Bersin by Deloitte’s research found that workplace recognition is important to the successful performance of any business, but according to the WorldatWork, February 2013 Report, “Trends in Recognition,” few companies train managers on employee recognition. Organizations that regularly thank their employees outperform those that don’t. That’s a powerful motivator to help managers become workplace recognition experts.
Why Employee Recognition is Important
In “Make Their Day! Employee Recognition That Works,” Cindy Ventrice explains the importance of employee recognition as a simple fact: People who feel valued perform at a much higher level.
Bersin & Associates found that recognition improves performance by up to 14 percent in the areas of employee engagement, productivity, and customer service. They also found that regular recognition lowers voluntary turnover by 31 percent.
It’s important to expect your managers and leaders to recognize and thank employees regularly for the good of the business, for morale, to create a positive culture, and to build a great work environment where people can be productive and successful.
Let managers know the following expectations and follow-up to see results. Be sure to work recognition goals into performance reviews too.
1. Communicate to managers the importance of employee recognition to your company culture and success. You want your company to be known as a great place to work where people are appreciated and rewarded for their contributions.
2. Train managers in employee recognition. Teach them what is expected, review workplace options for recognition, and monitor them to ensure they understand and practice recognition.
3. Let them voice concerns and address them. Maybe they are afraid of leaving someone out, or maybe they feel they don’t have time to practice recognition. Talk about the challenges of recognition and how to meet them.
4. Let managers experience the power of being appreciated themselves. Personal experience goes a long way. When was the last time senior management in your company wrote a personal thank you note to managers?
There are as many ways to say thank you, recognize employees for their efforts, and show appreciation as there are types of companies and industries. Make sure managers use a variety of effective and meaningful ways to recognize those who contribute to your business every day.
- Use fun and creative ways to show employees they are valued with visible signs of recognition. Think of things that relate to the task being recognized, such as stickers for good customer reviews, race cars on a bulletin board to mark each team’s progress in a project with a trophy at the end for the winner, or fresh flowers on the desk of the employee that came up with a fresh idea at the department meeting.
- Don’t overlook the value of invisible recognition such as top managers knowing everyone’s names, or nameplates for everyone, from reception to clerical to the corner office.
- Be sure to tie recognition to what is being appreciated, such as a large box with a sign that says “Thanks for always being friendly to customers, even when they are upset” for a very tactful customer service representative.
- Make company thank you notes and envelopes available to all managers along with business cards, letterhead, and desk nameplates.
- Keep a supply of nominal gift certificates on hand for the on-the spot “Wow” gift.
Make your managers experts in workplace recognition by making sure they know the expectations for recognition, they know how to recognize people, and they have the tools and resources to show appreciation and recognize people.
Recognition should be authentic, not automatic, and tied appropriately to important business processes and activities. Successful recognition is personal, specific and timely. Make sure managers know that the best recognition is tied to the receiver’s perception of value, and that’s not just money.
Learn more ways to build workplace recognition in our FREE eBook, “The Ultimate Guide to Employee Gift Giving”. Download now by clicking below:
About gThankYou, LLC
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