Getting Employee Recognition Right
According to one study from Deloitte Consulting 89% of employees are not passionate about their work. When an organization introduces a recognition into its culture, it can positively influence employee passion. Employee recognition, however, needs to be done right or it becomes a flavor of the month, a management fad, that damages instead of improves passion and employee commitment.
The foundation for organizations to get recognition right rests upon two foundational tenants
- Frequency: The occasional “thank you” is not enough. Demonstrate to employees through your actions and words regularly how much you appreciate their hard work.
- Gratitude: Sure regularly recognizing employee contributions is important. It needs, however, to be done with a spirit of genuine gratitude. Otherwise the recognition seems ungenuine.
In this episode of Work That Matters, Roy Saunderson shares his wisdom about making recognition a critical part to your leadership practice. Saunderson makes a distinction, however, that separates the successful integration of recognition into your culture: practices versus program.
Organizations that make it a practice to recognize employees have a greater chance of naturally integrating recognition into the culture. Whereas those who start a recognition program often create an obligatory, check-the-box program that too often fails to deliver “relational and personal” recognition, according to Saunderson, that resonates and is received as meaningful by employees.
Quotes from Roy
- “Start with a philosophy, a purpose for recognition, practicing recognition, [defining] what are the principles for recognition.”
- “We’re losing the art of saying, ‘thank you’ meaningfully.”
- “When you give rewards, you should always give recognition.”
- “I might get the reward at the end of the project, completion of a target goal, but no ones says anything along the way. So we’ve had a lost opportunity.”
- “[Organizations have] not done a good job of educating managers on how to effectively give meaningful recognition to people.”
Roy’s Body of Work
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