How to get staff recognition right

Quality staff recognition is critical to creating and nurturing a great culture — but it needs to be done right.

When a staff member really goes the extra mile but receives recognition that feels hollow and insincere — or worse still, no recognition at all — you’ll soon find negativity and dissatisfaction sets in.

Research in both Australia and the United States has proven that employees are more likely to be engaged in the workplace if they feel appreciated.

One recent study by the Boston Consulting Group of 200,000 employees found that the number one reason they enjoyed their work was feeling appreciated.

US-based Zappos, an online shoe and clothing seller, has achieved revenues of more than $US1 billion ($1.3bn) a year because of its staff motivation programs that spill down to service. Employees get free healthcare, free vending machines, colourful spaces and a nap room, and are looked after by their company. They are then encouraged to treat customers with the same respect.

Australian business success story, Red Balloon, has even created a staff recognition software program, Redii, based on their own experiences in the benefits of staff recognition.

According to Redii, companies with recognition programs that are highly effective at improving employee engagement have 31% lower voluntary turnover.

The benefits of recognition done well can result in decreased absenteeism, increased productivity, reduced staff turnover and improved customer satisfaction.

So how do you make staff recognition a priority in your organisation?

The first step is to review your existing reward and recognition program.

How do you track when an employee has delivered above and beyond usual expectations? Are you recognising these instances of success and letting them pass you by? Importantly, who is delivering the recognition? Is it a direct manager, or someone who doesn’t even know who the staff member is?

The next step is to consider the way you reward your team members. It should not be ‘one size fits all’.

Every person has a different need for recognition. Some people prefer a tangible reward, such as a card, voucher or incentive. Some like written words of appreciation in an email or personal note. Others are low-key and don’t want fuss, they’re simply happy with a quiet word at the end of a meeting.

Here are three quick tips:

1. Make sure you think carefully about the reward and more importantly, how it is delivered. Remember that every person is different and has different needs.
2. Whatever the reward is, check that it is done with sincerity. Don’t just go through the motions. You will add more value by being sincere. Staff will respond positively, not negatively.
3. The value of the reward often does not matter; as the old saying goes, it’s the thought that counts. It could be as simple as a personal thank you over coffee, a quick mention in a team meeting or a small article in your internal newsletter.

Stay in touch with your employees by paying attention. Be involved in how rewards are delivered and how your employees are treated generally by management.

Saying thank you can make a major difference to how someone feels about working for you. And the impact flows all the way to the bottom line.

Please contact Carolynne Austin-Dougherty, Senior Consultant at eccoConsultants for any HR services by using this form. Carolynne specialises in the selection and development of individuals to ensure a higher retention of staff.