How to build a culture of employee recognition!

Hello my LinkedIn family! I hope every one is doing well. Here, you will find all the guidance, advice, and techniques you need to build a culture of employee recognition. 

Lets start it with a quote,

Everything we do in our growing up has been done before. But it needs recognition and validation each time for each one of us ---- public, private, and secret.

(Robert Fulghum)

Have you ever received praise from your boss in front of a group of colleagues? Did you have a manager who took your team out to lunch to celebrate the completion of a big project? If so, you understand how it feels to be thanked and appreciated.

Employees not only want good pay and benefits, they also want to be treated fairly, to make a substantial contribution to the organization through their work, and to be valued and appreciated for their efforts. Department heads are essential for employee recognition efforts, from helping to select recipients, for example, to making time in staff meetings to thank employees for outstanding efforts. The point is to say "thank you" frequently to employees who deserve it.

Employee recognition is a key driver of motivation and employee satisfaction in the workplace. Recognition of staff for special accomplishments, career service, retirement or other special circumstances can also enhance staff member relations and reinforce desired behaviors.

Consistent, timely, and meaningful rewards and recognition do not need to be costly or time consuming but they should be a priority, as employee recognition is one of the leading factors contributing to employee satisfaction and motivation. Companies with a solid strategy to recognize team members enjoy stronger engagement, increased employee morale, better customer service, and lower turnover. Acknowledging achievement can have serious ROI – to the tune of 50% higher productivity and as much as 20% increase in business outcomes. Following are some suggestions supervisors can use to show appreciation for the hard work being done by employees.

1. Use a public recognition feed

Public recognition feels incredible and it lets employees know they’re contributing to the bigger picture at their company.

2.Shout out on social media

You can also recognize employees by using them in your profile pictures across networks. A picture of your best employees in a Facebook cover photo, for example, is a great shout out to those who go the extra mile.

3. Use your website well

Your company homepage counts as prime real-estate. Why not dedicate a portion of it to your hard-working employees? In addition to strictly business biographies, Ground Floor also includes the “Real Story,” so people can be recognized for their lives and passions as well as their amazing work for the company.

4.Celebrate more

Companies need to focus on celebrating performance. Celebrating success is fun and energizing and shows employees that their efforts are being seen by leaders and by their peers.

5.Get together and cheer each other on

High performers don’t only work for recognition, of course. But to have your name mentioned in front of the whole company followed by cheers from the crowd—that’s a reward bigger than a gift card, bigger than a thank-you lunch. It’s true appreciation, and that’s powerful.

6.Know your staff

Make recognition fun and personable. Go out of your way to find out what their interests are and recognize with a personalized message.

A note, a tea….know your staff personally and you will know the little things that truly will motivate them.

7.Set up a peer-to-peer system

Create a system that encourages peer-to-peer recognition.

8.Take care of them

Dole out employee recognition in the form of enhanced security. Offer financial bonuses that go directly to employees’ retirement, flexible savings, or emergency fund accounts. This idea may not be as flashy as some other options but it shows your top-performing employees that you care about their well-being and that you’re willing to invest in them. It shows that if they stick around and work hard, you’ll take care of them just as they take care of your company’s interests.

By creating a culture of consistent recognition and appreciation among managers and peers, you’ll in turn create a culture that’s impossible for employees to leave.