In order for an employee recognition programme to improve employee engagement, it is essential that recognising employees when they have achieved a high level of success is done early in the process. This helps to reinforce the right type of behavior or performance which, as an employer, you wish to promote. Recognition should also be given at regular intervals so that staff are aware of their responsibilities and what they need to do to achieve success. Giving recognition for specific achievements is especially important in a business as rewards or bonuses can often influence employees to work harder for less and this can only be good for the individual businesses.
There are a number of ways in which an employee recognition programme can be structured to promote greater engagement. They could include a personal letter of appreciation sent to an employee on a specific achievement, either within the working environment or outside of it. It could be something simple but impressive such as a framed photo of themselves with a prize to the winner. Alternatively it could be a more involved scheme where an employee gets to take part in a competition or activity such as a film. They may also be invited to take part in a particular course which has been created to promote learning or awareness. The opportunities for structure are wide and it is up to you as the manager to decide which way you wish to introduce recognition.
One of the main reasons why businesses use employee recognition programmes is to highlight the core values and practices of the company. These core values and practices could relate to the quality of the work provided, the attitudes of the staff towards their roles and the engagement levels of those who are undertaking these activities. Identifying these behaviours and core values early on can help managers address some of the issues around organisation development and change. Often these behaviours are the ones that cause the greatest problem within the company due to the resistance they cause amongst employees.
Many companies choose to implement an employee recognition programme after they have begun to implement some of the changes required to raise the company profile and create a more social media aware culture. When implementing such a programme, it is important that managers take care to avoid creating conflict between the employees and management as this can be counterproductive. A great example of this is when managers attempt to implement an employee recognition programme where they share some of the rewards with colleagues who are doing a good job. This can cause resentment among some colleagues who feel that they have been unfairly selected. If this type of situation occurs then it is usually best to continue with the programme and reward those workers whose behaviour supports the key company values and beliefs.
Another reason why a social media awareness of employee recognition schemes may be necessary is to promote engagement. Engagement is one of the key elements to increasing productivity. Recognising how hard your employees work and how valued they are, can go a long way towards improving the overall engagement levels in the workplace. When employees know that they are appreciated and that their efforts are being recognised, this can lead to a greater level of engagement levels in the workplace and can result in a greater level of worker participation and employee retention.
It is also important to implement an employee recognition programme in the right environment. This will ensure that the scheme is successful and that it will be able to achieve its goals. For example, a rewarding scheme where some employees get product-based rewards can work well in a small company with limited resources. However, a rewarding scheme in a large company where employees feel employed and valued can have far more impact. Both small and large companies can benefit from recognising their employees for the work they do day in and day out.
One of the best ways to provide recognition for workers is to use a rewards system where some people get products while others just receive services. For example, an employee recognition programme that involves top-down rewards where the higher up an employee gets, the more they get rewarded, could be a very effective way of recognising good work. On the other hand, a rewards-based system such as peer-to-peer recognition, where employees who perform a particular task get additional services, can be even more successful in terms of providing a positive workplace climate. In a peer-to-peer system, one employee might recognise another employee who performs an excellent job and offer to pay for their services. Again, both these types of recognition can be very effective, but only top-down recognition such as a reward scheme can help employees feel genuinely appreciated by their manager and peers.
Employee recognition is an extremely important part of the whole rewards and recognition package that many employers offer. Recognition can encourage people to work harder and better, increase staff morale and provide for a positive work environment. The best recognition schemes take all these factors into consideration and create an environment where people know they are appreciated for their effort and their skills. This way, people who might struggle to receive recognition in the workplace can enjoy greater benefits in their work environment.