{"id":58329,"date":"2023-08-04T09:41:49","date_gmt":"2023-08-04T13:41:49","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=58329"},"modified":"2023-08-04T10:56:46","modified_gmt":"2023-08-04T14:56:46","slug":"employee-recognition-pitfalls","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/employee-recognition-pitfalls\/","title":{"rendered":"Employee Recognition: 7 Things to Avoid"},"content":{"rendered":"

Simone wants to be an excellent leader. She\u2019s 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\u2019s 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.<\/p>\n

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Yes, effective employee recognition programs have proven positive effects on employee performance, DEI<\/a>, and turnover rates. Our next article in this ongoing employee recognition series<\/a>\u00a0shares 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.<\/p>\n

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1. Not having an employee recognition program<\/h2>\n

The first step of effective employee recognition<\/a>? 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\u2019t have a set program for doing so. That means some teams could get weekly positive feedback while others only hear about what\u2019s gone well in their annual 360s<\/a>.<\/p>\n

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2. Offering recognition that doesn\u2019t ring true<\/h2>\n

People recognize when the recognition is authentic. It will not have the same positive results if your employees think you\u2019re just checking off a mental checklist item. \u201cCongratulate staff\u201d should come off as a “ta-da!” rather than a “to-do” item.<\/p>\n

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As Gallup and Workhuman<\/a> noted in a 2023 survey of employee recognition, \u201cAuthentic 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\u00a0 them. The point is to understand who employees are as people \u2014 and recognize them as such. That\u2019s where the authenticity shines.\u201d<\/p>\n

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3. Offering general \u201cgood job\u201d feedback at quarterly or annual events<\/h2>\n

Employee recognition doesn\u2019t have to require an elaborate party with plaques and big speeches. The majority of people (85% according to a stat cited by Apollo Technical<\/a>) believe employees should be rewarded for good work whenever it occurs. But they want specific, relevant, and timely recognition.<\/p>\n

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Acknowledging an employee\u2019s efforts months after the project ends or the client signs on the dotted line is too late. Additionally, if you can\u2019t explain specifically why this achievement matters and how it relates to company culture<\/a> or business objectives, it will have less traction encouraging continued strong performance.<\/p>\n

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4. Limiting your view of what counts as recognition<\/h2>\n

Money isn\u2019t 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.<\/p>\n

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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.<\/p>\n

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For example, digital eCards<\/a> 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.<\/p>\n

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5. Appreciating aspects employees don\u2019t value<\/h2>\n

What\u2019s important to the organization and your managers may not have the same resonance with the employees. Deloitte<\/a> notes, for instance, recognition programs don\u2019t always have an impact because they tend to \u201cfocus on financial recognition, rewarding service or tenure, which employees may not value.\u201d<\/p>\n

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Similarly, in a Quantum Workplace survey<\/a>, respondents were least interested in recognition for their day-to-day behaviors (12%), personal potential (10%), and personal accomplishments outside of work (2%).<\/p>\n

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6. Failing to recognize managers too<\/h2>\n

Everyone likes to hear they\u2019re doing a good job. It doesn\u2019t matter what level their position is within your company. Managers and employees both can respond favorably to personalized, authentic feedback. Talent LMS<\/a> suggests an unexpected gift \u2014 such as time off from the company \u2014 can work to recognize managers. In their study, 48% considered unexpected gifts important or somewhat important. Yet 58% had not received any such gift.<\/p>\n

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7. Recognizing people in the wrong way<\/h2>\n

In our introductory example, Daniel was not pleased to have everyone\u2019s attention on him. Others might thrive under that kind of spotlight. But if you don\u2019t first get to know people and understand what kind of commendation they might appreciate, you can\u2019t be sure it will be well received.<\/p>\n

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It\u2019s 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:<\/p>\n

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