How to create an employee recognition program for your delivery staff?

How to create an employee recognition program for your delivery staff?

The impact of the internet on the everyday lives of people has grown beyond the concept of sending, seeking and sharing information online. Today, internet is widely used for performing a wide range of personal and commercial transactions. In addition to the customers and organizations involved in such transactions, there is another equally significant group of individuals associated with this process. This group comprises of the delivery staff that helps in bridging the gap between the customers placing the orders and the businesses fulfilling the same. Despite being an integral part of the workforce of an organization, most companies fail to reward and recognize the efforts of the delivery staff.

Gaining a better understanding of delivery staff profile

In order to develop an appropriate employee rewards program for its delivery staff, an organization first needs to understand them better. In most cases, the delivery staff comprises of youngsters in their early or mid-’20s, who are not too well educated. However, despite their limited academic knowledge, they are generally extremely tech-savvy and active on various mobile and social media apps. Most importantly, almost every member of the delivery staff is proficient in the use of different apps to keep track of the orders to be picked up and delivered by them. Being aware of these basic aspects of the professional profile of the delivery staff makes it easier for companies to reward and recognize them in the right manner.

Challenges of setting up a recognition program for delivery staff

When it comes to setting up an employee recognition program for their delivery staff, most organizations feel confused about what would work best. This is mainly due to the fact that the profile of these employees is significantly different and most of them do not seem to make any visible contribution towards the growth of the organization. However, such organizations fail to acknowledge the fact that without them, their products and services would not reach their customers in time and this would naturally impact their goodwill and credibility in the market. As such recognizing their efforts and dedication, in terms of ensuring great customer experience, is equally essential.

Tips for an effective recognition program

Given that the work profile of delivery staff is significantly different from other employees of an organization, the rewards and recognition programs developed for them need to be based on this important fact. Discussed below are a few effective tips that organizations can follow to come up with an effective recognition program to ensure better employee motivation of their delivery staff:

Reward them based on customer feedback

Organizations can set up a system to seek customer feedback about their interaction and experience with the delivery person. The organizations can request customers to answer a couple of questions specific to the behavior and attitude of the delivery person and even ask them to rate them on a fixed scale. Companies should set up a reward system to acknowledge the members of the delivery staff receiving constantly high ratings and generally good feedback at the end of each week or even fortnight.

Recognize them for their adherence to timelines

It is quite common for the members of the delivery staff to come up with different excuses for a delay in fulfilling a delivery order. In such a situation, it becomes essential for an organization to recognize the efforts and commitment of the staff members, who make it a point to deliver the products and services of the company on time, even against all odds. This helps in promoting the sense of responsibility and commitment among other delivery personnel and improves the overall efficiency of this group of the workforce.

Acknowledge behavior and personality traits

Most customers feel happy and satisfied upon interacting with delivery personnel, who are well-groomed and well-behaved. Receiving their orders from someone having a poor dressing sense, a shabby appearance and improper behavior and communication skills often leave the customers feeling angry and disappointed. That is why it is important for organizations to promote cleanliness, basic mannerism and even personality development among the members of its delivery staff. The best way to do so is by rewarding employees reflecting such qualities and thus ensuring enhanced customer satisfaction.

Use social media as a medium of appreciation

As mentioned before, a majority of members of the delivery staff are extremely active on mobile apps and social media. Hence using these platforms to acknowledge and appreciate their hard work and dedication can prove to be extremely effective in terms of enhancing employee engagement levels of the workforce. By posting a few words of praise for the delivery personnel or sharing the images of them being rewarded, companies can be sure of winning their loyalty and dedication in an effortless manner.

The members of the delivery staff form the foundation of the organization and need to be appreciated and rewarded for their dedication and commitment towards the organization just like other employees.

Understanding the Impact of Employee Rewards and Recognition on Employee Turnover

Understanding the Impact of Employee Rewards and Recognition on Employee Turnover

When high performing employees leave an organization, it has far-reaching consequences both in financial terms and the overall performance efficiency. This single fact is responsible for making employee retention one of the biggest workplace challenges faced by organizations today. Most organizations today are constantly struggling to find an effective solution for this persistent problem that not only results in loss of money, time, and effort but also disrupts the smooth functioning of their organization. In this context, businesses often tend to overlook the importance of having efficient employee rewards and recognition program in place. Most organizations are unaware of the deep connection between employee rewards and retention and bear the cost of their ignorance in the form of loss of good employees.

