Employee recognition can increase motivation, engagement and productivity. These techniques can help.
According to the winter 2012 SHRM/Globoforce Employee Recognition Tracker, which tracks the sentiments of HR leaders and executives, 95 percent of survey respondents reported effective performance management as a top management challenge in 2012. (Editor’s note: the author works for Globoforce). Employee sentiments are the same as reported in the Fall 2011 Globoforce Workforce Mood Tracker of employee attitudes. Performance reviews are not an accurate appraisal for the work done, nor do they reward employees according to job performance (Figure 1).
Employee recognition can increase motivation, engagement and productivity. It allows managers and peers to reinforce positive behaviors when they occur, giving new life to the phrase “360-degree employee performance reviews.” Further, strategic employee recognition rewards behaviors that exemplify an organization’s core values and goals.
Employees who receive recognition throughout the year are more satisfied in their roles compared to those who only receive it once a year, according to the 2011 Globoforce Workforce Mood Tracker. Of those who receive ongoing feedback and praise throughout the year:
• 75 percent are satisfied with the level of recognition they receive for doing a good job at work, compared to 42 percent who only receive annual feedback.
• 91 percent think their manager or supervisor acknowledges and appreciates them at work, versus 60 percent who only get annual reviews.
• 54 percent think people are rewarded according to their job performance, versus 42 percent of employees who get yearly feedback.
Organizations evaluating how to build a strategic recognition program should consider six hallmarks:Single, clear global strategy:
Companies must have a global vision that defines the program’s desired goals and outcomes. Suggested metrics include increased employee engagement scores or higher employee retention.Executive sponsorship with defined goals:
With a recognition program’s impact on culture, it’s important to secure senior-level support. Managers should be held accountable for participation goals to ensure that culture management is reinforced by all company leaders.