6 cool ways to build employee engagement without spending big dollars.

To me, employee recognition is the bedrock of employee engagement.?

Does it have to be on the grand stage??

Does it have to be a once-a-year jamboree??

Does it have to be a catch-all and please-all recognition policy??

It doesn't have to be any of these. However, recognition on the grand stage and at jamborees may help. Employee recognition must be a continuous process.?

So, let’s look at some simple yet cool ways to build employee engagement through recognition:

1.???Smile

Smiling is the biggest asset for any organization. Smile at your colleagues, customers, vendors, partners, and all stakeholders. Wish them well the first time you see them.

?This is a great way to recognize people.

?Announce yourself with a smile.

?I have worked in many organizations where people don't even acknowledge each other's presence. Sad, right?

?2.???Encourage and acknowledge

Check on the progress of a team member regularly. Offer to help them get through challenges.

Acknowledge people for even the smallest of contributions.

Recognize their efforts more than the results.?

Have ways to constantly push the recognition—employee of the month, the jewel of the quarter, star of the year, and anything else that makes sense for your organization. Make the recognition visible to the rest of the organization.

We usually give them a different coloured chair—in our case, it is yellow. There is no way people would miss it.

Besides, ensure that the recognition turns into monetary benefits as well—coupons, gift vouchers, a sponsored holiday…

Above all, say 'thank you' regularly. And engage in genuine, one-one small talk at every possibility.

3.???Recognize teams and not just individuals

You can announce in advance about the team trophies. It can be related to account growth, revenue growth, skill growth, innovations, and contract extensions. This can be done every quarter or once a year on a grand stage. The trophy can reflect the organization’s personality and fosters team spirit and positive competition between teams.

See if you can involve your customers in recognizing teams. That would be the icing on the cake.

This must have monetary recognition as well to make sense.

4.???Offer informal recognition

?Do you have a "wall of fame" where you put up employees who go above and beyond their duty?

Do you recognize employees on social channels? Does one of your executives post about your employees?

Do you pin sticky notes on your employees' desks appreciating their work?

Do you frame client testimonials appreciating your employees and have them displayed in the bay?

Do you send handwritten notes recognizing your employees’ contributions? Do you organize surprise treats and getaways?

5.???Offer professional and personal development projects

Provide opportunities for people doing a great job to develop their professional and personal skills.?

Would you pay for their keyboard or guitar classes?

Would you pay for their Udemy or LinkedIn Learning subscription?

This provides a much-needed confirmation that you are genuinely interested in their growth, and their emotional involvement with the organization grows manifold, resulting in business growth.

6.???Provide active feedback

I call this the developmental part of employee recognition. When I give you active feedback, it means I am interested in your growth, and I know that you can also make a difference to the organization’s growth.

According to the Harvard Business Review, 57% preferred corrective feedback over praise/recognition.

Feedback is always a two-way street. Listen to what your employees say, and you will probably find most solutions during the conversation.

Keep the feedback constructive and relevant. Do them regularly and keep them private.?

Employee recognition is not a one-time thing. It is a continuous and evolving process, and what we have covered in this piece are only signboards, not the destination.

Recognition, after all, is the best form of motivation. You can and should do something about it to ensure the success of your people and your business.

References:

Various sources including?Gallup's State of the Global Workplace, Joblist reports, Korn Ferry survey, O. C. Tanner study,?and?SHRM's employee job satisfaction and engagement report.

Various sources including Study on Workplace Engagement, Gallup's meta-analysis, and Corporate culture and performance by Heskett and Kotter.