Employee Recognition and Retention – How the two are connected

It is a common misconception that the employees seek only good salary, benefits, and other financial incentives from their jobs. Unfortunately, due to this improper understanding, many organizations that offer these financial benefits to their top employees are still not able to retain them. This is because most high performing employees crave for recognition and respect as much as they seek financial benefits. For such employees, rewards and recognition provide a sense of self-fulfillment which keeps them motivated to give their best performance. That is why organizations that lack proper rewards and recognition program for their employees may not be able to retain them for a long time.

As mentioned, employees need to feel valued and appreciated for their contribution to organizational growth. Having a proper employee recognition program provides an assurance of the same and enhances the overall engagement level of the employees:

Help motivate the employees

Being recognized for their efforts, initiatives and skills, makes employees feel motivated to repeat that behavior. The recognition and appreciation they receive also encourages them to further improve their performance to ensure that they are bestowed with greater rewards and recognition. Being valued for their work by the organization develops a sense of loyalty towards the organization and the thought of leaving the company takes a backseat in their minds.

Enhances employee happiness

When employees feel assured about the fact that their hard work is not going unnoticed, they tend to feel happier and satisfied with their work. Such employees are willing to take up even the most challenging tasks with a positive mindset and this naturally improves their performance. Most importantly, happy and satisfied employees are less likely to seek employment opportunities elsewhere.

Promotes a positive work culture

When employees feel happy and satisfied in their workplace they tend to develop a positive and friendly attitude. This helps in creating a fun-filled work culture based on mutual trust and understanding. The employees develop a strong sense of team bonding with their peers, juniors, and superiors which makes them reluctant to even consider the idea of leaving the organization and taking up a job with another organization. The reward program thus helps in improving the overall employee loyalty besides creating a growth-oriented work culture based on healthy competition between peers.

Better relations with superiors

One of the major reasons for employees leaving an organization is their poor bonding with their superiors. However, when the employees are appropriately recognized and rewarded for their efforts, they feel assured of the support and appreciation of their superiors, even if it is provided behind their back. This helps the employees to view their superiors from an entirely different and a mostly positive perspective. On their part, the managers and supervisors are able to better assess the skills and efficiency of the employees and hence are able to appreciate and acknowledge their efforts in a more open manner. This, in turn, helps in establishing a sense of mutual understanding and trust between the employees and their superiors and enables them to share a positive relationship.

Increased customer satisfaction level

When the employees are appreciated an acknowledged for their efforts, they tend to show a greater effort towards improving customer satisfaction levels. The rewards and recognition improve the employee motivation levels which, in turn, results in a significant improvement in their productivity and efficiency in terms of dealing with customers. Moreover, it also helps in improving the level of trust and camaraderie that the customers share with such employees, which in turn improves business profitability and growth. Such employees are often treated as the brand ambassadors for the organizations and can help in attracting more customers as well as the top talent for their company.

The above factors make it quite clear that while salary and other financial perks and benefits play a vital role in attracting top talent, its retention within the organization depends on the extent to which their efforts and contribution are recognized and rewarded,

Keeping Employees motivated during a recession – How Employee Recognition can help

Keeping Employees motivated during a recession – How Employee Recognition can help

With the threat of an economic recession looming large,  that will affect business organizations at large and their workforce the most, they face immense pressure due to insecurities resulting from the economic slowdown. When faced with such situations, cutting costs becomes the top priority for most organizations. This usually includes recruitment freezes, letting go of redundant employees and cutting back on bonuses or increases in pay. Such tough economic decisions along with the constantly looming threat of losing their job often reduce the motivation levels of employees and make these difficult times even more challenging for companies.  As such it becomes essential for organizations to develop the right strategies for keeping the employee motivation levels high to help them get through the difficult phase of an economic slowdown.

Employee Recognition during  an economic recession

As mentioned before, the primary objective of business organizations during economically tough times is to cut down their operational costs. For this most companies choose to discontinue any employee reward, recognition and other welfare programs that they might be running. However, according to most HR  experts, this might be counterproductive while trying to fight the recession. In fact, they are of the opinion that employee recognition can play an important role in keeping the members of the workforce motivated and maintaining their optimal performance and efficiency, especially during a time when the companies need it the most. And all at a much lower cost compared to double-digit salary increments. At the very least, just a pat on the back or a ‘Thank You’ might actually help.

