Employee recognition occurs when a manager or peer identifies a person’s efforts and / or accomplishments in an organization. According to Deloitte Bersin, 83 percent of organizations suffer from deficiency [employee] “recognition,” when only 17 percent of employees think their managers know how to identify them properly.
While employees ’expectations of appreciation and recognition are nothing new, the provision of recognition must adapt to the demands of the future workforce. By 2020, Millennials will represent half of the world’s workforce as they are accustomed to receiving quick, frequent and personal feedback.
Data transfer between 9 a.m. and 5 p.m. is blurry because digital media allows real-time communication anywhere, anytime, and Millenials requires an ‘always on’ communication loop. The use of this generation of technology and its connection to the digital environment clearly distinguishes them from the generations of previous employees. Leaders have increased pressure to communicate and recognize success in their efforts to continue learning, ambition, and a desire to move forward quickly within the organization.
Millennials have changed the face of the workforce and continue to do so, bringing new expectations to organizations. As a result, managers need to expand the range of recognition options available to them in order to develop new methods to demonstrate their appreciation for their staff. While managers are responsible for setting the bar for employee appreciation, it is the responsibility of HR to provide systems that enable and support this process.
The value of rewards to people
Rewarding someone for a job well done is not a new concept. Whether it’s the stories of myths about God’s blessings or the historical role of the olive tree in the Olympics, if you think about it, they all started to appreciate something that exceeded expectations. However, the Industrial Revolution legitimized the approach to employee incentives and recognition programs. When and where did job recognition begin? What was the early identification of the workplace like at the time? Giving gifts and thanks was the basis for recognition. Managers are guilty of piling up unwanted gifts, such as brochures for employees as rewards.
Key barriers to reward and recognition
- By rewarding and recognizing employees manually, there are none
- A general incentive scheme that does not meet the requirements of your business.
- Rewards and recognition are not given regularly and in a timely manner.
- Valuation is limited to part of the workforce.
- Ignore the appropriate meaning award and recognition platform
Why do traditional practices make the process boring and push it toward slow death?
- The command-and-control strategy forced all employees, whether they wanted to or not, to participate in the programs.
- Because they were organizational motivators, the supervisors who were usually responsible for rewarding people had no idea what the employee was running most of the time.
- Personal communication did not inspire or motivate individuals who did not belong to a larger group.
- General incentives were not attractive to everyone. At the end of the day, one size does not fit all.
- Programs often seemed fake and boring due to the repetitive nature of the system.
Awards and Recognition 2.0 – what should it consist of?
- Know your employee’s needs: The primary goal of the rewards and recognition program is to make employees happy. So the first thing you should think about is determining what makes your staff happy.
Everyone is evolving R&R program need to do a preliminary study. It helps to develop a personal program to meet the interests and needs of employees, which increases the chances of the program succeeding.
- Specify eligibility criteria and award frequency
Once employees understand what can lead to rewards and recognition, it’s time to tell them who is qualified for it.
At the same time, it must be ensured that the frequency of incentives is defined, for example, weekly, monthly or yearly, etc. According to the survey, 71% of highly committed employees work in companies that recognize staff at least once a month.
Here are some things to think about when deciding on the frequency of awards for departments.
- Do you have enough departmental finances to cover the cost of the awards?
- Is the number of employees participating in the program insufficient to implement the program?
- Is it possible for your staff to share the award title at the same time? Or does it devalue the honor?
- Does the department have any other ongoing recognition programs?
- Correct the winning criteria
You can handle it in two steps. First, choose how to bring candidates into the spotlight. Who makes the decision? Are you introducing a nomination system? If so, decide who can and when he can name. Consider filling out the nomination form here.
Second, you need to decide how to choose a winner from among the nominees. Combining leader and peer-to-peer authentication can be successful.
- Building a culture of peer review:
The peer review program provides ideal opportunities to foster a culture of enhanced communication in the workplace. Overall, it helps the company appreciate everyone’s input.
A good peer review program can be useful in many ways:
Improved working conditions.
Improves team overall morale.
Increase self-esteem and self-confidence.
The “one size fits all” method for personal bonuses is no longer effective for your staff. A bespoke award has a long-term effect on the recipient’s psyche. When you look for a way to customize a reward, it creates a bond between the recipient and the giver.
User interface R&R software should be straightforward, smooth and easy to use. Since the application is used by all members of the company, there should be no complicated processes.
The app should be enjoyable and easy to use. Playing the R&D module can increase participation by allowing employees to trade with incentives or appreciation, set up an internal scoreboard, share points, and so on.
Here are a few ideas for valuing employees that will make them feel all warm and happy on the inside. Check out these ideas:
The Gift of Gratitude: Everyone wants to be appreciated, and the effect of spoken or digital “thank you” is not compared in any other form.
Anniversaries and birthdays: On the day you need to make them feel special. And the cake and digital “happy birthday” wish will never make the staff feel appreciated.
Personal Note: Digital annotations with a note are a very personal recognition that any employee would appreciate.
Hall of Fame: Getting an advertising wall in the office or a digital presentation on a portal showing successes or achievements to the entire workforce is the perfect way to complement an employee appreciation cake.
Celebrate Workdays: Employee milestones, such as Work Anniversaries, are a great opportunity to show your appreciation.
Performance-Based Recognition: Performance-based awards are attractive and have long proven to be fascinating sources of recognition.
Recognize non-work accomplishments: You must constantly strive to recognize the accomplishments outside of your employees.
Reward and recognition programs should be constantly updated to meet the times and expectations of employees. Different people experience rewards differently, so it’s important to research and implement what works.
Go beyond traditional reward systems and try new techniques and tools to arouse prestige in the workplace.