Smarter Employee Recognition

Useful Tips –Tried & Tested

You don't want to design a process in which managers "select" the people to receive recognition. This type of process will be viewed forever as "favoritism" or talked about as "it's your turn to get recognized this month." This is why processes that single out an individual, such as "Employee of the Month," are rarely effective. Here are tips that have been tried out successfully :

•If you attach recognition to "real" accomplishments and goal achievement as negotiated in a performance development meeting, you need to make sure the recognition meets the above stated requirements. Supervisors must also apply the criteria consistently, so some organizational oversight may be necessary. The challenge of individually negotiated goals is to make certain their accomplishment is viewed as similarly difficult by the organization for the process to be a success.

•People also like recognition that is random and that provides an element of surprise. If you thank a manufacturing group every time they make customer deliveries on time with a lunch, gradually the lunch becomes a "given" and no longer rewards. In an organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he had employees coming to him asking to be reimbursed if they ate lunch outside the building on a Friday. His goal of team building turned into a "given" and he was disappointed.

•There is always room for employee reward and recognition activities that generally build positive morale in the work environment. In one company, there is a "smile team" that meets to schedule random, fun employee recognition events. They have decorated shop windows, with a prize to the best, for a holiday. They sponsor ice cream socials, picnics, the "boss" cooks day, and so on, to create a rewarding environment at work. Another company holds an annual costume wearing and judging along with a lunch potluck every major national festival.

Recognition Reality!
Prioritize recognition for people and you can ensure a positive, productive, innovative organizational climate. Recognize people to say “thank you” and to encourage more of the actions and thinking you believe will make your organization successful. People who feel appreciated are more positive about themselves and their ability to contribute. People with positive self-esteem are potentially your best employees. These beliefs about recognition are common among employers even if not commonly carried out. Why then is recognition so closely guarded in many organizations? Time is an often-stated reason and admittedly, recognition does take time. Employers also start out with all of the best intentions when they seek to recognize employee performance. They often find their efforts turn into an opportunity for employee complaining, jealousy, and dissatisfaction. With these experiences, many employers are hesitant to recognize people. HR needs to plan a recognition process that will "wow" the staff and "wow" management with its positive outcomes. A proactive ‘people aligned’ recognition philosophy that is periodically reviewed is essential.
- Anshumali Saxena www.soilindia.net