Talent Culture recently published an article that lists 10 Rules for Recognition That Increase Employee Commitment. The rules outlined by Talent Culture leverage human nature. What a great idea! Humans, after all, have certain tendencies and instincts that are equally at play whether they are at work — or at home.
It’s easy for businesses to forget to recognize employees for their successes, but doing so plays an important role when it comes to maintaining adequate employee engagement levels. It’s common for managers to think that employees don’t need recognition because hey, they’re just doing their jobs.
But when it comes down to it, humans generally thrive more when they are recognized for their successes. We are social beings. In the workplace, thriving employees are just as good for bosses and companies — as they are for the employees themselves — so it’s a win-win prospect.
Here are the 10 Rules for Recognition laid out by Talent Culture in their recent article:
1. Recognize employees within one week of the event. If your employee nails the sales presentation to a client, let them know quickly. Share your appreciation in a hand-written note or verbally. Maybe post a thank you in Slack.
2. Recognize employees publicly. Show employees what behaviors are important to you.
3. Focus on behaviors. It’s less effective to focus on outcomes. Sometimes an employee stumbles but recovers brilliantly. Recognize the behaviors that helped him recover with grace.
4. Use a 7:1 ratio. Ensure you have seven times as many positive interactions with employees compared to negative ones. This helps to build stable relationships. Of course, make those interactions genuine and not forced.
5. Encourage peer-to-peer recognition. Recognition isn’t limited to management. Develop solutions that allow peers to recognize one another.
6. Use Technology. With tools like Slack and enterprise solutions offered by Globoforce and O.C.Tanner, it’s easier to recognize people in the moment. Use of smartphones and tablets makes it easier to recognize people in the moment.
7. Measure the impact. Creating a recognition solution is a business investment. Invest the resources and involve the right people to determine its impact on key business metrics like the ones mentioned earlier. Three Rules About Rewards Linked to Recognition
8. Make it unique. When recognizing someone, make the reward, if there is one, fitting for the person. If you know they like caramel popcorn give them that and not the Starbucks gift card. Show you care by putting thought into the reward.
9. Encourage sharing. When rewarding employees mix it up with rewards that allow people to gift part of their reward to others: donations to charities, for example.
10. Give an experience. Getting more company branded “stuff” is nice, but the positive association linked to the reward fades quickly. An experience, like dinner and tickets to a show, creates a lasting memory.
Employee engagement levels are incredibly important, no matter what type of company you are running. So take advantage of basic human nature and give your employees props when they do a great job.
We all love a little pat on the back. And when it comes to improving corporate culture, meeting company goals, and increasing employee engagement levels, a little pat on the back can go a long way!
At MeetingPulse, we believe in healthy communication and a positive corporate culture that create satisfying work relationships for leaders and employees alike.
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