Your organization has been struggling with employee recognition. What can you do to turn things around?

Another effective way to assess employee recognition is through regular one-on-one discussions between managers and their team members. These conversations provide a more personal and direct avenue for understanding individual preferences, acknowledging achievements, and addressing any concerns related to recognition within the organization.

The recognition strategy is definitely important. It should be such that the one who get it should feel special and others should yearn for it. It should also be kept in mind that one should not find it impossible to get such recognition. Recognition without any benefit, be it monetary or perks, would not be very attractive. The activity for which the person is recognised should be a benchmark activity related to Core business of the organization. This should set precedence for others to mark their journey in similar lines. Lastly, any recognition delayed is recognition denied. Recognition should be timely.

This is important, it's a give and take situation. Not for everything you have to recognize, however strategically you can plot criteria to get recognized would help build a strong inter relationship between both employees and employers. Back to my first line... "Give and Take"

Why - This is a very simple question. You need happy and satisfied employees. They would stay longer. Be productive and grow business. Recognition is not meant for short-term gain, though it does exactly that. But continuous appreciation and recognition develops an emotional equity between employee and organisation. Unless few people are unhappy, disappointed in the process, there is not value for that recognition. It creates a sense of desire to have it. Most important, recognise in public and make a lot of noise about it. People who got will have to maintain the quality of productivity, and rest of the employees develop respect while aspiring for such recognition. Recognition is not occasional. Its a daily affair.

Effective communication is crucial for a successful employee recognition system. To foster understanding and prevent negative consequences: Clearly communicate program objectives, aligning them with company values. Transparently outline recognition criteria for fairness. Emphasize personal and professional benefits for employees. Utilize diverse communication channels, tailor messages. Conduct training sessions to educate and address concerns. Establish a feedback mechanism for employee input. Emphasize collaboration, fostering teamwork. Share success stories to illustrate positive impacts. Maintain consistent communication, provide regular updates. Stay adaptable, responsive to feedback, make necessary adjustments.

Most organisations / HR fail in this miserably. Email or Announcement or Event is just part of the whole communication. Educating people how they can earn the badge or how others got it. The process, transparency and most important, measurable parameters, should be communicated way ahead of choosing the winners.

Never initiate something that is not practical and not sustainable. Start small and simple. Data and Emotion both play equal role in helping balance the process. Define what you can monitor, monitor what you can measure. Technology brings in objectivity by depending on data and Leaders help balance emotion by dealing with people effectively. Recognition implementation without Data and Leadership driven system, will create chaos and output is more unhappy employees than earlier.

In many organisations, it's often the quieter employees who are less recognised. These individuals might not be as vocal about their achievements which can lead to their contributions being overlooked. Some suggestions: Spotlight their behind-the-scenes work in team meetings or company newsletters. Train managers to notice and acknowledge these quieter contributions. Implement peer nomination programs, as colleagues often notice these efforts.

Employee Recognition could be simply highlight from understand the company structure well. For me, each recognition should be equal and should be for everyone as every duty and role in an organization is impeccable when comes to execution. We shouldn't denied to the fact that each role is fatal to the company's success and each of it should binds well to secure the business. Leadership is very important when comes to earing the needs of each and compliment comrade's request and requirement to ensure smooth work flow. Why not start from proper job delegation so that we would know how to recognize each contribution faithfully and genuinely.