Meaningful recognition doesn’t have to be expensive.

Of recent I facilitated Talent Management Workshop with different HR professionals from both public and private sectors, among of the discussion that attracted attention of many was on talent retention strategy, and that’s when the point on meaningful recognition doesn’t have to be expensive came out, to my surprise almost all of the HR professionals who attended the workshop were familiar with many different non-monetary related recognitions however they don’t apply the same to their working places. 

Today I won’t discuss about why the HR Professionals who attended the workshop were not practising the same at their working places but rather I want to share some of the basic non-monetary recognition ways line managers can apply to show employees's appreciation.

It should be noted that 

·       Non-cash rewards are more memorable and have an emotional value.

·       Non-cash incentives are more acknowledgeable and comfortable to talk about.

·       Non-monetary incentives have separability.

o   These incentives are given in the form of small experiences unlike cash incentive, which is added to the employees' total compensation. Hence, it stands out and are easy to separate. It adds more value for the employees rather than a cash amount, which they won’t even remember what they spent it on.

Here are some of the non-monetary ways line managers can show employees their appreciation

1.     Offer a Heartfelt, Personalized Thank You

Don't underestimate the power of a handwritten thank-you note, particularly if it comes from the MD or Senior Leadership Member.

"Employees love to know that the people at the top of the organisation appreciate what they do. Receiving a handwritten note from the MD indicates that either the MD noticed something the employee did, or the manager made of point of telling the MD about it.

However, it's essential that the note is personalized, not a form letter, and that it mentions specifics about the employee and his or her success.

If the MD isn't available to write a note, Line managers can say thank you by sending their own handwritten notes, phoning the employee to congratulate them on a job well done. "It's a nice surprise for the employee to open their e-mail and not have another task but instead a thank you,"

An organization might consider a more public thank you at a town call - staff meeting, or a post on the organisation's social media and professional online media eg, LinkedIn page. However, before recognizing an employee publicly, make sure he or she is comfortable being acknowledged in that way.

2.     Small Gifts that Won't Break the “Bank”

It is the best practise that you will find mostly departments often have small budgets for holiday parties or team-building outings. Such budget can be used for small gifts for appreciating exceptional performer, here am referring to low cost small gifts like shopping gift voucher, dinner or Lunch gift vouchers, one time airtime /data bundle voucher, customised Mugs, ect, remember the aim is not about the meaningful amount rather than genuinely of saying thank you and keep doing the good work.

3.     Show Employees They Matter

More important than gifts, parties or an all-staff shout-out is letting the employees know their line manager cares about them. Especially with the challenge of covid -19, it is very important to show employees matters, such options like flexible working schedules, "Working with employees as per their desired schedule and needs is a huge way to show appreciation,"  "People like money, but you do more to show employees you appreciate them if you're consistent on a day-to-day basis, rather than providing a one-time thing."

4.     Provide the opportunity to train and share best practise to another employee

Sharing best practise and training other employees on what we have done best is among of the best moment to the one who is sharing and training, it shows appreciation, valued and trusted. This is something that can be done more often and anytime with no cost at all.

5.     Assign the employee to a high profile project

Assigning the employee to a high profile project shows trust and appreciation because it will expose the employee to new experiences, networking with others however this should be done as appreciation, therefore should involve those employees who are doing exceptionally or goes extra miles in their responsibilities. 

6.     Experiential reward 

An experiential reward is an event or experience that an employee earns. It can be a lunch or dinner to a prestigious restaurant, a ticket pass to a favourable sport match e.g. football etc., or anything your employees might like.

An experiential reward is a better way to recognise and reward employees. Employees will consider these rewards more thoughtful instead of a cash prize for their success and hard work. Hint: Choose experiential rewards based on the personal interests of your employees.

The Bottom-line 

Most of your employees might be more excited and comfortable to talk about the lunch that they went to with their manager, the trip that they went to, or the workshop that they attended, rather than any cash prize.

Now that you know all about the benefits of non-monetary incentives, you need to figure out which incentives work best for your employees and your company.

There’s no limit to incentives for your employees. You can shape and figure out an incentive program of high quality and fit your company's goals and employees best.

Apart from focusing on only the rewards, try to create an environment where hard work and success are recognized and rewarded regularly at the workplace.

This article is written by Matungwa .K. Babyegeya, SHRM-SCP, an independent Management Consultant- Human Resource Management, He is someone who keeps an interest in Employee engagement, Talent Management and Performance management. For more information email him on [email protected]