them. This can have the opposite effect to what is desired, dissuading the employee from wanting to do such a good job in fear of being put up in front of everyone.
This is when private recognition serves better, as it rewards and recognises the member of staff’s efforts without causing them to feel uncomfortable. Means of private recognition include confidential emails/messages and one-to-one conversations (in a quiet space or meeting room).
Peer-to-Peer Recognition
Receiving recognition from the manager is great, but so too is getting a pat on the back from colleagues. Managers tend to dip in and out, perhaps not seeing the full picture while team members work closely alongside each other and rely on one another.
The culture of the company should promote peer-to-peer recognition, where members of staff are willing to give their colleagues a well-deserved pat on the back. One such way of encouraging this is by asking for employees to nominate team members for awards, such as employee of the month/year awards, along with a reason why they deserve their nomination. This not only gets your employees considering what their peers bring to the table, but it also encourages them to consider what they have to offer to the team.
Anonymous Recognition
Feeding off the idea of encouraging employees to nominate a colleague, this can be done anonymously. Making feedback anonymous can help to encourage members of staff to be truthful in their comments which can be handy if there does happen to be any office politics at play. When comments are made anonymously, some may also see this as an opportunity to make distasteful remarks so it may serve as beneficial to nominate someone from the management team to review them.
Not all employees are forthcoming and willing to stand up, so providing an anonymous forum where they can applaud their colleagues can make for a welcome addition to the workplace. This will also let members of staff know that they are appreciated and valued by their colleagues, as well as management.
Financial Recognition
Financial rewards should never form the basis of any employee rewards scheme but managed correctly they can serve as a powerful way of recognising members of staff. Financial incentives, such as bonuses, commissions and more, will motivate employees to go above and beyond. However, when overused they can soon become commercially unviable and there is the risk that employees act in their self-interest above that of the team.
Monetary rewards should be carefully considered by management and clear rules/targets on how and when employees qualify for financial bonuses should be drawn up. This is because if one employee was to receive a financial reward where another receives a simple “well done”, despite both achieving the same thing, this will understandably lead to claims of favouritism and a disgruntled employee.
Formal and Informal Recognition
Throughout this article, we have listed both formal and informal means of recognising staff achievements. A sit-down meeting in the boardroom does not have to be called every time someone does something well, but some achievements warrant formal recognition, and a simple “good job” does not suffice.
Employee of the year awards are popular types of formal recognition, often held as part of the end of year celebrations, where teams can get together and let their hair down while congratulating one another. When a member of staff received such an award, whether they have been voted for by management or their colleagues, it is only right that they receive a well-finished glass award, presented to them, that they can display either at home or on their desk.
Here at Fen Regis Trophies, we are proud of our range of glass trophies and awards that make for the perfect way of recognising corporate achievements. Please view our online shop or get in contact with a member of our team today.