Employees recognition might be seen as a positive for some companies.
On the other hand, some companies have serious concerns and doubts about it. However, these are due to the misconceptions regarding the employee recognition.
In this blog post, we are going to highlight the seven most common misconceptions about employee recognition.
So, let’s get started!
1- Executives Fear Employees Recognition is Expensive
Executives may feel that employee recognition will be prohibitively expensive for their business.
However, this is not true; while incentive schemes demand a significant and sometimes substantial financial investment, employee recognition does not.
Not only is employee recognition free to give, but it also has a lasting effect, as opposed to providing as a one-time incentive for employees.
According to the Incentive Research Foundation’s Trends study, non-monetary recognition, such as management appreciation, is more effective than the three most popular financial incentives: cash bonuses, base salary increases, and stock options.
2- Some Employees Feel Employee Recognition is for Top-performers Only
Employee recognition is not only for high-performing personnel; it is available to all.
Indeed, the majority of employees desire acknowledgment for their achievements to feel valued consistently.
According to a survey performed by the University of Southern California, the London Business School, and PwC, more than 40% of millennials anticipate recognition for their work at least once a month or more.
It may sound high, but is just 10% more than the average for all generations.
Indeed, a failure to recognise errors promptly can have a detrimental influence on the company.
For instance, Gallup research found that “workers who do not feel sufficiently recognised are twice as likely to resign in the next year.”
Some managers and executives feel that employees should simply be glad that they have a job and a paycheck.
However, if you want to motivate and engage your employees, you’ll have to put in a little more effort.
People who merely receive a paycheck may become disengaged to the point where they lack the incentive to go above and beyond their everyday responsibilities.
Employees are happiest at work when they are shown gratitude for their efforts, according to a Boston Consulting Group study.
It’s not their connections with coworkers, amenities, or compensation that make them happy.
The decisions to approach employee recognition and its tools take some time.
However,the system requires very little time and effort to operate after a strategy has been designed and implemented.
More significantly, investing in employee recognition pays off in the long run. 40 percent of employed Americans indicated they would put more energy into their work if they were recognised more often, according to a recent survey commissioned by OGO (O Great One!).
Employee Recognition is for both new and long-serving employees. Employees of all generations, levels, and departments value recognition.
One of the most significant findings from the TINYpulse Best Industry Ranking survey was that 75% of employees in the least happy industries do not feel sufficiently appreciated for their efforts.
Moreover, you are not required to restrict who receives recognition and who does not.
Indeed, the ideal course of action is to enable everyone to recognize one another. This feature should be incorporated into any recognition program you deploy.
By incorporating peer-to-peer recognition into your employees’ daily life, you can foster an environment of appreciation, collaboration, and shared values.
Many (reasons have been made in favor of eliminating “Employee of the Month” and service anniversary awards, two of the most conventional forms of employee recognition.
However, employee recognition isn’t outdated —it’s just the approach you apply.
Nonetheless, if this is the case, you should try updating your program.
Many people believe that only from the top down can you receive recognition.
Despite people’s concerns, it is perfectly acceptable for employees to recognize their superiors.
Everyone should be able to spread recognition, especially non-monetary recognition. If only supervisors see how their employees benefit the community, it doesn’t create a strong community. Instead, it reinforces divisions.
Moreover, when it comes to corporate culture, you do not want to prevent employees from recognizing one another or their superiors.
The Bottom Line
The conclusion is that saying “thank you” will never be out of fashion.
And, at its most basic level, that is what employees recognition is all about: expressing your gratitude and appreciation for someone’s contributions and, ultimately, brightening someone’s day.
So, these misconceptions are mere rumors.