One of the most confusing aspects when it comes to the recognition of employees is defining it in practical terms. As we see it, workplace recognition is in play whenever the company's stakeholders, managers, customers, or one's peers within the company acknowledge and reward an employee for their team contribution, work ethic, or innovativeness.
Delivering recognition can be direct or indirect, formal or informal, from the top down (and vice versa), or horizontally between equals. Still, the only two value drivers creating success in an employee recognition program are that it must be (a) genuine and (b) confer meaningful benefits to the recipients.
So, for businesses taking the initiative with an employee rewards program, how much traction has it gained in the workplace?
In these studies, employees identified working for businesses focused on recognition as a key factor in making their workplace “great”. They felt “incredibly lucky” to be part of an organization known for “excellent integrity” and an “uplifting environment”, which they believed significantly contributed to their career success.
On the other hand, employees who felt unrecognized struggled to highlight positives in response to the same question. They often mentioned issues like "rampant favoritism" and "scare tactics" as common problems.
Recognition and appreciation can go in several directions, providing many reward configurations. Companies recognize employees for things like:
How can I create an employee recognition culture in my business?
Creating employee appreciation requires focus, leading to meaningful and structured activities closely connected to rewarding touchpoints in every employee experience (EX).
Since the great resignation in 2021/2, companies have realized that there’s no substitute for providing a meaningfully different EX if they are to compete in a fierce human resource marketplace seeking to attract and retain exceptional talents and skills. As companies grow, this becomes even more challenging, and leaders must rethink how they add value to employee engagement.
Creating an employee recognition program for businesses that don't have one is a giant step, but it’s more complex than copying enterprise leaders’ strategies. Why? Establishing a resilient culture involves the generation of innovative ideas—company-specific ones that:
It's one thing to talk about employee recognition strategies; it's quite another to grasp the concept and structure of a workplace recognition program that functions smoothly from corner to corner, embracing remote, hybrid, and in-office staff. Here are eight recommendations for building a practical plan of action using modern technologies that align with how employees want to work and feel happy in the workplace.
1. Centralize your recognition to reach all employees
Complicated configurations are out; simplicity is in. A straightforward approach establishes an infrastructure with all the digital technologies and mobile devices at your disposal. Configure these to connect employees to your recognition protocols, awards, events, and group/individual appreciation occasions wherever they occur. Recognition only has meaning if there's an audience to applaud, admire, and compliment the fortunate recipients. In short, fast and broad communication must embrace monetary and social recognition tactics for all participants. Include a rewards catalog tied to your company culture and values to dial everyone in and create excitement around the tools employees use daily.
2. Inject frequent social recognition into your operations
Social recognition wraps itself around appreciation for effort and diligence without monetary compensation. Employee recognition program examples on a social level are Slack channel messages thanking team members by name for a project phase completed faster than expected or resulting in more revenue than the budget projected. Hundreds of small "thank you" gestures like this, or at team meetings via Zoom, can create a massive cultural impetus where employees constantly feel appreciated and an integral part of the corporate family. In other words, it generates a series of connections to one another and the organization's mission.
3. Provide incentives that connect to improved productivity
It’s relevant to mention that throwing monetary incentives randomly into corporate recognition programs seldom helps one's ROI. In other words, the quid pro quo of a dollar employee recognition award is that it must be a win-win scenario. The most obvious examples are sales representatives generating better-than-expected top-line revenues, accounting experts cutting substantial overheads, the transport team finding shorter or less costly distribution options, media specialists cutting promotional expenditures without declining sales, etc.
Attaching profit cause-and-effect calculations to support agents, data analysts, IT techies, and other staff positions working remotely to assist the revenue-centric departments to over-achieve is not as clear-cut. However, innovative incentive plans are viable if stakeholders acknowledge that glowing customer reviews, the inflow of insightful information, and less online downtime contribute to productivity.
With Macorva EX, it's simple to spot your standouts, highlight teamwork, and cultivate a genuine culture of appreciation that reinforces your organization's values. Our platform transforms employee and customer feedback into measurable data and automatically delivers reports straight to managers' inboxes, enabling leaders to make informed decisions on employee recognition efforts.
4. Personalize your recognition
Everyone in your business wants to feel like an individual whose managers know and respect their presence, even in large workplace offices and teams. So, acknowledging work well done in generic formats is not something on which contemporary employee recognition strategies thrive.
