How to Engage Employees Through Meaningful Recognition

Engage Employees Through Meaningful Recognition

Smart talent leaders and effective talent management strategies engage employees through meaningful recognition programs.

Ever since that first gold star on a homework assignment, we all crave recognition for jobs well done. But the methods of how to engage employees through meaningful recognition have changed…the “gold star” is not enough to motivate your teams to higher levels of performance.

What does work…what does encourage greater on-the-job effort…what can help motivate employees to strive for excellence? It depends. It depends on the individual, on the team, on the company and on the corporate culture.

There are some constants, however. Employee engagement training experts agree that there are three critical elements to  employee recognition that are sought and valued.

    1. Executive support. Company leadership should understand that a meaningful recognition program has a positive effect on employee engagement and satisfaction . When leaders appreciate superior performance, it will be noticed and employees will advocate more, exert more discretionary effort and stay loyal for longer.
    2. Secure the participation of team managers. With standards for recognizing employees for their work results and performance contribution, managers can raise the visibility of their team and their highest performing team members.  If you want your managers to reward and recognize their employees in a way that makes them feel valued, ensure that they make investments to help their employees to succeed, value people as their most important resource, pay people fairly with respect to the value they bring to the organization, and commit to making it a great place to work.
    3. Opt for recognition criteria that focus on the company’s strategic goals. Align individual behavior with business goals so you encourage the kind of performance that drives overall organizational success.  Our organizational alignment research found that strategic clarity accounts for 31% of the difference between high and low performing teams.  Make sure there is a direct line of sight between your strategic objectives and how people are rewarded and recognized.

To learn more about improving employee engagement, download the Top 10 Most Powerful Ways to Boost Employee Engagement

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We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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Fujitsu

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We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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