Employee recognition is an important part of any successful business. It shows employees that their hard work is appreciated, and it can help to boost morale and productivity. However, not all employee recognition programs are created equal. Some programs are more effective than others, and some can even backfire.
Here are some dos and don’ts for creating an effective employee recognition program:
Dos:
- Make recognition personal. The more personal the recognition, the more meaningful it will be to the employee. Instead of sending a generic email, take the time to write a handwritten note or give the employee a call.
- Recognize employees in front of their peers. This can be a powerful way to show employees that their work is valued.
- Involve employees in the recognition process. Let employees nominate each other for recognition. This can help to create a sense of community and ownership in the recognition process.
- Make recognition a regular part of your company culture. Don’t wait for special occasions to recognize employees. Make it a point to recognize good work on a regular basis.
- Be specific in your praise. Don’t just say “good job.” Take the time to explain what the employee did that was so great.
- Be consistent with your recognition. If you only recognize employees when they do something extraordinary, they may start to think that their everyday work isn’t valued.
- Make sure your recognition program is accessible to all employees. Don’t just recognize employees who are in management or who have been with the company for a long time. Recognize employees at all levels and from all departments.
Don’ts:
- Don’t make recognition a popularity contest. The goal of employee recognition is to show employees that their work is appreciated, not to see who can get the most likes on social media.
- Don’t make recognition a competition. Employees should be recognized for their individual accomplishments, not for beating out their peers.
- Don’t make recognition a one-time event. Employee recognition should be an ongoing part of your company culture.
- Don’t make recognition a burden. Employee recognition should be something that managers and employees enjoy, not something that they dread.
- Don’t make recognition a way to manipulate employees. Employee recognition should be genuine and sincere, not a way to get employees to work harder or longer hours.
Creating effective employee recognition programs requires a thoughtful and strategic approach. By following these dos and don’ts, you can create an employee recognition program that is effective and meaningful.