Need for Employee Recognition during a recession

The most important thing that business organizations need to understand is that their employees can prove to be vital to help them survive through the economic downturn. Moreover, the employees also understand the need for their employers to reduce operational costs to overcome the shortage of funds caused due to a reduction in sale and profitability. Hence any cuts in bonuses or expected pay raises are in general acceptable to the employees during the economic slowdown. However, if their employers choose to cut back on employee recognition, it is likely to affect the morale of the workforce and might even make them question their commitment and loyalty towards the organization. On the other hand, the continuation of such programs can inspire the employees to stand by their organization through this difficult phase and give their 100% to ensure business sustainability.

Benefits of Employee Recognition Programs

Given the importance of employee rewards and recognition programs for the organization during the recession, it is time to take a look at the impact of these programs:

Offers an inexpensive solution for employee engagement

Contrary to the popular belief, employee rewards and recognition programs can be run even with a minimal budget. The primary aim of these programs is to assure the employees that their hard work and efforts are well-acknowledged and appreciated. The thought behind the reward is what holds significance for the employees, rather than the financial value of the reward itself. This is especially true during a period of economic recession, when the employees despite being deprived of the usual financial benefits, may still feel valued by the appreciation received through employee rewards and recognition program.

It paves the way for retention of talent

The lack of additional financial benefits and perks often makes the most talented employees feel dejected and disappointed with their employing organization. However, the presence of an employee recognition program gives hope to employees especially the top talent that the organization is still valuing them and appreciating them for their contribution to help the business stay operative despite the economic challenges. Even if the recognition is provided only in the forms of a few words of praise or a certificate of appreciation, it can go a long way in making these top talented employees stay with the organization during the tough times. These employees tend to develop a deep sense of belonging towards the organization, especially when the company continues to appreciate and reward their efforts in some way or the other, no matter how small the reward or recognition may seem to be.

Strengthens the bond between the employees and the management

Employee reward and recognition programs often require the participation of employees and help in improving their overall engagement level with the organization. Moreover, since these programs also involve members of the management, they help in establishing a channel of communication between the two. The management can use the recognition platforms to share their and concerns resulting from the bad economic scenario with the employees. The employees on their part can gain a better understanding of their expected role in helping the company emerge successfully from this economically challenging phase. This enhanced employee engagement helps in strengthening the bond between the employees and the management and enables them to work in a coordinated manner.

When it comes to keeping the members of the workforce motivated during the economic slowdown, employee recognition and rewards programs can prove to be one of the most cost-effective solutions for every organization.

Key Points to keep in mind while developing a successful employee rewards program

Key Points to keep in mind while developing a successful employee rewards program

Making employees aware of how much they are appreciated is essential for organizations seeking to improve their overall bottom line. In this context, employee rewards programs can prove highly motivational and help organizations derive the benefits of higher employee engagement, productivity, and retention. However, in order to ensure the success of such programs, they need to be designed in an intelligent manner and implemented with great care. It is also important for organizations to ensure that these programs need to be developed in a manner that makes them customizable to fit the company culture. Given below are a few of the most important points that need to be kept in mind while developing a successful employee rewards program:

Frequency of rewards

The modern work environment is extremely stressful and competitive, which is why it is important to recognize the efforts of the employees quite frequently. In fact, organizations need to do away with the tradition of rewarding and recognizing their employees on a yearly or quarterly basis. Frequent recognition is likely to reassure the employees constantly that they are being valued and appreciated for their small and big achievements.

Making recognition spontaneous

It is important for organizations today to ensure that the employee recognition program is lightweight and spontaneous. This means that recognition should not be confined to a certain schedule and should be offered as and when an employee does something that is worth appreciating. Such spontaneous recognition is deemed more authentic and fills the employees with a sense of gratitude.

Rewarding in time

Rewards and recognition can provide the best results only when they are offered on time. Delay in appreciating the efforts and achievements of the employees simply to adhere to a pre-defined timeline can make the whole process ineffective. This is because people tend to quickly forget the achievements of others. Delayed recognition not only diminishes the sense of achievement for the employees in question but also fails to motivate their peers.

