What do you do if employee contributions are going unnoticed in your organization?

If your employee contributions are going unnoticed, Here's what you can do: 1. Communicate Schedule a meeting with your supervisor or manager to discuss your concerns. 2. Provide Evidence: Bring concrete examples or documentation of your contributions to the meeting. 3. Seek Feedback: Ask for feedback on your work to understand why your contributions may not be recognized. 4. Request Recognition: Politely advocate for recognition of your contributions. 5. Stay Positive: Approach the situation with a positive attitude and a willingness to collaborate. Remember, effectively communicating your value and seeking constructive feedback can help ensure that your contr

If employee's contribution is going unnoticed, we should acknowledge his work by projecting his achievements and qualities before others. The employee has to be given credit not only personally but also publicly. This will boost his morale leading to better productivity. Motivating employees through recognition creates magical impact and makes them satisfied and confident.

No employee is only intrinsically motivated, but also has extrinsic motivational components that make them do their work. As a manager, you have to live an external perception that every employee understands and perceives. Otherwise, there could be a general loss of motivation. Praise or recognition should always refer directly to a project, situation or contribution. General formulations dilute the praise and recognition.

Cuando te das cuenta que las aportaciones de los empleados no son consideradas, hay que hacer notar a los altos mandos de la organización, que esto influye negativamente en la misma institución, ya que un empleado que es reconocido, es más productivo y se presta a seguir aportando positivamente a la organización. Entonces el reconocimiento público es de gran importancia y los incentivos simbólicos que permitan que ese empleado se desenvuelva de manera óptima en la organización.

If employee contributions are going unnoticed in your organization, it's crucial to address this issue promptly. Initiate open discussions to highlight individual achievements, implement recognition programs, and ensure transparent communication. Valuing employee input fosters morale and productivity, ultimately benefiting the organization's success.

Developing recognition mechanisms with those involved offers advantages. You feel taken care of. No assumptions are made as to what is truly seen as recognition. Employees usually know best what is feasible or what needs to change in the entire organization. You will be surprised at how many good ideas are presented and with how much motivation and joy they are implemented.

La reconnaissance pourrait se fonder sur un rappel régulier du travail de l'ensemble des collaborateurs en réunion de service mais également de manière hebdomadaire. Au-delà, des gages financiers annuels ou ponctuels au vu de l'intensité de la charge de travail gagneraient à être mis en place. Ces gages seraient collectifs grace à une meilleure répartition de la charge de travail en amont. Au-delà du développement de l'esprit d'équipe dans la difficulté, l'équité en serait renforcée.

Promoting open communication and presenting achieved goals also helps a manager. The successes of his team are also his successes. It is important to communicate this to management or the supervisory board, internally to colleagues or, if necessary, externally. A manager should do the same with his own special tasks. This opens up development prospects for him and his employees. This then needs to be actively communicated to your employees in personal conversations or in groups. This creates a team feeling, makes you proud and motivated.

Recognition can take different shapes. Leaders are the first called to recognize efforts, achievements and improvement opportunities within their teams. Identifying the employee capabilities is and should be also considered. What sometimes is expected, might be easier or hard to someone, and we should evaluate the progression and not only the final result, so recognizing the individual achievements within the people capabilities and roles is a good approach. Keeping in mind people can prefer different recognition is crucial, some may like to have spotlight on them, some other prefer a more private gesture.

“The fish stinks from the head.” Appreciative treatment and recognition should be shown by senior managers or, in the public sector, by top managers. Of course, top executives in the public service often have some catching up to do, as they are usually only appointed to leadership positions based on the right party list. This is a dilemma that, in my opinion, is no longer relevant. The social environment in which someone grew up, family circumstances and current role models are crucial. Sure, you can learn a lot and provide resources. But “authentic praise” and “the communication of recognition” are learned from childhood.

In my opinion the employees contribution is always interesting, because is useful as thermometer in different issues… nevertheless the high level direction’s company can or not consider this kind of input necessary at the moment to make a decision. Therefore… I suggest to have in consideration the schedule, estratégic goals and estructure the company before to categorize if the company is open or not to the employees contribution