I just read a fascinating statistic: 81 percent of employees work harder when they feel appreciated. So, it stands to reason that employee recognition should be a well-thought-out part of your organization’s people strategy vs. a thrown-together tactical program, if you want productivity and profits to soar.
To help you navigate the way forward, I visited Online Rewards’ website to get guidance that you can use as you seek to boost motivation and recognition in your firm. Here are five guiding principles that hit the nail on the head:
1. Enough with the excuses. Managers and CEOs: You’re busy. We get it. But you must stop using this as an excuse to not appreciate your employees. Appreciation doesn’t have to be time-consuming. A simple smile and, “Great job last week on that proposal,” are worth a lot more to employees than you think.
2. Stop thinking appreciation isn’t important. In an article in Inc.com, the author describes an appreciation-free workplace as a toxic environment – and for good reason. Recognition motivates employees to do more, so take the lead creating a culture of appreciation, regardless of whether it’s supported by those around you. Before you know it, that culture will spread. It starts with you.
3. Recognition doesn’t need to be individualized. Ground level employees often feel distanced from leaders – an unimportant cog in the machine. Providing lunch for everyone or holding a two-minute Zoom video call to thank all employees can have a huge impact on morale.
4. Schedule one-on-one informal meetings. We all despise annual reviews, so let’s re-invent performance management. Meeting with your employees one-on-one to discuss their achievements and find out what you can do to support them will never be a useless task. Leave the constructive feedback for another more structured time.
5. Leverage technology. The world of online Employee Recognition Programs has grown exponentially in the last decade. These technology platforms are cost-effective and easy to use, making them a great choice if you want to build a culture of rampant recognition – and you should.