Remembering names, birthdays, family circumstances, and unique personality details, then using this data appropriately when socially recognizing people in the organization should be an ingrained cultural component of your strategy. Macorva's software effectively integrates personalization into recognition communications, ensuring they feel genuine and not overdone. This approach is designed to complement and enhance existing corporate cultures, supporting the achievement of outstanding recognition objectives.
5. Every milestone is an opportunity to recognize employees
Work anniversaries, holidays, birthdays, passing certification exams, promotions, charity events, and transitions from onboarding to mainstream team participation are low-key milestone examples but outstanding recognition opportunities nonetheless. They go hand in hand with the biggies, like meeting annual sales objectives, capturing a Fortune 500 client, hitting the news with a new patent, etc. Big and small, they all fit into a robust recognition culture, giving employees a feeling of belonging and confidence they have a long-term future as a participant in the company's successes.
6. Remember the silent superstar
Different personalities make the world turn around, and most organizations motor along with all cylinders firing. Unfortunately, the loudest and most in-your-face personnel tend to take up the oxygen in the room, pushing more reserved peers into the background. This can distract your recognition focus. Why? Silent superstar types get on with their tasks, demonstrating no fuss or bother, frequently more impressively than demonstrative individuals. So, appreciate the different character roles in the workplace, and pay special attention to the quiet ones - they may represent your most valued talents and skills.
With Macorva, every employee has a voice, and every relationship counts. By combining diverse data sources with advanced analytics, our platform helps identify both the standout contributors and those who might be at risk of leaving, enabling proactive engagement to maintain a cohesive and driven team.
7. Supporting the professional development of your staff goes a long way.
Employees rate growth opportunities extraordinarily high on the recognition scale, represented by subsidizing education, invitations to industry conferences, in-house seminars (or special events), and applauding passing certification exams. The more you show you care about their career and self-development, the more employee motivation takes off. Moreover, staff members engaged in career development initiatives are unlikely to abandon them mid-stream, resulting in a significant anti-churn scenario.
Funding remote worker offices and technologies to support their advancement in this elected channel strongly indicates workplace recognition within a professional development context. The moment away-from-the-office locations enter the picture, your employees need seamless virtual communications and cybersecurity protections. Show you understand these priorities by bending over backward to provide them.
8. Support employee wellness
Healthy employees are sometimes happy, but ill health almost always results in discontent. So, companies with wellness and health programs attract attention for addressing a crucial employee need. Indeed, it's a fundamental recognition item that should embrace subsidizing memberships to fitness centers (or having one on campus), meditation app subscriptions, nutrition education, mental health counseling, and robust health insurance coverage for the employee and family.
Pfizer offers robust support through recognition of charitable and community health efforts. Employee benefits include extensive parental and caregiver leave, financial planning, regular health screenings, and wellness programs. These initiatives contribute to high satisfaction in pay and professional development, though there is a notable discrepancy in the lower satisfaction in belongingness.
Lilly employs a comprehensive recognition strategy involving on-site healthcare, stock options, and work flexibility, among other benefits. These practices are reflected in high employee satisfaction ratings across pay, work-life balance, and professional development.
3M provides a diverse range of benefits including wellness reimbursements, financial education, and tuition assistance, alongside flexible work options. These benefits correspond to solid employee satisfaction scores in pay, work-life balance, and professional development, although there is room for improvement in belongingness.
Understanding and implementing top employee recognition strategies is crucial for fostering a motivated and loyal workforce. Effective recognition is not just about acknowledging achievements; it's about doing so promptly and meaningfully. Delays in recognition can diminish its impact, making it seem less sincere to employees. Here, timely and specific acknowledgment can make a significant difference in how employees perceive their value within the company.
Macorva offers solutions that streamline the implementation of employee recognition programs, ensuring that no opportunity for recognition is missed. Our AI-driven platform turns employee feedback from surveys into actionable recognition and growth strategies, helping managers recognize and celebrate employee contributions effectively and promptly.
Our technology also supports creating personalized action plans for every manager, ensuring that each employee feels valued and understood. This approach not only boosts morale and job satisfaction but also enhances retention by showing employees they are essential to the organization's success.
Ultimately, whether with Macorva's support or through other means, recognizing the efforts of your team is indispensable. It pays dividends in employee retention and overall business success, driving a cycle of continuous achievement and satisfaction.
Ready to cultivate a more motivated workforce? Learn more about Macorva's employee recognition and retention solutions here or schedule a live demo now.