EMPLOYEE RECOGNITION
How to implement employee recognition for effective results
Employees are the engine of any company and businesses throughout the world now realize that employee recognition isn’t something that is a fancy term in the Human Resources Management, but is in inherent part of the overall organizational behavior and has a critical role to play in the other wise fragile business fabric.
employee recognition reinforces the highly critical contributions employees make towards the company’s profits, growth and brand name and rewards the most competent; productive and loyal employees for the mind-boggling results that are created for your business. employee recognition also helps employees feel proud of their achievements, get noticed, know where they stand and understand their contributions to the company. They also get a firm understanding of what is expected of them and why. By applying with your chosen means of employee recognition, the actions and behaviors you would love to see your employees or staff repeat are easily replicated and this would, in effect develop itself into a system that can prove to be flawless. An effective employee recognition system is simple, immediate, and powerfully reinforcing.
However, just because employee recognition is a highly effective business management tool it ought not to be used just for the fact that most successful companies seem to be doing it. It has to be done for very specific objectives to see very specific results. Perhaps a few pointers in this direction will help you implement a very effective employee recognition program.
Proper Measuring metrics have to be put in place: You can never recognize an employee’s efforts if you didn’t know how to measure the effectiveness of the employee’s actions. Agreed that some of the functions or Job roles might be difficult to assess, but it is believed that everything can be measured, to a certain degree at least.
employee recognition has to be understood and implemented company wide: If you have to do an employee recognition program, it wouldn’t be a clever idea to do it for your middle management and senior management only. You will have to implement these employee recognition programs throughout the company, bottom to top. Meanwhile, each employee must know why this program is being done and to achieve what specific purpose.
Define who is being recognized and for what purpose: Simply stating ‘Employee of the year” and throwing an award away isn’t going to cut the cake. It has to be made clear as to why and on what basis the particular employee is being chosen to be recognized and that these employees should be the role models for everyone else to pick their priceless lessons from.
Other departments or anonymous polling systems must be used to judge the rewardee: Asking the managers of the teams to judge someone might lead to a biased decision. Hence the Human resources department or some kind of an anonymous polling system has to be put in place for better results.
Employees are humans after all and all of us crave for a pat on the back when we done something good or achieve something worth achieving. An effective employee recognition program can at least solve this purpose, if nothing else.
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