Build Bridges Not Walls - Employee Recognition
While direct feedback from supervisors can be a very effective way to improve performance, the abundance of negative feedback often leads employees to tune out or feel like there is no point in trying. Recognizing employees does not need to be complicated or time-consuming: it can be as simple as a handwritten note at home or for your lunch box.
If you want your team to perform better, do more with less, and create an environment where people care about what they’re doing in their jobs – recognizing them is a good first step! This article will provide some strategies on how you can establish recognition within your organization and help set the tone for a more positive workplace culture.
Strategies for Recognition
1. Keep it Simple
While you might have a fancy, award-winning recognition program, make sure that it does not come at the expense of your employees. A simple recognition system that offers the following will be most effective: (1) a hierarchy of priorities for recognition, (2) only the employee(s) directly responsible for the accomplishment should receive recognition, (3) annual and monthly celebrations of success should be left to employees, and (4) a copy of this article. Additionally: (5) an internal communications program should also be implemented.
2. Communicate Your Expectations
Was it easy for me to get you to go home and write down a few compliments? If it was, I am sure you will be reminded of this when you are about to receive some recognition. The simple fact that the employee felt like they had to go behind their boss’ back and do something nice for them is negative reinforcement in itself. So, communicate your expectations and make sure employees are aware that not everyone will be recognized or celebrated all the time.
3. Not Always About Money
Sometimes, money can be a great motivator, but not always. When I ask you to write down your accomplishments for me, it is probably not about making more money. Most likely, it’s about establishing how you feel about the quality of your job or the impact that your work has on the overall organization. Sometimes, an employee just needs a little push to move forward with their career, and this recognition can be that push.
4. Keep It Short and Sweet
If there are more than two ways of demonstrating the accomplishment, don’t send me all of them! If I get all of them in one package I will likely forget at least one of them. Keep it simple: three or four sentences. If you want, you can even keep it to one line (with extra space as needed).
5. Next Steps
These days, with mobile technology, your memo (or email) could be emailed out to everyone in your office. If you want to get the recipient excited about receiving recognition, try including a few handwritten notes so the employee can feel more connected and involved in their own recognition process. Handwritten notes are great for: (1) thanking employees for their hard work, (2) stating the specifics of how you are recognizing them, and (3) reminding employees that they are not forgotten.
6. Celebrations – Use It!
Everyone loves celebrations! You love celebrating your children and your spouse on their birthdays, I bet. So, why is it that we often forget to celebrate our employees when they hit an amazing milestone? It can be as simple as telling them “Great Job!” or it could be writing a compliment down and slipping it into their lunch box every day for a week. Trust me: your employees will appreciate it. These small celebrations help to create a culture where people feel noticed, appreciated and encouraged to do better work in the future.
7. Self-Appointed Recognition
Employees feel a sense of accomplishment when they personally recognize the job that was done by another employee. All you need to do is write down a little note for them and slip it into their lunch box or desk. The simple act of recognition helps to reinforce that someone matters to you and is taking care of you.
8. Public Recognition
If your organization does not have an in-house recognition system, consider partnering with other organizations in your industry or community. These partnerships can often be beneficial for employees because they have the opportunity to get recognized by leaders in the industry, work with other companies’ staff members, and are often recognized on projects they help out with.
9. Keep Track of Who You Recognize
As you recognize employees throughout the year, make a point to write down who the recognition was for and the reason why. This will be a great resource to refer back to in case you start forgetting who you have recognized or what you’ve said!
10. Use Any Resources Available to You
Sometimes, there are certain resources available that can help promote employee effectiveness and retention. Best Practices are great because they give employees direction on how they can improve their performance as well as get recognition when they do well. These resources can also be used as part of an internal communications program.
11. To Whom It May Concern
I am not saying that we should all start writing down compliments for each other, but it is definitely something that you could start or continue to do periodically throughout the year. You may even consider making a personal note to your boss or the rest of your team when you are recognized. The fact that you recognize us and take time out of your day to thank us is no small gesture and is appreciated!
12. People Communication
When it comes to people communication, often we find ourselves in a bad place. We don’t feel like we are heard, appreciated or respected, and this can lead to negativity in the workplace.
Conclusion
While some people have a natural talent for being a people person, others need a little help. The following article may help you to develop your people skills and become a more effective communicator, which will in turn help you to be more successful as an employee!
The above article has been written by Kiran Varadachar, the President of the Greenville College Career Services Center. Kiran has over 15 years of experience in Financial Services and Sales, and brings his knowledge and love of relationships and professionalism to the CCAC. As always, please feel free to contact Kiran with any questions or inquiries you may have related to this article at 864-270-8000.