How are your team RECOGNISED?

Two men in suits, facing each other and smiling. One man has his hand on the other man's shoulder

Recognition and Praise

Gone are the days of “Well done, good job”, or “Thanks for your commitment over the last 12 months, here’s a voucher”

Organisations have (finally) joined the dots between individuals feeling appreciated and business performance (new analysis from Gallup and Workhuman shows correlations between employee recognition and employee outcomes across hundreds of organisations and thousands of teams in different industries). They understand that regular, authentic recognition serves as rocket-fuel for team members, assuring them of a sense of place, that they matter, that their efforts are appreciated and they are valued. Reward and recognition is one of the most important culture reinforcement tools, and culture is the very soul of your organisation.

As a response, organisations are actively moving away from traditional, one-off approaches to employee recognition such as team member of the month, the annual performance review and work anniversaries. Coupled with the challenge of a more hybrid and geographically scattered workforce, a system of flexible and continuous recognition has become the norm.

Compared to the cost of large annual bonuses as part of compensation, or the cost of talent turnover, recognition is less expensive and longer lasting.

Payrises and promotions sit outside of employee recognition

  • Performance-related pay (PRP) is generally linked to a performance appraisal (widely identified by phrases such as ‘satisfactory’ and ‘needs improvement’)
  • A PRP system is only as good as the measurements that have been agreed, then how well they are monitored and measured
  • Consistency and transparency are required across the entire management group when assessing and measuring performance
  • Objectivity is crucial to avoid bias and discrimination

Encourage high-performance first, with simple and consistent recognition, then underpin it by implementing an effective PRP system.

How to use praise in employee recognition

Employee appreciation extends well beyond ‘thank you’. Descriptive praise that connects directly to team values or business success reinforces employees’ engagement with their work and the direction of travel.

Three steps to PRAISE well:

  1. The action / behaviour demonstrated
  2. The circumstances in which it occurred
  3. The value of their efforts to the team, the business, the culture

These three steps give context, highlight skills and demonstrate a return – a process fundamental to motivation and growth.

Recognition is no longer a nice-to-have, but rather essential, and something employees expect from their employers. As a motivator, few things are more effective than helping to grow the self-worth of others. Knowing that we make a difference, helps us make a difference. Seeing that our contribution is truly valued helps us to feel a sense of achievement and ownership, two very powerful contributors to self-esteem.

For more ideas or to book a consultation with us, get in touch.

Recommended Posts