Workplace recognition is highly studied to understand its real benefits. It is a known fact recognition improves employees’ performance especially if this is regular and accompanied by rewards. Studies also show that the benefits are not only reaped by the receiver but also by the recogniser. Employees whose co-workers and subordinates are recognised for their accomplishments often feel more confident, are more driven, and are more dedicated to the success of their organisation.
Types of Recognition
Recognition can be in electronic form, that is, via email or a similar platform or verbal form. While both are appreciated it is believed that the electronic form is the least effective. However, this can make a great impact if accompanied by verbal recognition. Moreover, verbal recognition is more effective if applied in a group rather on a one-to-one basis.
Paid vs. Free Recognition
Paid recognition that can come in a form of a bonus is a great way to show appreciation however, a manager cannot rely on this as being a good enough way simply because employees are being paid for what they do. Therefore recognition should always be accompanied by the free form, that is, a “thank you” or a pat on the back. This form of praise should not be taken for granted, not only because it does not cost anything but because in reality it is a really simple concept that any manager can apply effortlessly. Moreover the free form type does not need to have an official recognition programme into place, there is no need for the manager to get permission to do so and doesn’t involve any budget concerns.
Remind, Recognise, Repeat
Communication barriers are the main culprit behind the lack of recognition at the workplace. This is especially the case where the human resources department is more focused on the one time forms of compensation, such as dealing with signing up of healthcare schemes and discussing one time bonuses.
However, the most beneficial type of recognition should be ongoing and cannot be assumed enough with a once a year action. Moreover there needs to be consistency. Many organisations tend to be highly determined when launching a recognition strategy but then excitement fizzles away over time, leaving employees wondering if they’re really being taken seriously.
Many organisation can be hesitant to show recognition fearing that employees might translate frequent recognition as a way of saying that they doing enough and that they can slow down and sit comfortably in their chairs. Instead, organisation need to keep in mind that recognition is form of motivation and encourages employees to do more and better. Studies show that ideally routine reminders are sent to managers and team leaders encouraging them to show recognition to subordinates and co-workers as part of their job.