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| Subject: EMPLOYEE RECOGNITION---GUIDE-LINES Sat Jan 19, 2008 9:24 am | |
| You are here: About>Business & Finance>Human Resources> HR Management: FAQs/Basics> Glossary of Terms> Glossary - R> The Power of Positive Employee Recognition Human Resources Business & Finance Human Resources Essentials HR / Management Site Guide; Glossary Interview Tips/Questions; Resume Review Free Policy Samples, Checklists, Forms Top 10 Toughest Questions - Answered Develop Job Descriptions - Free Samples HR Offers Employee Reward Recognition Reward Employee Retention Employee Appraisal Employee Evaluation What are offers? Topics HR Management: FAQs/Basics Career / Self Development Change Management / Culture Communication Employee Recognition Employee Retention Management / Leadership Motivation / Work Quotes Performance Management Policies / Laws / Samples Recruiting / Staffing Salary / Benefits Team Building / Work Teams Bad Boss / Difficult People Training / Icebreakers Buyer's Guide Top 10 Management Books for the Human Resources Book Shelf Top Team Building Books to Accelerate Your Success Toss Out Your Dusty Old Appraisal System Reward, Recognition, and Thank You Ideas All Guide Recommended Picks Tools Find a Job Get a Quote Yellow Pages Forums Most Popular Articles Latest Articles Help Advertisement
Newsletters & RSS Email to a friend Print this Page Submit to DiggSuggested Reading About Employee Recognition Employee Recognition Rocks: Kick Employee Recognition Up a Notch Five Tips for Effective Employee Recognition What Employees Want From Work: Employee Motivation Suggested Reading About Employee Recognition Top Picks for Giving and Getting Reward, Recognition, Award, and Thank You Ideas Provide Motivational Employee Recognition Recent Discussions Need help entering HR HI! FRIENDS ! Workplace Cliques Most Popular Work Dress Code How to Ask for a Pay Raise Twelve Tips for Team Building Difficult People Job Interview Tips The Power of Positive Employee Recognition From Susan M. Heathfield, Your Guide to Human Resources. FREE Newsletter. Sign Up Now! How to Provide Effective Employee Recognition Tips for Effective Employee Recognition Prioritize employee recognition and you can ensure a positive, productive, innovative organizational climate. Provide employee recognition to say “thank you” and to encourage more of the actions and thinking you believe will make your organization successful. People who feel appreciated are more positive about themselves and their ability to contribute. People with positive self-esteem are potentially your best employees. These beliefs about employee recognition are common among employers even if not commonly carried out. Why then is employee recognition so closely guarded in many organizations?
Time is an often-stated reason and admittedly, employee recognition does take time. Employers also start out with all of the best intentions when they seek to recognize employee performance.
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Business training videos Video Arts, John Cleese, Workshops FISH!, Elearning, DVD, Online www.itf.ca They often find their efforts turn into an opportunity for employee complaining, jealousy, and dissatisfaction. With these experiences, many employers are hesitant to provide employee recognition. In my experience, employee recognition is scarce because of a combination of several factors. People don’t know how to provide it effectively, so they have bad experiences when they do. They assume “one size fits all” when they provide employee recognition. Finally, employers think too narrowly about what people will find rewarding and recognizing. These guidelines and ideas will help you effectively walk the slippery path of employee recognition and avoid potential problems when you recognize people in your work place.
Guidelines for Effective Employee Recognition Decide what you want to achieve through your employee recognition efforts. Many organizations use a scatter approach to employee recognition. They put a lot of employee recognition out there and hope that some efforts will stick and create the results they want. Or, they recognize so infrequently that employee recognition becomes a downer for the many when the infrequent few are recognized.
Instead, create goals and action plans that recognize the actions, behaviors, approaches, and accomplishments you want to foster and reward in your organization. Establish employee recognition opportunities that emphasize and reinforce these sought-after qualities and behaviors. If you need to increase attendance in your organization, hand out a three-part form, during your Monday morning staff meeting. The written note thanks employees who have perfect attendance that week. The employee keeps one part; save the second in the personnel file; place the third in a monthly drawing for gift certificates.
Fairness, clarity, and consistency are important. People need to see that each person who makes the same or a similar contribution has an equal likelihood of receiving recognition for her efforts. I recommend that for regularly provided employee recognition, organizations establish criteria for what makes a person eligible for the employee recognition. Anyone who meets the criteria is then recognized.
As an example, if people are recognized for exceeding a production or sales expectation, anyone who goes over the goal gets the glory. Recognizing only the highest performer will defeat or dissatisfy all of your other contributors, especially if the criteria are unclear or based on opinion.
For day-to-day employee recognition, you’ll want to set guidelines so leaders acknowledge equivalent and similar contributions. Each employee who stays after work to contribute ideas in a departmental improvement brainstorming session gets to have lunch with the department head.
This guideline is why an “employee of the month-type program” is most often unsuccessful. The criteria for results and the fairness of these criteria are not clear to people. So, people complain about “brown-nosing points” and the boss’s “pet.” These programs cause discontent and dissention when the organization’s intentions were positive.
As an additional example, it is important to recognize all people who contributed to a success equally. A CEO I know perpetually announced employee recognition for major projects at the company holiday celebration. Without fail, he missed the names of several people who contributed to the success of the project. With the opportunity for public recognition past, people invariably felt slighted by the post-banquet thanks.
Interested in eight more ways to make employee recognition positive and powerful?
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