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Effective recognition increases employee engagement, drives productivity and decreases turnover. But what kind of recognition...
Did you know Gallup recommends that employee feedback at least every seven days? If you’re wondering how that’s possible, keep reading.
Effective recognition increases employee engagement, drives productivity and decreases turnover. But what kind of recognition makes that impact? It’s not just large sums of cash or over-the-top productions of gratitude that move the needle. Effective recognition - recognition that gets results - is the sum of meaningful moments that occur over time.
Here are small employee recognition practices that make a big difference.
Recognize in Real-Time
Formal recognition and rewards programs are essential and beneficial, but they are not the only form of recognition you need. Traditional recognition programs require planning and processes that take time, but real-time recognition requires much less.
When you recognize an employee closer to or in the moment, they better correlate what they did to earn that recognition. Everyone around them can also see what they did as well, so they have a visual representation of the behaviors you celebrate and how you celebrate them. You can recognize in real-time by sending an email shoutout, having a certificate ready, or using Assembly’s offerings to share a recognition post in Microsoft Teams or Slack.
Core Values
Tying employee recognition back to your core values is another simple but effective way to impact your organization significantly for the better. Core values provide employees with a sense of belonging and clear expectations, increasing employee engagement and reducing turnover. By integrating them into your employee recognition efforts, you can repeatedly reinforce those core values and the behaviors you want to see. Be sure to expressly state what core value an employee exhibited and the impact of their work.
Peer-to-Peer Recognition
If you want to build a strong recognition culture, don’t leave recognition up to your managers alone. Please do your best to clarify that recognition is everyone’s job and encourages employees to show gratitude and appreciation for one another. Managers operating at a higher level aren’t always there for things that happen in the moment, but team members can take action and recognize their peers in a timely and meaningful way when appropriate.
Know Your Employees’ Strengths and Celebrate Them
Did you know that employees who believe their managers can name their strengths are 71% more likely to feel engaged and energized by their work? Employees don’t want to wait an entire year to hear how great they are at performance review time. Make it a point to have more small recognition touchpoints throughout the year using the strategies discussed above, and don’t forget about professional development! If you identify strengths in an employee, offer them an opportunity to use them, whether as a mentor or project leader. As your employees begin to see they are understood and valued, their discretionary effort will increase.
As you commit to creating a culture of recognition within your company, don’t lose sight that small actions make a big difference over time.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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