Employee recognition helps employees know their contributions are recognized and appreciated. Employees want to know about their performance and recognition as this will determine the success of the company in the long run.
Besides, companies that recognize employees for going the extra mile for their service, achievements, or behaviors face lesser turnover.
More so, recognition programs help to boost morale, employees commitment, and motivation in the workplace. Many companies are unsuccessful in encouraging company culture to keep employees engaged. Therefore, employees recognition programs fail in the process.
Traditional recognition programs that have been running for a long time must be revised. Old fashioned methodology, uncertain employees recognition, faulty praise are the top three ways many employees recognition programs fail.
If your company is not aware of the recognition reward programs, there are high chances that you don’t celebrate the employees in the right manner.
Employee Recognition Errors
By saving employee recognition limited to once a year, it is difficult for employees to feel motivated. Lack of recognition inconsistency is yet another mistake companies make.
Nothing discourages employees more than to expect to receive a reward or recognition but not get it. Mostly, employee recognition programs make commitments that are hard to fulfill at an appropriate time.
However, the answer is to implement a program that promises only what it can deliver instead of establishing expectations that are difficult to achieve.
Companies spend a lot of time trying to figure out how to encourage their teams, and for a good reason. But the common fault is to assume that all or most employees are motivated by the same things.
Some are interested in cash, while others want time out from work or appreciate donations to the organizations they care about. Most employees only want to be recognized publicly.
Nevertheless, here is a list of seven such errors that you must avoid to achieve a successful employees recognition atmosphere.
1. You don’t recognize employees in real-time
Oftentimes, businesses fail to recognise their employees’ contributions in a reasonable timeframe. This hinders the dedication of employees towards their work. An employees who performs consistently will be expecting recognition as soon as their task finishes.
Plus, recognizing the employee only yearly minimizes their consistency in efforts and performance towards their work. Weekly recognition of work and efforts would be recommended in this case.
2. You only recognize achievement and do not appreciate the extra time given by the employees
Recognition programs that focus on performance without rewarding other qualities like impressive communication skills, punctuality, and integrity would send the message that only performance is necessary.
Moreover, rewarding the qualities you want to see in employees will help them develop and implement the importance of those qualities to the goals and targets of the organization.
You’ll gain huge benefits if you use the employees recognition program to appreciate these qualities.
3. Your program doesn’t allow peer-peer recognition
Employees working at your organization not only would love being recognized by their managers but also their peers and customers as well
4. You don’t make employee recognition public
Public recognition allows peers, managers, and senior leaders to acknowledge the hard work and achievements of the employees.
When the company has clarity towards recognition, employees are encouraged to work harder and achieve positive outcomes. Therefore, if employees recognition is restricted to manager and employee, you miss out on that advantage.
5. Most employee recognition is restricted between a manager and an employee
Ignoring employee recognition is a missed opportunity. Establishing employee recognition not only helps inform performance conversations but also strengthens the importance of employee recognition in your culture.
6. Many organizations don’t know if they’re failing at employee recognition because they don’t ask for feedback
Surveys and one-on-one meetings can be used to find out if your employees feel valued, if they’re receiving recognition in real-time, and what you can do to improve employees recognition strategy of your organization.
7. You don’t utilize recognition software
If you’re not connecting with employees through technology to make employee recognition more efficient, then you’re behind the times.
Another common error many employers make is to depend on a manual process for their recognition program. To make the most of your recognition program, you must make the process as quick and easy as possible.
Employee recognition software (Like BRAVO!) can help in the process and enable your staff to recognize an employee fast.
Employees recognition can provide various benefits for your company, but only if it is implemented in a proper way and managed well.
Employee recognition helps to bring about better outcomes in the workplace.
They can also help in determining how an outsider views your company. When people realize that your company achieves fruitful results because it treats its employees well, this can help you attract more clients and in the long run, earn respect in the community.
Moreover, if you are looking for employees recognition software you can rely on, BRAVO! is just the most dependable option for you.