Simone wants to be an excellent leader. She’s constantly reading up on employee engagement and trying to prioritize acknowledging her employees. She knows recognition improves retention, drives motivation, and also benefits diversity. So, when Daniel meets his monthly sales target she makes sure to single him out at the company’s next all-hands meeting for a job well done. Only, Daniel is mortified by the attention. Despite the best of intentions, this is employee recognition gone wrong.
Yes, effective employee recognition programs have proven positive effects on employee performance, DEI, and turnover rates. Our next article in this ongoing employee recognition series shares some useful statistics on this front. Yet, the benefits only accrue when employee recognition is done right. Sometimes the well-intentioned team leader or department manager can see their efforts backfire. This article explores several missteps to avoid to keep your employee recognition efforts on track.
1. Not having an employee recognition program
The first step of effective employee recognition? Investing the time and budget to establish an official program to acknowledge employees’ commendable efforts. Many organizations talk a good game about crediting their employees, but don’t have a set program for doing so. That means some teams could get weekly positive feedback while others only hear about what’s gone well in their annual 360s.
2. Offering recognition that doesn’t ring true
People recognize when the recognition is authentic. It will not have the same positive results if your employees think you’re just checking off a mental checklist item. “Congratulate staff” should come off as a “ta-da!” rather than a “to-do” item.
As Gallup and Workhuman noted in a 2023 survey of employee recognition, “Authentic recognition requires getting to know employees on a personal level, understanding their individual interests and passions, and then carefully considering what (and what doesn’t) motivates them. The point is to understand who employees are as people — and recognize them as such. That’s where the authenticity shines.”
3. Offering general “good job” feedback at quarterly or annual events
Employee recognition doesn’t have to require an elaborate party with plaques and big speeches. The majority of people (85% according to a stat cited by Apollo Technical) believe employees should be rewarded for good work whenever it occurs. But they want specific, relevant, and timely recognition.
Acknowledging an employee’s efforts months after the project ends or the client signs on the dotted line is too late. Additionally, if you can’t explain specifically why this achievement matters and how it relates to company culture or business objectives, it will have less traction encouraging continued strong performance.
4. Limiting your view of what counts as recognition
Money isn’t the only way to show your appreciation. Some employees may appreciate it. Others may be more motivated by lunch out with their manager, a handwritten note, or a personalized gift.
Your program can also provide outlets for private and public recognition to better meet the individual needs of employees. Kudos from peers can also have value. Different scenarios might inspire acknowledgement by the team instead of a team leader.
For example, digital eCards linked to company values could encourage frequent, personal recognitions between colleagues. At the same time, offering a development opportunity or extra time off would be a different way to encourage stellar employee effort.
5. Appreciating aspects employees don’t value
What’s important to the organization and your managers may not have the same resonance with the employees. Deloitte notes, for instance, recognition programs don’t always have an impact because they tend to “focus on financial recognition, rewarding service or tenure, which employees may not value.”
Similarly, in a Quantum Workplace survey, respondents were least interested in recognition for their day-to-day behaviors (12%), personal potential (10%), and personal accomplishments outside of work (2%).
6. Failing to recognize managers too
Everyone likes to hear they’re doing a good job. It doesn’t matter what level their position is within your company. Managers and employees both can respond favorably to personalized, authentic feedback. Talent LMS suggests an unexpected gift — such as time off from the company — can work to recognize managers. In their study, 48% considered unexpected gifts important or somewhat important. Yet 58% had not received any such gift.
7. Recognizing people in the wrong way
In our introductory example, Daniel was not pleased to have everyone’s attention on him. Others might thrive under that kind of spotlight. But if you don’t first get to know people and understand what kind of commendation they might appreciate, you can’t be sure it will be well received.
It’s a good idea to ask your managers and employees what kind of recognition they would appreciate, and for what. An effective employee appreciation program will consider several important questions:
- What behaviors, attitudes do we want to recognize?
- How do we want to reward these behaviors, attitudes?
- How will the individual we want to recognize want to be recognized?
- Should this recognition be done privately or publicly?
- What can we do to ensure this recognition feels meaningful to the employee?
- How can we relate this recognition to our culture and values?
How do you find out what kinds of effective employee recognition will resonate with your people? Ask them! We can help. Our Employee Pulse surveys are a quick and easy way to poll your people and shape a more successful employee recognition effort. Contact us today to get started!
