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.

Why timely Employee Recognition is as important as the program itself?

Why timely Employee Recognition is as important as the program itself?

The fact, that the only thing constant in a business environment is change, is well acknowledged and accepted. While some changes might not actually prove beneficial for business growth, most others are aimed at driving business success and profitability. The one change that has proven extremely beneficial for business organizations is the growing focus on ensuring employee engagement and happiness. Only a few years back, these aspects were handled by the HR department of an organization and were considered not significant enough to be an integral part of the key business strategy. However, today organizations have become well aware of the fact that a higher level of employee engagement is essential for enhancing productivity, innovation, and business growth. They also understand the significance of employee rewards and recognition for enhancing engagement.

How Recognition drives engagement

Employee recognition can help companies get amazing results not only in specific work areas but across the entire organization. In fact, industry experts are of the opinion that recognition is the most important tool that can be leveraged by managers to drive engagement and performance. This is because recognizing the efforts and achievements of employees is known to enhance their overall satisfaction levels of working with the organization. It also makes them feel valued and makes them feel inclusive in organizational growth. Most importantly, employee recognition helps in opening up avenues of communication between the employees and the management, which further improves engagement and performance.

Different Forms of Recognition

Employee recognition programs and strategies vary from one organization to another and are based on the unique needs of a company as well as individual employee preferences. Some easy ways in which organizations can recognize their employees are given below:

Written Praise

Short hand-written notes of appreciation or even emails appreciating the efforts and contribution of employees are common methods of employee recognition. These notes and emails act as tangible proof of the achievements of an employee and bring a personal touch to the whole concept of employee appreciation. Most importantly, they offer great flexibility in terms of appreciation shown to an employee.

Verbal Praise

Another common type of employee recognition is verbal praise, which is also the oldest method of employee appreciation. Verbal praise is almost always informal in nature and can be offered by the supervisors of the employees, their peers and even the members of top management in an ad-hoc manner. However, this does not diminish its value in any manner and proves equally effective in improving employee motivation and engagement levels.

Recognition across Corporate Social Media

Acknowledging and appreciating the efforts and achievements of employees on various social media platforms has been gaining much popularity. With most employees having an active social media presence, such recognition can go a long way in enhancing their motivation levels besides improving their overall engagement with the organization. Most importantly, being recognized on such platforms fills the employees with a sense of pride and makes them feel more committed towards their organization.

Significance of Timely Employee Recognition

There is no denying the fact that organizations are becoming increasingly aware of the importance of employee recognition. This awareness has enabled them to take the necessary steps towards developing and implementing an effective recognition system. However, they still tend to overlook the significance of its most critical aspect, namely timely recognition. In fact, appreciating the efforts and achievements of employees in a timely manner is the key to establishing a self-motivated organization culture based on a successful, impactful and meaningful recognition program. The significance of timely recognition can be understood from the below-given reasons.

Closely link recognition to the action or event being recognized

Organizations often delay recognizing the desirable actions or behaviors of their employees until an end-of-year event or quarterly team/ department meetings. This often makes the whole exercise ineffective as most employees do not feel appreciated the same way if it were to be done immediately after the achievement. By recognizing the achievements in time, organizations can encourage the entire workforce to perform the actions that have helped their colleagues to earn the appreciation of their peers and superiors.

Encourages recipients to repeat behaviors

Failure to recognize employee efforts in time results in diminishing the impact for recipients and other employees. This is especially true for entry-level employees, who might still be struggling to establish themselves in the organization. This is a loss of opportunity to encourage similar behavior; it might even cause them to become demotivated.

Employee recognition needs to be done in the right way and in good time to get the desired results in terms of improved performance and higher engagement levels, which is why organizations need to adopt a policy of more effective and spontaneous recognition.

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.

 

Does Employee Rewards and Recognition make sense in a sales organization?

Does Employee Rewards and Recognition make sense in a sales organization?

This is perhaps one of the most confusing questions faced by managers responsible for handling a sales team. The fact that most sales-driven organizations have a well-developed compensation and incentive program already in place for its sales executives makes things rather complicated. However, these incentives alone might not always prove motivating for the sales representatives, as they do not exactly acknowledge or appreciate the efforts and dedication of the executives – only actual numbers. On the other hand, appropriate rewards and recognition can help in keeping the sales team motivated, especially during the low sales months. Also, most organizations expect the sales executives to share vital market intelligence with the marketing teams that can help in tweaking the marketing strategy or even the product strategy.  That is why a majority of sales organizations today are considering the option of creating effective rewards and recognition program for its marketing team in parallel to the existing compensation systems.

Need to constantly motivate the Sales Team

Sales is one of the most important business processes as it directly impacts cash flow and provides key information about customer needs and expectations. In fact, it is the members of the sales team, who are on the front lines of any business and who represent the face of the business in the marketplace. In addition to facing constant competitive pressure, they also need to deal with the changing preferences and buying processes of the customers. All these factors tend to take a serious toll on the motivation as well as the morale and dedication levels of any individual. That is why it is the responsibility of the business organization employing these professionals to have an effective reward and recognition program for keeping them constantly motivated.

