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HR basics is a series of short courses
designed to highlight what you need to
know about a particular human resource
management topic in today's HR basics we
explore employee recognition exploring
why it's important and how to design and
manage effective programs recognition is
about reinforcement of employee actions
efforts behavior or performance that
supports organizational strategy
recognition acknowledges or gives
special attention to employee actions
efforts or behavior and performance that
supports organizational strategy by
reinforcing certain behaviors like
extraordinary accomplishments that
contribute to organizational success
these programs can be either formal or
informal employee recognition continues
to be top of mind as employers use their
total rewards toolkit to differentiate
themselves as an employer of choice and
solve a variety of business challenges
variety is key to recognition
organizations have different needs some
need to increase retention in a specific
business unit or type of job while
others need to support innovative
thinking one organization may find that
recognition will help it to address a
very specific individual performance
issue while another may determine that
an overall culture of recognition will
be better to contribute to
organizational success and yet another
company may seek to accomplish all of
the above by offering a full palette of
recognition opportunities what's common
among all organization is the challenge
to satisfy a variety of intrinsic and
extrinsic employee needs in order to
attract motivate and retain a talented
productive workforce which is likely to
be a key to business success recognition
programs can be the key to motivating
employees and driving organizational
results according to a new survey trends
in employee recognition by world at work
employee recognition programs remain an
important component in the total rewards
toolkit with 89% of organizations having
programs in place and with
67% of organizations offering between
three and six different programs with
4.6 as the average number the average
number of programs appears to be
trending upward to the 2011 level after
dipping to 3.9 in 2013 according to the
2015 report the top 5 recognition
programs have remained the same since
2013 including length of service at 87
percent above and beyond performance at
76 percent programs to motivate specific
behaviors at 51 percent peer to peer
recognition at 48 percent and finally
retirement at 34 percent let's take a
look at the design and management of
effective recognition programs design
refers to a plan or protocol for
carrying out or accomplishing employee
recognition planning is used in
recognition to ensure motivation
engagement and retention of
high-performing employees using this
planning process you can develop core
elements of a recognition plan strategy
is an extension of an organization's
mission a bridge between the
organization and its environment goals
are a statement of desired outcome
towards which effort is directed to
realize your recognition plan and
finally actions are the most important
things that can be done to reach stated
goals employees not only want
good-paying benefits they also want to
be treated fairly to make a substantial
contribution to the organization through
their work and to be valued and
appreciated for their efforts to show
appreciation many employers implement
ongoing recognition programs designed to
thank employees for a variety of
achievements among the most common
programs are those that recognize length
of service exemplary one-time
achievement and noteworthy performance
over a period of time although
organizations typically recognize
employees length of service milestones
and instances of strong individual or
team performance many organizations are
beginning to focus on other less
traditional areas of recognition among
them are the file
the ability to manage or champion change
in innovation systems improvement
customer retention significant
development and actions that embody the
organization's core values some
employees may not be as motivated as
others by an organization's incentives
so organizations should offer a variety
of incentives and recognition
opportunities to meet various employee
needs for recognition programs to be
effective it should meet several
criteria the program should be well
funded aligned with organizational goals
appropriate for employees achievement
and timely recognition programs need to
be well funded the key to success for a
recognition program is management's
commitment of resources during the
budgeting process for the year ahead the
organization should earmark funds for
the program and establish methods for
distributing those funds managers must
dedicate the resources including the
time it takes to plan and execute a
program and must enable employees and
supervisors to run the program through
this process managers can see the
distribution is fair and equitable and
the money that's allocated is
immediately available to fund programs
once it's announced to employees
programs need to be aligned with goals
and values recognition programs are most
successful when they're aligned with the
organization's mission vision values and
goals employees can tell if there is or
if there is not a clear connection
between what management says is
important and what actually is programs
need to be appropriate employees must
understand the rationale for recognition
programs and should be convinced that
the awards are in line with the
achievement and the degree of effort
that they represent a recognition system
will falter if employee feels that their
works is trivialized or even insulted by
inconsequential incentives or insincere
gestures of appreciation awards should
be consistent with the employee's
achievement and meaningful to the person
receiving it finally programs need to be
timely the reward or recognition should
be delivered as close as possible to the
time of the design
behavior to strengthen the link between
the employees action and the result of
the organization management is about
giving employee recognition done right
through planning organizing leading and
controlling the entire recognition
process should be managed with a minimum
of administrative effort a system that
requires excessive management control
complex financial calculations or
exceptional employee efforts to be
understood will not likely achieve its
desired results employers should provide
a clear written policy and guidelines
describing the recognition program and
its terms including employee eligibility
requirements the approval process the
types of awards that will be provided
the frequency of award presentations the
performance goals that will be measured
and the threshold for awards recognition
programs must be monitored continually
for relevance employers should consider
asking the following questions when
evaluating their programs are the
programs or awards fair and appropriate
are the program's objectives being met
are there appropriate levels of
communication do employees find the
program meaningful and what should be
done differently few managers are
naturals and carrying out employee
recognition and awards programs most
need to acquire skills related to
recognizing employee contributions and
giving effective feedback and praise all
managers should be trained to do the
following help employees understand the
impact their performance has on the
organization explain how the program
works and how employees can achieve
recognition learn ways to motivate and
inspire others learn how to communicate
needs expectations and goals clearly and
finally deliver appreciation and praise
in a sincere and timely manner for
maximum results
an employee recognition program should
include a means of measuring the value
it creates few organizations track the
return on investment of their employee
engagement or recognition programs those
that do such tracking however generally
use employee retention levels overall
financial results and employee
productivity levels programs should also
be monitored continuously to keep them
relevant and current among the
questions that can help determine the
program's effectiveness are the
following are the rewards adequate fair
competitive and appropriate have the
program's objectives been met do the
programs have appropriate levels of
communication to employees find the
program meaningful and what changes
should be made
when employees and their work are valued
their satisfaction and productivity
Rises and they are motivated to maintain
or improve their good work praise and
recognition are essential to an
outstanding workplace people want to be
respected and valued by others for their
contribution
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