Recognition is something that can be given generously, and there are few drawbacks if you can find cause to recognise people for their efforts. Recognition is part of a holistic employee engagement culture, not just part of an employee engagement campaign.
Play the slideshow below, and have your speakers ready or earbuds to hand. The five steps are also listed below.
Rewarding a team member, on the other hand, can be a laborious exercise, and might well rely on annual bonuses, pay rises, and contractual benefits. These things might secure a new recruit, but they don’t always support employee engagement.
While some people might prefer to receive praise in private, public recognition is healthy for everyone if it doesn’t go over the top. Team meetings may seem ideal, but in order for recognition to have the greatest impact, praise should be given immediately. Your intranet and ESN (Enterprise Social Network) can be a great way to recognise people, teams, and projects.
- Do it now – immediate praise has more impact and is more strongly linked to the behaviour you’re recognising.
- Be specific – talk about the processes and results that you’re recognising in detail.
- Results and effort – praise the impact and the effort; don’t focus on the person’s personality.
- Do it often – there’s always reason to highlight success, so be sure to recognise all your team members through the month.
- Be sincere – there’s no need to gush about every little thing, but be human and let people know what helps and what has impressed you and your managers.
Employee engagement programmes can focus on peer-to-peer recognition to great effect, but there’s always need for good management.
Employee engagement doesn’t have to be about massive programmes and campaigns, it’s about how people feel and relate to each other and the purpose of the organisation. Managers are key to employee retention and engagement.