Be specific about the behaviors to be rewarded

Rewards and recognition should be associated with specific achievements and actions of the recipients and thus enhances its value. A successful rewards program should clearly outline the criteria for which the employees are being appreciated. Even any form of verbal or written recognition may seem incomplete unless it specifically states the task or action for which praise is being bestowed on the employees.

Equal opportunities for participation

A great recognition program should level the playing field for all members of the workforce. This essentially means that the program should encourage participation from employees working at various levels within the business hierarchy. In order to keep the program well-organized, it may be divided into sections, with each section covering a specific level of employees. Such an approach is sure to boost employee motivation and engagement across all levels within the organization.

Ensure the highest level of transparency

If for any reason, the workforce believes the rewards and recognition system to be biased, it will render the process completely useless and ineffective. Hence it is important for an organization to ensure complete transparency in designing and while implementing the rewards program.  For this, they need to take their workforce into confidence by sharing with them the most important aspects of the program from time to time.

Maximum visibility 

Making the rewards program visible means that the employees are appreciated and rewarded for their achievements on a more public platform. Maximizing the visibility of a rewards program ensures that the other members of the workforce feel inspired by learning about the commendable work done by a colleague. It motivates them to make a similar positive contribution towards organizational growth and receive similar appreciation and recognition for their efforts.

Alignment with business objectives

Recognizing great work is important, however, if it is not relevant for meeting business objectives, it becomes more of a formality. On the other hand, when a reward program that is properly aligned with the business objectives, employees are likely to make a greater emotional investment towards fulfilling them. This helps in bridging the gap between ‘the organization’ and ‘my organization’  for employees and motivates them to advance their own growth along with the growth of their organization.

Make the program measurable

It is important to ensure that the rewards program being developed is measurable. This means that the organizations should be able to quantify the improvement in employee engagement, motivation and productivity after the implementation of the program. It also helps the organizations to identify any drawbacks or shortcomings in the program that need to be rectified to get even better results.

The above-discussed aspects need to be given serious thought and consideration to ensure that the employee reward and recognition program being developed is beneficial and satisfying for both the organization as well as its employees.

Should Employee Rewards and Recognition be targeted only towards entry-level employees?

Should Employee Rewards and Recognition be targeted only towards entry-level employees?

Employees today are no longer satisfied only with good pay packages and benefits, even though these are still considered to be the two most important aspects of career growth.  In addition to these two key factors, employees today want to be treated fairly and feel valued and appreciated for their efforts by their employers. In fact, a large percentage of young professionals base their decision of joining an organization on its ability to fulfil these essential aspirations. They believe it to be a significant motivating factor for the employees to make a positive contribution towards organizational growth. It is the awareness of this fact that has led organizations to have well-defined employee rewards and recognition programs in place. However, the one major error that most organizations make in this context is to have such programs only for their entry-level employees.

What makes this approach inappropriate?

Most organizations feel that while rewarding and recognizing entry-level employees is of utmost importance, it does not hold much significance for employees working at other levels within the organization. They believe that since the other professionals have a greater experience level and in most cases have been associated with the organization for too long to feel insecure or not being valuable enough. Unfortunately, most mid and senior-level employees do not share this thought and feel the need for consistent motivation and appreciation as much as entry-level employees. Thus by opting to focus only on the newest members of their workforce, in terms of employee recognition, organizations can actually end up demotivating their older and better-performing employees.

Consequences of selective recognition programs

Organizations having recognition programs focusing only on entry-level employees are likely to suffer from several disadvantages. Sadly, such organizations fail to acknowledge the consequences of the absence of a fair recognition program valid for all employees. The most common consequences are discussed in brief as follows.

Development of divisive company culture

One of the biggest consequences that organizations face by opting to have a recognition system focusing only on entry-level employees is the birth of divisive organization culture. This culture is rarely beneficial for the organization, as it will not only breed dissent among the employees and affect the level of cooperation and support that new employees receive from the older ones. This can further hinder the proper functioning of the business and may even hamper effective communication between co-workers and even with the management.

Reduction in employee engagement level

The absence of a fair rewards and recognition system increases the disappointment levels of even the most dedicated employees. As a result, they tend to become indifferent towards the happenings around them and this naturally increases their disengagement level. The decline in engagement levels can also result in a significant rise in employee turnover. This can hamper smooth operations in the organization and also cause a decline in its productivity and even credibility as an employer.

