Employee Recognition

Employee recognition may have been proclaimed as a great way to motivate employees. However, under the sunshade of certain customs and workplace ignorance, they’ve become a thing to be frowned upon. 

People now have more reasons to snub an employee recognition and rewards program, than to accept it. Mentioned below are a few of those reasons;

1. Rewards are too small sometimes

The whole point of giving out rewards to your employees is to make it something worth a while. However, sometimes the companies offer rewards that are too small for their employees to even care about them. This includes rewards like company merchandising and a few pats on the back. 

Rewards like these do matter, but only if they are followed by something valuable like a raise or a bonus. Otherwise, it only kills their motivation to even try.

2. Employees don’t get recognition often

Another thing that makes people hate Employee Recognition Programs is that; these programs are barely in action in some companies. Either it’s because the management doesn’t really care about it or they consider it as an unnecessary expense.

In this way, they ruin the image of this amazing tool for employee motivation and are continuously doing so.

3. Employee recognition doesn’t help anyways

According to the people against employee recognition, these programs don’t return the worth of their investment. They think that motivation via recognition is short-term. Therefore, instead of appreciation, companies should focus on the direction of employees.

Whereas, you should keep this in mind that; employee recognition is not a sprint but a marathon, and appreciation does play its role.

Employee Recognition


4. Recognition and rewards are not as transparent

Recognition and rewards can only induce motivation among your employees if your management is transparent enough. 

For example; if there are no certain criteria or benchmark to gain specific recognition or rewards, and managers randomly distribute rewards among employees; then it becomes an automatic demotivator for the ones who don’t get it. 

5. Delayed recognition and rewards

Recognition and rewards are best effective at the time when your employee has earned it. Because if your employee did a great job in some project last month and you’re rewarding him/her now; it won’t be making much impact. 

So, delaying employee recognition at the time when a wonderful job’s done; would be a pretty bad idea.

6. Employees are never asked for feedback

A major flaw that bars the stakeholders away from employee recognition, is the lack of an employee feedback system. When a company offers rewards and recognition without asking the preference of its employees; there are higher chances for that program to get flop. 

After all, it is the employees who are going to get those rewards. And if they’re not happy with what they get, what’s the point of giving rewards at all? 

Conclusion

In the end, if the organizations are willing enough to put reforms in their management systems and their ERRP standards; they can overcome these kinds of problems with ease. 

The reasons provided above stand for nothing but the negligence of upper management in case of employee recognition. If ERRPs are put to use the way they’re supposed to, organizations can garner productivity that is beyond their expectations.

Also, do have a look at our recent blog to learn; “5 Qualities The Best People In The Employee Recognition Industry Tend To Have“.

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