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
How to Sell Value versus Price
7 Threats to a Positive Company Culture
Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.
Chief Financial Officer
LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.
Frank J. Kuypers
Business Development Manager
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.
Director of HR
LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.
I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.
VP of Human Resources
In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal. They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”
Vice President Human Resources
The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
VP of Human Resources
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.
Senior Marketing Manager
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.