When did you last recognize your employees for a job well done?
If it’s been a while or you have never, you’re probably hurting your company. A whopping 70 percent of workers in the United States are disengaged at work because their efforts aren’t recognized. Disengaged workers are less likely to put the interest of your company first and their productivity will drop.
If you don’t want this to happen, it’s high time you invested in employee recognition. But recognition is more than saying “good job” or “you’re the best.” You need a recognition strategy that suits your workplace.
Continue reading to learn how to do employee recognition right.
Involve Your Employees
Employee recognition isn’t about you. It’s about your people at work.
As such, the first step to creating a recognition strategy that will yield positive results is to involve your employees. Get their views on how they would like to be appreciated and recognized. Running an anonymous survey is an ideal way to collect this information.
Of course, you don’t have to implement everything your workers suggest but ensure you incorporate some of their recommendations into the strategy.
Your Employee Recognition Strategy Should Align with the Company’s Culture
You shouldn’t recognize your employees just for the sake of keeping them happy and engaged. A good recognition strategy should be in line with your company’s organizational culture.
For instance, if your company’s culture centers on fun and lightheartedness, you want your recognition program to promote enjoyment. This could involve holding periodic office parties where you recognize your employees. You also want to give them fun rewards, such as store gift cards.
What if your organizational culture is centered on learning? One effective way to recognize your employees would be to issue certificates to the best performers in various categories. You can use online award certificate templates to create custom certificates for your organization.
In any workplace environment, there will always be standout performers in various departments. This doesn’t mean you should only reward the best employees.
A good recognition program should be all-inclusive. It should identify a wide range of fields where almost every employee can excel at. This way, there’s a good chance every worker in your company will stand a fair chance of being recognized and rewarded.
But if your program only recognizes a few top performers, you risk alienating the rest of the workers. This will lead to the development of toxic workplace culture.
Consult the Experts
If you’re not an organizational or employee development specialist, there’s only so much you can do to build a recognition program that suits your company. It’s advisable to hire a consultant who can help you develop an effective strategy.
These experts will regularly audit the strategy to identify weaknesses. They’ll make recommendations that you can use to update the strategy, ensuring it evolves with the changing needs of your organization.
Employee Recognition Is Good for Business
As a small business owner, you might be reluctant to invest in an employee recognition program because of the associated costs. However, the return on investment is worth it.
With this guide, you now have the information you need to develop a recognition strategy that will deliver the best results for your company.
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