Executive Summary By Nick McCormick
Many managers struggle with recognition. Most err on the side of not recognizing their team members enough. Very few provide too much recognition (
Make Their Day!: Employee Recognition That Works
1) Just Do It – You need to make the time to recognize. Make a commitment to recognize at least one person per month. Set aside time in your schedule to do it: assess who might deserve recognition; determine what the recognition will be; acquire the recognition item(s); and deliver the recognition. The process is time consuming. It’s little wonder that it is neglected.
2) Match the Reward with the Accomplishment – Don’t give an employee 2 movie tickets for saving the company thousands. If an employee does something great, reward them accordingly. If they achieve a minor accomplishment give them something small. Mismatching rewards can really confuse recipients and their peers, and ultimately it can do more harm than good.
3) Get Personal – Normally people tell you not to get personal. The opposite is true with recognition. It shows that the manager has enough interest to put in the time to find out about and remember your interests. Also, you actually get something for the person that they enjoy. After all, that’s the whole point.
4) Timing is Everything (almost) – Recognize team members shortly after the accomplishment. If there is too much time between accomplishment and recognition, the impact of the reward can be decreased dramatically. First of all, the person goes weeks or months without the much deserved positive feedback. Imagine what they are thinking? “Doesn’t my manager realize what I just did? Is he/she too busy to realize the importance of my accomplishment? I spent so much time on that. Why do I even bother?” Second, it implies that the manager didn’t see the recognition as being very important, which doesn’t send the correct message.
5) Be Specific – Don’t reward someone for being a wonderful employee. Their compensation should cover that anyway. Rather, point out exactly what they did to merit the recognition – completed xyz project, received a client letter, etc. Recognition should reinforce the behavior. So, be specific about the behavior that warranted the recognition.
6) Make it Public – People like to be recognized by their peers. It is further validation of their accomplishments. In addition, recognition is not just about reinforcing the behavior of the individual(s) being recognized; it also affects the behavior of others. Don’t miss out on this ancillary benefit.
Tips in Selecting the Best Employee Recognition Gifts
Executive Summary By Janet Verra
Employees are one of the many vital people that comprises a business organization. To show a great appreciation to them, an employee recognition gift would be best. You help them also increase their work interest and confidence to continuously do their work efficiently.
However, choosing the best recognition gift for your employee is not easy. Probably, an employer must save an amount of money for the recognition gift for his employee. Find a simple recognition gift to your employee that she/he will like it. For instance, one of your target employee that should be given a recognition gift is interested with books, then you should buy him a book.
Just don't get tired of recognizing your good employees, appreciate them!
A Lot Of Positives With Employee Recognition Awards
Executive Summary By Rama Krishna
Employee Recognition Awards
There has been one or two past experiences where Employee Recognition Awards have led to feelings of jealousy.
The above mentioned situation can very well arise if the awards are not planned and executed well or are infrequent. The other two parts of the forms are saved in company records and will contribute towards the award that the employee may receive.
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