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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.
Introduction:
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:
- For what do you want to be recognized the most?
- When was the last time you were recognized for a contribution? What was it for?
- Do you prefer public recognition for accomplishments or do simple, well-timed “thank-yous” do the trick?
- 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?
- What kind of social events are most appealing to your team mates?
- Are the company’s recognition programs well-aligned to our values, goals and objectives?
