Employee recognition is always important, but it takes the spotlight during the holidays. Your team members have worked hard all year long, and they may be working particularly diligently to stay on track with quotas and deadlines during the last few weeks of the year. If you’ve lost sight of employee recognition, now’s a great time to refocus on your efforts.
Recent research shows that 91 percent of employees say a strong culture of recognition makes them want to work for a company. Fortunately, building a recognition culture doesn’t have to cost a lot or take a significant amount of time. Donna Coppock, a professional speaker and corporate trainer, has outlined six best practices that you can easily put in play at your organization. We share her tips in this issue of Promotional Consultant Today.
Get leadership buy-in. Your company’s senior leaders need to be on board for a recognition culture to take root. According to Coppock, without leadership walking the talk, the culture won’t happen. Make sure managers across your organization support a recognition initiative—and then encourage leaders to recognize the work and achievements of their teams.
Make recognition a regular thing. You don’t have to wait for the holidays to express gratitude, and you don’t have to create a formal recognition program. Coppock notes that in the most robust recognition cultures, employees experience recognition frequently. When someone on your team lends a hand or nails a client presentation, don’t let those situations go unnoticed.
Make it easy. Coppock points out it should always be easy for people to express recognition and appreciation. You can do this through formal training or informal programs that give managers and employees ideas on how to recognize good work.
Be specific. A generic “thanks for your work” isn’t meaningful to the recipient. Instead, aim to be specific with your recognition. Mention the project or account that the employee worked on and include measurable results. And remember that most people especially value recognition that memorialize their efforts—like a trophy or plaque they can display in their office or show to others.
Tie appreciation to company goals. To create a recognition culture, it’s important to connect the dots. This means connecting recognition to company strategy and goals. Employees should understand how their work impacts the bottom line. When they get commended for certain outcomes, they know why it matters so much.
Tell stories. Coppock notes that stories help evoke emotion and support memorable appreciation moments. By telling a story about how an employee went above and beyond for a coworker or how a team member solved a long-standing business problem, you help make the recognition more meaningful. This goes a long way at building a recognition culture.
Recognition matters at work because it shows employees that they’re making valuable contributions. Being recognized can boost people’s spirits and lead to more happiness on the job. This, in turns, leads to a more engaged and productive team. Think about how you can work more recognition into your workplace—your whole team will benefit.
Promotional Consultant Today is pausing for the Thanksgiving holiday. Watch for us back in your inbox on Monday, November 29.
Compiled by Audrey Sellers
Source: Donna Coppock is a professional speaker and corporate trainer for The Great Game Of Business.
Used with permission from PPAI Media