How to Engage Employees Through Meaningful Recognition

How to Engage Employees Through Meaningful Recognition
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Do You Engage Employee 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 Makes Employee Recognition Meaningful?
What type of employee recognition encourages greater on-the-job discretionary 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 unique corporate culture.

Three Critical Elements to  Employee Recognition
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 recognize superior performance, it will be noticed and employees will be greater advocates, exert more discretionary effort, and stay loyal for longer.

    In addition to recognizing performance, executives should also show appreciation of people’s inherent value by creating a culture of employee feedback to better connect with, appreciate, and support employees.

  2. Secure The Participation of Team Managers
    Clear standards for recognizing employees’ performance contribution enables managers to raise the visibility of their highest performers.  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 Priorities
    Align individual behavior with business goals to 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.

The Bottom Line
If you want to engage employees through meaningful recognition programs, begin with strong executive support, actively involve managers and create a direct line of sight between employee recognition and your strategic priorities.

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

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