Recognition – Company culture through conversation

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Employee recognition makes the world go ’round!

Employee recognition is part of why each of us come to work every day.


No matter how you try, you can never make someone feel overly appreciated. Recognizing the contributions of your employees – whether they’re top performers or not – is an important component of organizational culture. Finding out how to do it right is a critical first step. This template will help to structure your employee conversations.

Employee Descriptors:

“When you receive recognition, what is it for? Is it when the organization or your manager…”

  • Recognizes people for the quality of their work.
  • Spreads appreciation evenly throughout the team.
  • Encourages the recognition of team members frequently.
  • Personalizes “thank yous”.
  • Plans events that encourage visible recognition of top and key performers.
  • Manages recognition systems and technology effectively.
  • Promotes a sense that if one contributes meaningfully to results, he or she will be recognized.
  • Seeks opportunities to point out when team mates do good work.
  • Delivers employee recognition in a timely fashion.
  • Effectively handles employees who demonstrate poor performance.
  • Acts on opportunities to recognize people across the organization.
  • Ensures that good employees from every with job roles feel appreciated.
  • Actively shares recognition for successes (i.e., gives credit where credit is due).
  • Praises both the big wins and “small” incremental wins.
  • Makes it meaningful – nothing automatic.
  • Aligns what gets recognizes with company values, goals and objectives.
  • Keeps compensation and recognition appropriately separated.
  • Ensures senior leadership gains visibility of team members’ deserving actions.

Discussion Questions:

  1. For what do you want to be recognized the most?
  2. When was the last time you were recognized for a contribution? What was it for?
  3. Do you prefer public recognition for accomplishments or do simple, well-timed “thank-yous” do the trick?
  4. Are there ways that managers can improve the recognition of team-members? Are there particular job-types that deserve more or less recognition than they receive?
  5. What kind of social events are most appealing to your team mates?
  6. Are the company’s recognition programs well-aligned to our values, goals and objectives?

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