A decline in the employer brand

Organizations that prefer to ignore the efforts and contributions of their highest performing employees while rewarding and recognizing their entry-level employees lose their credibility as a preferred employer. In fact, the best candidates might stride clear of accepting any employment offers from such organizations as they feel that their hard work and contribution towards will not be appreciated or even acknowledged after a specific time period. Most young professionals may value this above any additional perks and benefits; the absence makes them least inclined to take up any job offers with such organizations. This naturally has a negative impact on the brand value of the organization as a recruiter, making it increasingly difficult for them to find quality candidates for various roles.

Demotivated employees lack innovation and creativity

When organizations fail to acknowledge their long-serving employees, it naturally brings down the overall motivation level of the entire workplace. The members of the workforce tend to carry out different tasks in a programmed manner rather than feeling any kind of excitement or involvement in the same. They also tend to become less creative and innovative as they see no point in exploring unique ideas and options to enhance organizational growth. In most cases, the employees even stop taking any initiatives and wait for instructions from their superiors to perform tasks that they could have done voluntarily if recognized and rewarded appropriately.  This, in turn, makes the overall work environment somewhat dull and boring and promotes absenteeism among employees.

The best way to avoid the above-discussed consequences is for organizations to adopt a comprehensive employee reward and recognition system across all levels of the organization.

Employee Recognition and Rewards that work best for a Multi-cultural Workforce

Employee Recognition and Rewards that work best for a Multi-cultural Workforce

Limited praise and recognition have been acknowledged as one of the biggest reasons behind the high employee turnover rates in most companies across the globe.  Many organizations with a multi-cultural workforce still struggle to retain their best employees through rewards and recognition. This is primarily due to the fact that these organizations fail to develop a reward program that takes the cultural sensitivities of the employees into consideration. While most organizations focus on having an innovative and diverse rewards program, but they fail to factor in the cultural nuances to make it truly effective and satisfactory for their employees hailing from different countries and cultures across the globe.

Need to consider cultural aspects

It is a well-known fact that different things might hold completely different meaning in various cultures. That is why the lack of understanding of the cultural values and nuances of different groups can make even the best rewards meaningless and may actually be hurtful and insulting for the recipients. This can surely impact the overall motivation and engagement level of the employees and force them to seek other employment options. In comparison, organizations that focus on the cultural differences between members of their workforce while developing their employee recognition programs enjoy better retention rates along with higher employee performance and efficiency.

Important things to consider

Creating an employee recognition program, suitable for a workforce comprising of members belonging to several distinct cultures, requires the organization to focus on several important things as discussed below.

Get to know the recipients

Every time an organization chooses to reward and recognize one of its employees, it should invest time and effort in gaining information about his/her cultural background. The organizations should especially focus on learning about how sensitive the employees are about their culture and its various nuances. Some employees may not even be aware of specific aspects of their culture that others might find offensive, while others may feel extremely sensitive about even the least practiced cultural aspects. Making an effort to understand the cultural sensitivity of the recipients can help plan their rewards and recognition in a better and more satisfactory manner.

Learn about overlapping cultural aspects

Companies should also try to learn about some major cultural aspects, especially those aspects that might overlap with other cultures but might have an entirely different meaning in each community. This is especially true in the case of employees belonging to Asian, African or even Middle Eastern communities. This will prevent the organizations from making any serious mistakes while rewarding the employees of a multicultural workforce due to lack of proper understanding of the seemingly insignificant cultural nuances. In some cases, this oversight may prove catastrophic as it might lead to the alienation of an entire section of the workforce belonging to a specific culture with one singe oversight.

Verify the truth of cultural stereotypes

Cultural stereotypes can lead to unconscious bias and often cloud the decisions related to choosing the best rewards for employees. As such it is important for organizations to ensure that they verify the truth behind these cultural stereotypes and how relevant these may be for the employees about to be rewarded and recognized. This is applicable for both positive and negative stereotypes, although following the latter blindly is likely to cause greater damage. In case the stereotypes are verified to be true and are likely to influence employee reward and recognition significantly, then it is advisable for companies to seek alternative solutions.

