This post discusses the various ways companies can foster a culture of employee recognition. It also discusses the importance of employee recognition and how it can be a strategic imperative for business success.
In today’s ultra-competitive work environment, inhibiting a recognition culture for employees is essential. Recognition of employees is about acknowledging the employees and bringing out the best in them to elevate the company’s bottom line.
Records show that companies with effective employee recognition programs have 31% less voluntary turnover. This shows that fostering a culture of recognition is not just a nice-to-have but a strategic imperative for business success.
Additionally, putting intended efforts to make recognition culture the crux of the workplace should be there. Currently, as the talent competition is increasing, the various ways the organization makes the employees aware of their self-worth play a pivotal role in the company’s success. To put it briefly, both employers and employees gain from vast recognition.
Table of Contents:
- Five Ways of Creating Impactful Employee Recognition
- To Wrap Up
Five Ways of Creating Impactful Employee Recognition
Below are the top 5 innovative ways companies can develop a culture of recognition for employees:
1. Keep It Engaging
Recognition as the Employee of the Month might be the well-known approach, but it is also an old-fashioned approach to appreciation. Institutions should try to bring a varied approach and more enthusiastic practices.
Employees should feel ecstatic about their workplace achievements rather than feeling they are part of a monotone and tiring procedure. For instance, a company can create a particular portal for their employees where they can impart public recognition and appreciation. The employees rewarded with surprise meetings or even in-hand office rewards are happier.
Furthermore, after achieving an appropriate milestone, employees can be awarded the liberty to come late to the office and get an early dispersal to please them. Lastly, tangible rewards like assorted baskets or gift cards are brilliant yet innovative ways to make them feel recognized and appreciated.
2. Create a Supportive Environment
Appreciation and recognition should come not only from supervisors and managers but also from employees who are encouraged to congratulate, support, and assist one another whenever needed.
Maintaining a friendly atmosphere in the office will further promote this idea. Records prove that employees with best friends at the workplace were more driven towards fulfilling their employer’s requirements.
Only 15% of employees with friends at the workplace were not satisfied. Employees feel that their efforts are being noticed and their triumphs are being claimed when surrounded by friends. To develop better performance management, companies can conduct team-building events inside the workplace.
3. Little Attributes Are Essential
Along with recognizing the highlighted achievements of the employees, it is also essential to understand the potential of the everyday thank you to encourage the employees.
A regular culture of employee recognition can be fostered by writing handwritten notes and using the social media platform to showcase the talent of well-behaved individuals.
It is also seen that a heartfelt thank you from fellow peers in the office can boost up to 69% of the employees’ initiative to bring extra effort to the work floor.
These appreciation and shout-outs do not have to come only from the employer alone; some employees may find recognition more helpful when it comes from their colleagues rather than their manager. So many companies execute peer-to-peer recognition programs and activities to keep the millennials and the new generation workers engaged in their work.
4. Consider Employee Opinions
Where a few employees crave public admiration and appreciation, others prefer a more private acknowledgment. These prove to be a crucial factor to be kept in hindsight by the supervisors.
Supervisors should always try and get to know about gamification in recognition and individuals’ preferences for getting personalized recognition. They should spend adequate time getting to know each of the individual employees to enhance their awareness about ways of getting appreciated and making.
If the employees do not seem so fond of those methods, supervisors should ensure another approach for the same. Originality and transparency must be the driving force for the entire process of recognition since employees’ retention stays based on it.
5. Keep It Crisp and Precise
Working individuals are alert of the effort they have put into their tasks and await reflection on each task. Rather than making generic point-outs, supervisors should try a more specific approach. They should focus on particular areas of the tasks and behaviors of their employees in which they are brilliant and offer an encouraging appreciation.
It is essential to point out those particular qualities and achievements, they are being recognized and appreciated for. For instance, when an anxious employee achieves success, they should get applauded for how wonderfully they have battled through their stress rather than making them feel inferior for feeling anxious in the first place and comparing them to others.
Employee motivation in such a manner is much more impactful as it makes the rate of employee engagement catapult to higher levels. It is a much more personalized approach as they feel appreciated and acknowledged.
To Wrap Up
As per records, recognition at work can make employees happier and more at peace. So, it is a proven theory that building a culture of recognition at the workplace steers employees towards motivation and inhibits a self-aware and improved work environment.
Hence, employees feel secure, have more faith in their employer, have a friendly work culture where they are not penalized, and look out for fewer opportunities to change jobs.
An institution that is eligible to retain those highest performing talents and can keep its worries at bay can ensure guarantee in all its endeavors.
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