How a Good R&R Program helps

The most important thing that companies need to understand is that all activities of sales representatives are purpose-driven. Unlike incentives and bonuses offered to a sales team, focused recognition and rewards tend to be more effective as they tend to be more personal and memorable. By publicly acknowledging and appreciating the hard work and efforts being made by these professionals to nurture client relationships, collect information, share insights and collaborate helps in solidifying their purpose and reinforcing transparency. A small investment in employee rewards can provide exceptional returns in terms of increased market share and better customer retention thanks to the boost in the motivation of the sales representatives.

Important Factors to keep in mind

Having a great reward and recognition system in place for the sales representatives is essential for creating a truly prosperous organization. However, it is important to keep some key factors in mind while creating such a system that offers the desired results.:

Integrating R&R Programs with Compensation and Incentive Plans

Like with most other employees in an organization, a rewards and recognition program can go a long way in keeping the members of the sales team happy and motivated all year round. However, it is important to ensure that these programs are integrated with the existing compensation and incentive plans. Relying solely on either the compensation and incentive plans or just the R&R systems can only provide temporary benefits. Integrating the two is the only way to bring about a lasting change in the attitudes and behaviors of the sales representatives and enhancing the employee motivation, dedication, and commitment towards the organization.

Ensuring feasible variety in the Rewards and Recognition

Most organizations feel that offering cash rewards along with a certificate of appreciation is the best way to keep the sales teams motivated. However, they tend to overlook the fact that such a system tends to become monotonous and boring after some time. In fact, the sales representatives often start comparing the regular cash rewards with the yearly bonus or incentives they receive from their employers. As such, it is important for the sales organization to ensure a feasible variety in the rewards and recognition being provided to the sales teams. This may be in the forms of tangible items, trips, and even gift vouchers that the sales professionals might find unique and appealing.

Recognize Both Individual and Team Efforts

Business organizations often commit the mistake of creating R&R programs aimed at appeasing only individual sales representatives or focusing only on the collective efforts of entire teams. Both these approaches can result in the failure of the employee recognition programs as they consider only one aspect of the overall sales process. In any sales-driven organization, the contribution of individual employees is almost as important as that of entire teams. Hence it is important to have a program that rewards and recognizes both individuals and teams as the case may be. This helps in promoting healthy competition between the members of the sales team while also encouraging them to work together as a single unit.

It is quite clear that a well-defined and properly thought through rewards and recognition program beyond the traditional sales incentive systems are essential for ensuring the growth and success of a sales-driven organization. Such a program can ensure a higher level of satisfaction and motivation of their sales representatives and deliver business impact well beyond just the sales numbers!

Role of Top Management in Driving Employee Rewards and Recognition

Role of Top Management in Driving Employee Rewards and Recognition

Every organization today is waging a war against its competitors to attract, hire and retain the best talent within their specific industry. Sadly, gaining momentary success in terms of hiring top talent does not guarantee their long term retention. Hence, business organizations need to explore new methods of motivating their employees and enhancing their sense of belonging and loyalty. In this context, employee rewards and recognition programs have come to play a vital role in encouraging the employees to stay committed towards organizational growth. However, in order to get the best results, it is essential for the top management of an organization to actively participate in employee rewards and recognition programs.

What necessitates the Involvement of the Top Management

It is a common perception that employee recognition is just another HR process that does not require the involvement of top management. However, given that the process plays a critical role in driving performance, doing it properly while also ensuring employee satisfaction, is the need of the hour. The involvement of the top management can lend greater credibility to the whole program and help in the creation of a dedicated workforce. In fact, the top management can no longer afford to be on the sidelines of employee recognition as it is directly related to the success or failure of the business. The availability of countless lucrative options for even entry-level professionals outside an organization has made it necessary for the top management executives to take up an active role of caring and people leadership.

Understanding the Role of Top Management

The time, when senior managers preferred to remain blissfully ignorant about how and when employees received rewards and recognition, has long since passed. Today, the top executives need to treat their employees as valuable assets and maintain a harmonious relationship with them. They also need to actively participate in establishing and implementing an employee recognition and rewards system and culture based on a careful analysis of company policies and procedures. They should conduct a thorough assessment of the responsibilities and risks associated with a specific job role to define the best ways of recognizing and rewarding the efforts of the employees fulfilling these roles. Simultaneously, they need to ensure the alignment of the reward system with company objectives, vision, and mission. The decision about whether the rewards should be offered in cash or kind also needs to be taken by these executives on the basis of the job profile and interests of selected employees.

How Top Management influences Employee Motivation levels

For most employees, especially those working at junior most levels within an organization, the members of the top management are nothing less than celebrities. The very fact that these top executives invest time and effort to acknowledge and appreciate the contribution of such employees towards organizational growth can prove significantly motivating. It can actually boost the efficiency and engagement of the employees by a significant margin, which can, in turn, enhance business performance and growth. Most importantly, it makes the employees feel valued and cared for and this can further help in bridging any commitment gaps that the employees might be having for the organization. The direct involvement of the top management in the rewards program assures the employees that their hard work and commitment is not going unnoticed and that they have no reason to feel insecure about their future within the organization.

