Increasing Employee Engagement Through Recognition
Experts in employee engagement agree that increasing employee engagement through recognition by recognizing the accomplishments and extra discretionary effort of employees is a critical key to establishing a high performance culture.
Make Sure Employees Are Recognized When They Contribute to the Organization’s Success
Everyone wants to be appreciated for the work they do and to understand the value of their contribution to the overall enterprise. It is an important part of a manager’s job to acknowledge excellent work and appreciate extraordinary employees.
What Recognition Matters Most?
So many managers either fail to recognize their team members effectively and appropriately or they fail to recognize them at all. It’s important to recognize employees “right.” The above cartoon illustrates some of the negatives of doing it wrong.
Three Employee Attributes to Increase Employee Engagement Through Recognition
Increasing employee engagement through recognition the “right” way requires that employees:
1. Are Deserving
The Employee of the Month in the cartoon shows surprise. She may not know why she’s being singled out (the boss gives no specifics) or she may not feel she deserves the reward. Effective rewards and recognition are clear, upfront, timely, meaningful, fair, proportionate and consistent.
2. Understand Why
Without clear reasons for the recognition, her colleagues are upset and feel diminished. For rewards and recognition to be effective, the standards of high performance should be clear, transparent and trusted.
3. Find the Recognition Meaningful
The reward itself seems intended only to inconvenience and anger others. Rewards should be tailored to the situation and to the recipient. Add meaning to your rewards by ensuring they are linked to “why people want to stay and perform.”
Five Leadership Excuses to Not Increase Employee Engagement Though Recognition
And then there are the managers who neglect to reward and recognize employees at all. Here are some of their excuses. You might hear them claim they are:
1. Too Busy to Notice High Performance
These are managers who don’t get that work gets done through people. With too much focus on the tasks to be done, they neglect the human needs of the team members who are executing the tasks.
2. Uncertain of How to Reward and Recognize
Managers should be trained on how to reward and recognize high performance as part of their training in performance management and giving effective feedback.
3. Not Convinced Rewards and Recognition Matter
Some managers feel that employees shouldn’t need a pat on the back…they think the paycheck is enough. But we know that whether an employee feels valued is highly correlated with their engagement. And engaged workers are over 40% more productive and effective than their unengaged counterparts.
4. Afraid of Playing Favorites
Treating different talent differently is the hallmark of an effective talent management strategy. If only a few are deserving of recognition and you are clear about why you reward their contributions, other team members should not feel overlooked. Just be sure to recognize individuals when their work was on their own and teams when the effort was collaborative.
5. Worried About the Expectation of a Raise
Well recognized employees may ask for a raise. The manager needs to determine if that’s possible. Surely top talent should be fairly compensated. But there may be ways other than a salary hike to reward “A” players.
The Bottom Line
If you are the type of manager who does not recognize deserving employees for their extra efforts and contributions, what’s your excuse?
To learn more about increasing employee engagement through recognition, download the 3 Key Top Talent Retention Strategies You Need to Know Before it is Too Late
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.
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LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.
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LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.
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