The Power of an Effective Recognition Programme – TipsNatalie Lewis
The Power of an Effective Recognition Programme – Tips
“Connection is the energy that is created between people when they are seen, heard and valued.”
This is a key focus of mine when I begin my work with companies who want to grow and increase their profitability.
Through continuous recognition, which recognises employees for demonstrating company values, a positive and engaging company culture can be built. And, in turn, this culture can create an environment in which a connection can be nurtured.
Research suggests that companies believe that their staff are adequately recognised and understand the company values, however, nearly 50% of employees disagree. Clearly, there needs to be more done to improve these areas, creating a positive culture that builds the connection between employees and the business.
As part of my growth and profitability process, I work with business owners to change their company’s culture.
Here are my top tips for starting the change process:
- Have a recognition programme that includes behaviours based on your company values
Praising employees when they achieve goals is important but you’ll actually get more long term success if you reward the behaviours based on your company values, as well as the outcomes that contribute to these results.
Linking behaviours and values to your recognition programmes will not only help create the positive culture where employees will thrive but it will also create higher engagement and better retention rates.
- Give recognition in a timely and continuous basis
To maintain a positive cultural change, recognition should be given on a regular basis. Many employees would rather be thanked by a manager publicly when they’ve done a good job than in a single annual event. They want to know there and then!
- Make recognition specific
As well as making recognition a continual process, it’s also important to be specific so that not only does the employee know what they did right (what good looks like) but also if recognition isn’t specific, it may not feel sincere to the employee.
- Get everyone involved!
Peer to peer recognition is just as important as recognition from managers. Peers usually see what each other are doing on a day to day basis and they understand the hard work that their colleagues are putting in. How you do this is a basic as a nice handwritten Post IT, an eCard or perhaps a system such as PeopleHR (other software is available!) which has a dedicated channel to encourage employees to give each other ‘shout outs’ or send their ‘thanks’.
- Reward people as individuals
Rewards must appeal to everyone in the workforce and with large teams, this can be difficult but not all rewards are equal and we need to remember that not everyone sees cash rewards as a good incentive.
Your recognition programme must allow everyone to be rewarded and recognised in a way that suits and engages them. Encouraging managers to get to know their teams as individuals will also pay dividends!
For further advice on setting up your own recognition programme or for information on my Growth and Profitability Process, call me on 020 8798 3470.