What are the benefits of an employee rewards and recognition program?

The management of any organization where employee rewards and recognition program has been implemented will always keep asking whether the program is delivering benefits. The management would typically want to see some tangible benefits to justify the continued funding of the program. Hence it is important for the HR team to demonstrate these program benefits on a continuous basis.

At HiFives, we have had long and deep engagement with our clients for their employee rewards and recognition programs. Based on this experience, we would like to list out a few of the benefits that should be aimed for or provided by employee rewards and recognition program in organizations:

  1. Employee performance and business impact

Done in the right way, employee rewards and recognition can reinforce good performance by employees, which would have a direct or indirect impact on business metrics such as revenues, costs, customer satisfaction, etc. For example, an employee who gets an award for achieving high levels of customer satisfaction is more often than not likely to continue to perform at the same or higher level. It might also motivate his peers to demonstrate higher levels of performance. The same would be true for an employee who is being recognized for cutting costs or driving innovation.

  1. Employee behaviour linked to company values

If executed well, employee rewards and recognition programs can deliver desired behaviour from employees in sync with the organization’s core values and beliefs such as ethics, commitment, customer centricity, passion or collaboration. For example, an employee who has worked on an important project to meet a critical deadline might be eligible for an award under the category of commitment. Another one could be that of an employee who might have resisted attempts by a third-party to secure a contract by trying to offer ‘personal incentives’ to the employee. In both these examples, the behaviour and the outcomes should be kept separate.

  1. Driving specific behaviours and outcomes

The organization can drive specific behaviours such as innovation, process efficiency, punctuality, social awareness, etc. through employee rewards and recognition programs.  For example, employees can be incentivized for good suggestions on process improvement. Another example could be of recognizing an employee who has participated in a social initiative or sporting event outside the organization.  It is difficult to incentivize such behaviours through the traditional performance assessment and regular compensation system. Hence employee rewards and recognition could be a useful tool in the HR team’s toolkit to drive such behaviours.

  1. Employee motivation and camaraderie

Employee rewards and recognition can help create a positive atmosphere of celebration within the organization. It can help foster individual-level motivation and overall team spirit. Open recognition of employee achievements can go a long way in building a great culture of appreciation of each other’s efforts.

Overall, employee rewards and recognition program that is well designed and well executed can provide significant dividends to the organization to justify the investments made into the program by the management. However, it is important to keep these objectives in mind while the program is being designed and implemented without any ambiguity. Otherwise, it will also end up as yet another HR initiative without clearly articulated benefits and well-defined ROI.

 

by HiFives Team

How important is recognition for employee engagement?

To answer this question, let’s pose another question! What is employee engagement in the first place?

Very broadly, employee engagement is the art and science of making employees feel good – about themselves, about the organization, about working in the organization and about working with each other. This ‘feel good factor’ can be achieved through tangible and intangible means.

In today’s day and age, social recognition plays an important role in what makes us feel good. People are thirsting for likes and comments on social media like Facebook, Instagram, etc. In a similar way, employees value social recognition of their achievements at the workplace. For confidentiality and data privacy reasons, the reach of these recognition platforms might be restricted to within the four walls of the organization.

Monetary rewards can play can be an additional factor on top of the social recognition.  Even non-monetary benefits like conferences, training programs and direct interactions with the top brass might do equally well if not better!  All adds up to the ‘feel good factor’ of employee engagement.

The most critical aspect of recognition is spontaneity, appreciation as something good happens. Could be a casual pat on the back or a round of applause at team meeting – it all makes a difference, provided it’s timely. Obviously, the quantum or the perceived value of the awards needs to be calibrated with the level of achievement for it to make sense.

All said and done, recognition plays an integral part of employee engagement not matter how it is executed. At the end of day, happy employee is what matters most whether is a pat on the back, a trophy, a shopping voucher or a trip to the Bahamas!

HiFives Employee Rewards and Recognition

Frequent recognition might work better than annual increments

Frequent and timely appreciation from the supervisor might have a greater impact on employee motivation than even annual increments – according to a research study by a prominent HR consulting firm. Annual increments are supposed to aggregate employee performance over the year, rank and stack it against their peers and then reward the employee with an appropriate percentage hike. This is too much to expect from a single exercise no matter how thorough it is. It tends to disregard small ‘wins’ which could add up to bigger things and focuses on the high impact stuff. Hence, employees working on mundane stuff tend to get overshadowed by others working on big, visible projects (might backfire as well!). Plus, the increments themselves might not be differentiating enough.
The most important factor is the impact on employee motivation and performance improvement. Typically, annual increments either leave one with a bitter taste in the mouth or a rosy view of one’s performance. It hides more than it reveals!

Hence more frequent recognition by one’s manager is more effective for the employee’s development and performance improvement. However, most organizations continue to focus their HR efforts on annual reviews and increments – a few progressive organizations have started creating more noise around regular feedback and appreciation through things like Spot Awards, Floor Meetings, Thank You Cards or simply a Pat on the Back!

-by HiFives