Establish clear lines of communication

Most organizations communicate with their top-performing employees through indirect channels. This can give rise to a lot of assumptions and confusion, especially with respect to the cultural nitty-gritty. Hence it is important for organizations with a global workforce to establish clear and direct lines of communication between the employees and their managers. This proves beneficial for both the parties involved as the managers can gain a better understanding of the employee ideology and outlook while also getting a direct solution to any doubts and queries about their culture and ethnic beliefs.

Focus on building a unique organization culture

One effective way for organizations to make their employee rewards and recognition programs work for their multicultural workforce is to focus more on building a unique company culture. They can integrate the various positive aspects of different cultures to develop a homogenous culture at the workplace that seems familiar yet distinct to every individual employee. The rewards and recognition program should then be developed according to the philosophies of this workplace culture rather than the individual cultural background of each employee. This is also an effective way to instill a deep sense of camaraderie and teamwork between the members of the workforce.

The rapid globalization of businesses has necessitated the growth of a multicultural workforce even within small and medium level organizations. Keeping this workforce happy and motivated can be a tough task unless companies choose a reward program based on above-discussed parameters.


Guide to Creating an Effective Employee Rewards and Recognition System in Five Easy Steps

Guide to Creating an Effective Employee Rewards and Recognition System in Five Easy Steps

The significance of employee appreciation and recognition in enhancing the satisfaction and motivation levels of the workforce has been well-established. However, many small and medium level business organizations still feel that setting up an employee rewards program is likely to put an extra burden on them in terms of time, money and resources. Such organizations tend to be ignorant of the fact that employee recognition programs can be developed with a minimal budget. Moreover, any investment in terms of time and resources will pay back with huge dividends through the enhanced loyalty and efficiency of employees for assured business growth and success.

Consequences of Absence of Employee Recognition Programs

The promise of frequent appreciation and rewards for their good work is what drives most employees to handle their various tasks and responsibilities in a highly dedicated and efficient manner. However, when an organization fails to establish a proper rewards and recognition program for its employees, it unwittingly sends the wrong message to its existing as well as potential employees. They feel unsure about their value in the organization as well as the kind of professional growth opportunities they would likely get there. Most importantly, the lack of a pat on the back for their hard work,   innovative ideas and effort create a sense of loss of interest in their work. This naturally reduces the employee engagement levels leading to a significant downfall in their productivity.

Five Steps to Develop an Effective Rewards Program

Having understood the pitfalls of not having employee rewards and recognition program, it is time to look at the five easy steps that can lead to the development of such a program:

  1. Have a Clear Vision of the Program Goals

Before starting with the development of a reward and recognition program for their employees, it is important for organizations to have a clear understanding of the reasons for setting up the program. They should be absolutely certain about the benefits they intend to gain from the program in addition to boosting the morale and productivity of their employees. In addition, they also need to be well aware of the values and behaviors they intend to reinforce among the members of the workforce through the employee recognition program. Having a clear vision of the program goals and communicating the same to the members of the workforce will help establish a strong base for success.

  1. Seek inputs from a cross-section of employees

Once the objectives of the program have been defined, organizations should seek inputs from employees across different levels and departments. Their opinions and concerns about the type of rewards and recognition to be offered, the eligibility for participation and even the frequency of offering the rewards should be heard and addressed in an appropriate manner. This helps in establishing a sense of trust among the employees and makes them feel like an integral part of the entire process of setting up the reward system. It also lends greater credibility to the system in their eyes as their views and opinions are taken into consideration.

  1. Set up a Rewards and Recognition Steering Committee

Setting up a committee for running and managing the rewards and recognition program is of utmost importance. It ensures that all the decisions are made in a fair and transparent manner with proper representation of the interests of HR, management, supervisors, and employees themselves. The committee also handles the nitty-gritty of organizing regular reward functions, deciding about the best rewards to be handed out and procuring any tangible items from their trusted sources in a cost-effective manner.

  1. Establish Nomination and Selection Guidelines

Setting up proper guidelines to ensure that only the most eligible employees get nominated and selected for receiving rewards and recognition is the next important step. For this, the management of the organization needs to work closely with the committee members and the HR managers to ensure that the guidelines provide an equal opportunity for every employee to participate. To avoid any complications, the rewards may be divided into different categories to ensure fair participation and selection of employees working at various hierarchical levels within the organization.

