R-E-S-P-E-C-T

When you’re praised for a job well done, it makes you feel important and respected. Humans have a deep-seated need for recognition — we all want others to value us and the hard work we do. In tough times, it’s especially important to show employees how much you appreciate their work. When you do, you’ll reap tangible rewards.

Recognition returns benefits to you
Even if your company is doing fine and doesn’t anticipate problems stemming from the current economic plunge, employee morale can be highly impacted by external forces such as daily news tickers flashing frightening news of business failures and layoffs. Taking stock of what your employees are feeling and finding ways to prioritize recognition for them can help any organization reinforce positive behaviors and actions that can lead to achievement of business goals.

Used properly, employee recognition can improve teamwork between employees, lower employee turnover, reduce absenteeism, and even increase productivity. A recognition program can even directly impact the bottom line: Sears, Roebuck & Co. conducted surveys that found for every 5 percent increase in employee attitude scores, a 0.5 percent increase occurred in revenue.

Doing it right
The National Federation of Independent Business recommends that when you’re considering employee recognition practices, you remember these important points:

Be sincere. Employees can instantly spot flattery, manipulation and favorites; when they sense falseness, they’ll disdain and ignore your efforts. Earned and deserved recognition — no matter who receives it — is far more effective in improving overall morale and performance. Write a quick email, make an immediate comment — whatever you do, if it’s timely and sincere, it will be appreciated.
Be specific. Although saying, “You’re doing a great job!” is a quick and easy way to thank someone, it’s not specific enough for most workers. Instead, acknowledge a particular assignment or action such as, “Nice job on completing the Smith project. That was a real bear and you brought it in on time and under budget.”
Be discriminating but fair. Avoid being exclusionary; instead, make the recognition something that truly means something to employees and is sought after. The trick here is to avoid “entitlement” expectations — establish recognitions that emphasize and reinforce expected qualities and behaviors. Also, recognize anyone who meets or beats a goal — not just the highest performer.
Make the recognition meaningful. “Meaningful” can mean different things to different employees. Some will bask in the glow of the spotlight, others will prefer a simple written thank you. Learn what makes your employees happy, and find a way to give it to them.

Simple, low-cost forms of recognition
Your organization can recognize employee performance in many ways that don’t involve costly awards. Although you can always go with gifts of some sort, handwritten thank-you or congratulatory notes are almost always a treasured item for employees. More formal letters of appreciation that can be placed in employee files are also a simple, no-cost recognition method.

Personal attention by a supervisor or executive can generate a positive buzz among employees. Create a method that will regularly notify upper management about the successes of outstanding workers, then encourage management to stop by individual workstations or areas to talk informally with those workers.

Ask top performers to present at meetings or seminars — it’s a simple way to recognize their abilities and strengths. A twist on this idea: Provide opportunities for strong employees to represent the department or organization at external meetings and events, or ask them for input into upper-management decision-making.

No matter what you do, make employee recognition a valued, common practice in your organization. The benefits will come back to the organization in more ways than you can count.

For the expert help you need to position your organization for future growth, contact Jackie Connors at The Connors Group at 201-537-0006 or by email at jackie@theconnorsgroup.com.