How can you increase employee engagement in IT Operations through recognition and rewards?

Beyond communication, engaging teams in aligned goals and expectations fosters collaboration and promotes recognition in a fair and relevant manner. This approach emphasizes values, behaviors, or norms that closely align with desired objectives or current market demands. In my experience as an Associate Project Manager, I've observed multifaceted efforts focusing on Learning and Growth. For instance, supporting further education or professional development, offering mentorship opportunities, and providing promotions based on acquired skills and knowledge all encourage continuous improvement in internal processes.

Acknowledge Achievements Publicly: Recognize and celebrate individual and team achievements publicly. This could be through internal newsletters, team meetings, or company-wide announcements. Highlight specific contributions that have positively impacted projects, timelines, or overall team performance. Establish a Recognition Program: Implement a formal recognition program that includes regular awards for outstanding performance. This could be "Employee of the Month," "Team of the Quarter," or other categories relevant to your organization. Ensure that the criteria for recognition are clear and aligned with the organization's goals.

I recognize the importance of employee engagement in IT operations. To increase this engagement, it is crucial to implement recognition and rewards programs. This can be done through public praise, regular awards and financial incentives. Additionally, fostering a culture of constructive feedback and offering professional development opportunities will also increase employee engagement. The investment required for these initiatives may vary depending on the size of the team, but the benefits of having a highly engaged and motivated team far outweigh this investment.

El reconocimiento y las recompensas son herramientas poderosas que pueden utilizarse para aumentar el compromiso de los empleados en las operaciones de TI. Cuando los empleados se sienten valorados y reconocidos por su trabajo, están más motivados para dar lo mejor de sí mismos. Esto puede conducir a una mayor productividad, innovación y satisfacción laboral.

Engaging IT Operations teams requires ongoing recognition and rewards tailored to their preferences. By acknowledging achievements, offering meaningful rewards, seeking feedback, and nurturing a culture of appreciation, organizations foster a motivated and committed workforce.

Provide Personalized Recognition: Tailor recognition efforts to the preferences of individual employees. Some may prefer public acknowledgment, while others may appreciate private recognition or a simple thank-you note. Consider the preferences of diverse teams and individuals to ensure inclusivity.

At a company I once worked, they had a system called 'Bravo Zulu'. It was not limited to IT Operations but a company wide initiative but being in IT Operations we also benefited from it. It was a company wide recognition for some extra ordinary work which was not defined in your jobdescription. Your manager had to appoint you through an internal mechanism and if granted the reward was issued to you. It was both a company wide recognition (up to the higher management echelons) and a monetary value. It was one of the best rewards systems out of the normal HRM rewards I ever experienced in my now 30+ career. I kept them on my wall for years (never cashed them - stupid me) and I was proud of receiving them for a very long time.

Not everyone has the same motivation. So it is important to understand your team. What motivates them? Why are they here? Why do they overperform. Also understand what sacrifices they are making to overperform. If they worked at night or on the weekend, what did they give up to make that possible? How can you compensate for that? Consider how they like to be recognised as well. Money is not the only answer. Talk to your team and understand what motivates them.

Reward in public but reprimand in private. This creates the environment for employees to thrive allowing them to be the best version of themselves at work.

Employee Surveys: Conduct regular surveys to assess employee satisfaction and engagement levels. Use the survey results to identify areas for improvement and tailor recognition and reward programs accordingly.

Understand the individual's preferences, this is two primary aspects; type of reward and publicity. If you have flexibility in reward type, consider that some people may prefer time off over a monetary reward, or vice versa. Some people thrive on public acknowledgment, others prefer private recognition. You don't want to be in a situation where an award backfires because you have put the individual in an awkward situation.