The Most Pervasive Problems in Employee Recognition

According to a recent study, 80 percent of firms have implemented some form of the employee recognition program.

Majority of businesses invest in employee recognition because they recognize the numerous benefits that such a program can provide, such as lower turnover rates, increased job performance, and enhanced workplace morale.

Unfortunately, despite their best efforts, many organizations fail to implement an employee appreciation program that leverages these benefits.

Furthermore, while designing a recognition program, some businesses make blunders that do more harm than good.

Here are the most pervasive problems in employee recognition that organizations undergo due to poor strategies and planning while designing employee recognition.

Leaving People Out

Leaving People Out in Employee Recognition

Top performers can be recognised and rewarded, which can help encourage and increase morale.

However, it can also make other employees feel devalued. As a result, they will put in even less effort, reducing total office productivity.

Furthermore, cutting people out may alienate them from the rest of the workforce or lead to employee factions, both of which are serious concerns.

It is a common blunder in most firms, but there is a simple solution : everyone’s effort in the workplace must be recognized in some way, even if that means implementing a multi-layered recognition program.

Giving Everyone the Same Reward

Giving Everyone the Same Reward Employee Recognition

While all of your employees may have a common goal at work, failing to acknowledge their differences frequently impedes overall development.

While some people enjoy public praise, others may view it negatively and end up doing more harm than good.

Therefore, you should invest in little personal gifts or even employ a professional writing service,to produce custom letters of appreciation.

If the purpose of your employee recognition program is to reward individuals with tangible advantages, you may wish to survey to ascertain the individual’s preferences and dislikes.

Moreover, if you go the extra mile to learn about their hobbies, the receiver will find the reward more meaningful.

Read More: Top 8 non-monetary incentive to reward the employee

Reward Based on Performance Only

Reward Based on Performance Only Employee Recognition

Integrity, timeliness, and superior communication skills are just a few of the characteristics that an ideal employee should exhibit.

Employee recognition programs that place a premium on performance at the expense of other characteristics tend to inhibit these characteristics in employees.

It would transmit the message that performance is the only thing that matters.

Rewarding employees for the characteristics you wish to see in them encourages them to grow and reinforces the critical nature of such characteristics to the organization’s aims and objectives.

Moreover, you’ll earn enormous rewards from promoting these characteristics through your employee appreciation program.

Yearly Awards Only

Yearly Awards Only

Given that one of the key benefits of employee recognition is that it raises morale, limiting recognition to an annual event diminishes its overall usefulness.

Throughout the year, you want your staff to be inspired and dedicated to their work.

Weekly, bimonthly, or monthly employee recognition programs are ideal. They help to keep staff engaged and focused while also allowing you to evaluate the performance of the program.

Relying Solely on Monetary rewards

Relying Solely on Monetary rewards

Focusing solely on monetary incentives for employee recognition is a bad concept.

If your top employees are working only for financial gain, you run the danger of losing them to competitors who can pay them more money.

Another approach to keep your staff happy is by offering perks like movie tickets, family vacations, and gift cards for restaurants.

It’s important to remember that an incentive should be something the employee wants. A couple’s retreat offered to a recently divorced couple may come out as conceited.

Failure To Maintain the Program

Failure To Maintain the Program

When an employee recognition program is implemented, sustaining it can become a significant undertaking.

Additionally, without a defined strategy its sustainability is not possible.

However, this error has a detrimental effect on employee morale and productivity. As a result, appreciation programs for employees must be closely monitored and maintained.

The key to sustaining a recognition program is to adjust it to the demands of new and veteran employees alike.

Lacking in Transparency

Lacking in Transparency

For a successful employee recognition program, its path must be equitable and transparent to all employees.

If there is even the tiniest suggestion that the system favors one employee over another, the entire process will be questioned, destroying the whole objective.

Every individual must comprehend how the process works and how they may be identified.

If you’re expressing gratitude for someone’s ability to think creatively, you should make this reason explicit.


Employee recognition programs offer several benefits, and when implemented properly, they may help a company run smoothly.

Moreover, employee recognition programs create an environment where people desire to work by fostering a workplace culture that stimulates employee engagement.

The problems described above are the most common and simple for firms to have. While avoiding these errors may appear to be a time-consuming endeavor, the long-term advantages greatly outweigh the time expense.

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