What the Top Management needs to do

In addition to making the various decisions about what, why,  where and when of the reward program, the members of the top management can do the following to further enhance employee motivation levels.

Send personalized congratulatory emails

Receiving a personalized email congratulating them for their efforts and achievement form individual members of the top brass can help in keeping the employees motivated for long. The email serves as proof of the fact that their dedication and hard work was not only acknowledged and appreciated but also rewarded appropriately by people who matter the most.

Make time for a Personal Interaction

An opportunity to hold an informal interaction with the members of the top management is nothing less than a reward for most employees. It assures them of the willingness of their employers to learn more about them as an individual. Moreover, it also provides the employees with a unique opportunity to present themselves as the potential candidates capable of handling greater responsibility.

Support the Efforts of Employees aimed at Organizational Growth

One of the best ways in which top management can enhance the motivation level of employees is to support their ideas and efforts aimed at organizational growth. Even if some of these ideas seem completely bizarre, it is the responsibility of the management to give the employees at least once chance to prove themselves without being judgemental.

Top management executives can no longer keep themselves disassociated from the rewards and recognition programs within their company as it affects the overall performance and efficiency of the workforce quite significantly.

HiFives Team

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

Reward Employees for going Social

Typically when candidates consider a job position, they compare the compensation and benefit packages of various employers. You don’t have to be a very large business to offer admirable rewards, as there are small innovations that can make a big difference. The key to great rewards is to make them stimulating while maintaining the brand. Today, social media is becoming an increasingly significant tool for employees to work together with one another. Also, individual social profiles many times often work as advertisements for the company, displaying what its team members have on offer for potential customers.

It helps to encourage your employees to engage more positively on social networks by way of training, tangible rewards and gamification. Employees can collaborate with each other while showing outsiders the kind of innovation that is taking place inside the company walls. Most of the employees use LinkedIn, Facebook and other social networks for business and personal purposes. Employees can develop their personal as well as the company brand by crafting a Pinterest profile or attracting a large Twitter following. Rewards and incentives can help incentivize employees to engage more on social media and collaborate through different networks. With enhanced engagement, companies can create a happier workforce.

-by HiFives

Rewards and Recognition – the winner takes all! Is it fair?

Rewards and Recognition is an integral part of every organization’s HR policy. What started off as the management’s expression of appreciation of a job well done has evolved quite a bit and acquired the overall flavor of an organization culture of appreciation and recognition. However, it comes with its own set of challenges especially when implemented in a monetary form; more prominent for high value awards. Typically the employees who are likely to receive maximum recognition or the highest recognition are possibly the highest performing ones. It is not surprising that they are the ones who would get the highest salary increments and promotions!

Whether the winner takes all phenomenon is fair or not is question to be asked. It seems only logical that the highest performing employees would end up getting the maximum recognition and rewards. The caveat to this is that it might demotivate other employees who are possibly average performers or borderline cases. The bigger sin by managers or even entire organizations is to use a kind of quota system to ‘allocate’ rewards and recognition to employees. An employee who is an average performer might end up getting a reward to ‘compensate’ for the lack of a hefty increment or a promotion! Or vice-versa! Now this is a cardinal sin! This makes the whole practice of rewards and recognition a total sham!

A better approach would be to design rewards and recognition policies to appreciate small achievements and behaviors in everyday work that align with the company values such as customer orientation, innovation, integrity or initiative – anything small but significant from an organizational people road-map. It might not be directly linked to KRAs and hence unlikely to lead of other forms of ‘rewards’ like bonus, salary hike or promotion. This needs to be incorporated in the design of the policy rather than the implementation of it. Those employees who deserve recognition should get recognized in any case; however the employee should not be ‘rewarded’ or ‘recognized’ for the same achievement or behavior in multiple forms. Now, that might not be fair!

HiFives Employee Rewards and Recognition

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

Can Rewards and Recognition drive a culture change in the organization?

The short and sweet answer to this question is an absolute yes! Provided the desired behaviors that should be a part of the organizational culture are mapped correctly and rewards and recognition is used to reinforce them.

Let’s take an example – as an organization if you want to create a culture of honesty and hard work, you might want to formally recognize employees who had the option of not being fully honest in the course of their work by taking the easy way out but decided to stay on the right path even if that meant putting in a lot more effort and maybe even a slight delay in achieving their goals.

Another example could be of an organization which wants to discourage employees from staying in office till late either because they are inefficient or they want to impress their superiors. If the organization recognizes employees who are genuinely efficient – they complete their work on time and leave office on time consistently. While it might be hard to rank and stack employees based on their efficiency, there could be a self-nomination process and the claims of the nominees could be easily validated based on feedback from their managers and the attendance system data.

In fact, our view is that rewards and recognition can play a pivotal role in initiating a change in the organization culture.  It is really basic human nature to gravitate towards behaviors than give them the maximum benefits.  Organizations should include behavior or value based recognition in their employee programs in addition to the general outcome based recognition – that’s our recommendation.

HiFives Employee Rewards and Recognition