Integrating Employee Recognition with the Organization Culture

Integrating Employee Recognition with the Organization Culture

Much has been said and written about the significant role played by employee recognition in enhancing the engagement and retention of a business workforce. In fact, many experts are of the opinion that a majority of professionals across various organizational levels consider being appreciated at the workplace to be more important than receiving additional monetary benefits. As a result, organizations today are paying much attention to the development and implementation of efficient employee rewards and recognition programs. Integrating these programs with the company culture can further add value to the benefits that organizations expect to reap from them, which can result in enhanced business success.

Need to Integrate Employee Recognition with Company Culture

It is an accepted fact that both employee recognition and company culture help in maximizing performance and minimizing employee turnover. However, the idea of integrating the two for enhancing business growth is relatively new. Implementing this concept can offer multiple other benefits, in addition to those mentioned above. It can help develop a positive work environment where professionals can enjoy working. It will also promote the sense of self-motivation and commitment towards the organization within the workforce. Most importantly, it will help to build an organizational culture where performance is valued and appreciated and naturally attract top talent.

Tips to Integrate Employee Recognition with Company Culture

Building a work culture based on employee recognition is requires constant effort and dedication, especially by the managers, supervisors and team leaders. They can use the below-discussed tips to make employee recognition an integral part of the company work culture. The following tips can prove helpful for them in this context.

Develop the habit of On-Spot Appreciation

Managers and supervisors need to develop a habit of thanking employees every time they see them going above and beyond their call of duty. They need to assure the employees that their efforts are not going unnoticed and make them feel appreciated for the same. Managers need to steer clear of the mindset that employees must be aware of the fact that what they are doing is good and being valued. However, the mere acknowledgment of this fact by their superiors can go a long way in reinforcing their confidence and keeping them motivated.

Make Special Occasions extra special with personalized gifts

A majority of companies present gifts to their employees on special occasions such as birthdays and anniversaries. The management can make these occasions extra special for the employees by presenting them with personalized gift items. Such initiatives reflect a sense of understanding and care for employees by the management. This can prove to be an extremely useful tool to motivate and win over entry-level employees trying to get a hang of things around them.

Take time to listen to the Ideas and Opinions of Employees

One way of appreciating employees on a day to day basis in order to develop a recognition based work culture is to listen to what employees have to say. The team leaders and managers should take time out to learn about any new ideas that their team members might have to enhance business growth. In addition, they should listen to their views and opinions rather than risk their sharing the same across social media channels. Even if the ideas or opinions expressed by the employees are not acceptable, they should be thanked for the same.

Empower the employees

Handing over a little additional responsibility to the employees makes them feel trusted. However, these additional responsibilities should not make the employees feel overburdened with work as in that case the employees will feel demotivated and dejected. Making the employees responsible for taking key decisions with regard to the company can help to empower them and build their confidence. In fact, many professionals view such additional responsibility as a form of employee recognition and feel motivated by it.

Maintain High Levels of Transparency

One of the most important aspects of building a work culture that is integrated with employee recognition is to maintain optimal transparency in everyday working. Managers need to be open and honest with their team members and keep them updated about any new developments in the company. This helps in building trust between the employees and the managers and also assures them of being an integral part of the organization.

Promote Habits of Relaxation

Many times managers might sense a slowdown in their teams. Rather than ignoring this as something that will pass with time, managers should motivate their team members to take a break and relax. They may even take the initiative of inviting the entire team to enjoy a cup of coffee or to take a stroll outside the four walls of the office. This helps the employees feel relaxed and also indicates to them that their hard work is being noticed.

Most organizations aim to turn into one where people will stick by even during the worst times. One way of achieving this objective is by integrating employee recognition with the organization culture.

Useful tips for setting up an effective Employee Rewards Program

Useful tips for setting up an effective Employee Rewards Program

Most business organizations today are aware of the importance of rewarding their employees to enhance their sense of satisfaction and loyalty. In addition to being a good HR practice, it helps in boosting the morale of employees and makes good business sense. However, when it comes to actually creating an effective employee rewards program, most organizations are unaware of where to begin. Hence, they often resort to throwing money at employees in the name of rewards, which is neither feasible nor effective in providing the aforementioned results. So, it becomes essential for companies to intelligently plan and implement an employee rewards program. Discussed below are some useful tips that can help organizations to develop such a program.

Learn what motivates Employees

Employee temperaments and personalities differ significantly which essentially means that the things they value and gain motivation from are also quite distinct. The good news is that despite these differences, there are still some common motivation patterns shared by the employees from the same team or division. Learning about these motivation factors can help in establishing a strong base for an efficient employee rewards program. It might be impossible for companies to individually interview every employee to learn about what motivates them. The challenge can be overcome by asking employees to fill a quick survey form having open questions for gaining elaborate details.

Set meaningful Rewards Criteria

A successful rewards program is one that is based on meaningful criteria rather than favouritism or arbitrary picking. Employee recognition should be considered as something special that can be achieved through hard work and commitment. It should not be perceived as something like an entitlement for employees who have good relationships with their managers or team leaders. Most importantly, every employee should have an equal fighting chance to be part of the program, irrespective of their level and role within the organization. This can be ensured only by clearly defining the criteria that employees would need to fulfill to be considered for the reward.

Form a review committee

Irrespective of the size of an organization, forming a committee to oversee the employee recognition program is highly advisable. The committee may consist of just a few senior and mid-level managers, to begin with. The size of the committee can be increased at a later stage if the companies feel the need for the same. The most important thing to ensure is that the members of the committee should be known for their honest and unbiased decision-making capabilities. It is also essential for companies to promote the concept that serving on the committee as a matter of privilege and pride. This in itself can prove to be a reward for the employees who get the opportunity to take up the role.

Involve Team Leaders and Line Managers

When it comes to assessing the overall performance, contribution and achievement of employees, the feedback of their team leaders matter the most. Hence it is essential for an organization to ensure the involvement of the team leaders in any rewards program to make it truly efficient and successful. Most organizations commit the common mistake of seeking advice and feedback only from the HR, while completely ignoring the opinion of team leaders. This diminishes the credibility of the rewards program as most employees feel more satisfied if they are rewarded by the people they work with on a day-to-day basis. 

Know the characteristics of a good Rewards Program

This is perhaps one of the greatest requirements for setting up a good rewards program. The most important characteristics of a good recognition program are listed below.

·        It should be timely; as any delay in rewarding and recognizing employee, efforts diminishes its value.

·        It should follow a regular frequency as it ensures enhanced employee engagement, lower turnover, and better business results.

·        It should be specific, which means that it should aim to acknowledge some particular achievement or contribution of employees.

·        It should have some tangible value so that the employees continue to feel motivated long after receiving the reward.

·        It should be value-based so that employees feel motivated to work towards a common objective.

Make the Program multifaceted and diverse

Maintaining variety in the rewards and recognition program keeps the concept fresh and exciting for long. Employees tend to feel a sense of curiosity about the rewards that they will be given and this enhances the general enthusiasm for the program. However, care should be taken that the diversity is not achieved at the cost of hurting the sensitivities of other members of the workforce as it can render the whole process ineffective and even make the employees feel demotivated.

Developing an effective employee recognition system is not as difficult as it may seem, especially if organizations were to follow the above-discussed tips to enhance the feasibility, reliability, and cost-effectiveness of the program.

 

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