  1. Announce and Launch the Program

Finally, it is time to announce the good news to the employees and launch the program by making them aware of its objectives, eligibility criteria and selection process. It is also advisable to send a mass email detailing the various aspects of the rewards and recognition program to enable the employees to understand the same in detail. In addition, the rewards committee should be willing to answer any questions and queries of the workforce to further improve employee engagement and program efficiency.

Most great employee reward and recognition systems are not established overnight but these basic steps can help to move in the right direction. These steps may need to be modified as per the unique requirements of individual organizations to get the maximum benefits.

Employee Recognition should be an integral part of HR Strategy

Employee Recognition should be an integral part of HR Strategy

In today’s hyper-competitive business environment, organizations need to develop a highly efficient and motivated workforce to stay ahead. However, even the best performing employees may become inefficient or may choose to seek other employment opportunities over a period of time, if their skill and efforts are not acknowledged and appreciated in an appropriate and timely manner. Moreover, companies, where employee rewards and recognition do not form an integral part of the HR policy and company culture, tend to have a lower employer brand value. This makes it more difficult for such organizations to attract, recruit and even retain top talent for assured business success.

Changing Role of HR in Employee Rewards

There was a time when HR teams was deeply involved in setting up and managing an efficient rewards and recognition program for the employees. However, with the significant changes in the way organizations are run today, this important function of the HR has also undergone major changes. The involvement of the HR in deciding rewards and recognition policies has been reduced over time. This has happened as the HR teams today shoulder a wider range of responsibilities, leaving it to the line managers to recognize and appreciate their teams in whatever way they feel appropriate, without too much involvement of the HR team.

Making Employee Recognition an Integral Part of the HR Strategy

In the current scenario, where HR teams get to play in employee reward and recognition, they need to make these policies an integral part of the HR strategy. Whether it is in terms of attracting and recruiting new candidates or designing policies for ensuring better welfare and growth of employees, reward and recognition need to form the core of every HR strategy. Such an approach helps in ensuring greater success for the HR teams in their recruitment drives besides improving the overall engagement and motivation levels of employees across all levels. Some of the key benefits that organizations can obtain by integrating employee rewards and recognition programs into various HR strategies are as follows.

Enhances Employee Satisfaction levels

When rewards and recognition form an integral part of the HR policies,  employees tend to enjoy a greater sense of satisfaction in terms of receiving proper and timely acknowledgment and appreciation for their effort. This naturally helps in enhancing their happiness levels and motivates them to be more productive and efficient. It also promotes a deeper sense of loyalty and belonging among the employees, who feel valued by their organization and their supervisors and peers.

Attracts Top Talent for Key Roles

Most top professionals today prefer to work for organizations where their commitment, skills, and efficiency are acknowledged and appreciated. Hence organizations with employee reward and recognition as an integral part of their HR strategy are likely to attract such top-rated professionals more easily. Organizations having a global workforce can also benefit from such strategies.

Improves Employee Retention Rates

Employee turnover is one of the major HR challenges faced by organizations today and in a majority of cases, poor rewards and recognition are the cause of high turnover rates. By adopting an HR strategy rooted in effective recognition policies, organizations can overcome this challenge and improve employee retention rates. Receiving timely appreciation and rewards helps in keeping the employees motivated and strengthening their bond with the organization and minimizes their chances of seeking other job opportunities.

Create an Environment of Self-Improvement

HR strategies that integrate efficient reward and recognition programs help in creating a workplace environment that inspires employees to develop an attitude of self-improvement. Watching their peers getting recognized for their efforts, innovation, and skills proves to be a great motivator for employees to improve their performance and efficiency and attain similar rewards and recognition. It also helps in developing a culture based on healthy competition where professionals inspire and support each other to achieve individual and organizational growth objectives.

Ensure Better Return on Investment

Most modern organizations, having a multi-cultural workforce,  invest a considerable amount of time and effort in employee development and engagement. However, the lack of a proper reward and recognition policy make all these efforts futile and provide minimal or zero returns on investment. Integrating their reward and recognition programs with key HR strategies assures business organizations of gaining a better return on investment through enhanced employee performance and efficiency. Such strategies boost the morale of the workforce and maximize their contribution to business success.

Integrating employee rewards and recognition with the HR strategy, helps organizations to achieve the objective of developing a talented and dedicated workforce committed to achieving organizational growth objectives.


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.