RECOGNITION
 All
humans crave recognition. We’re all aware that employees benefit
from recognition, but we tend to forget that organizations benefit just
as much from recognizing their employees. What are some of the benefits
to both employees and their companies?
- Employees receive unequivocal feedback on their performance.
- Employees understand that their efforts make a difference.
- Employees’ pride and self-esteem are reinforced.
- Organizations receive greater motivation and effort from recognized
employees.
- Employees see that their organization values its people and cares
about their success.
- Employee performance increases as personnel strive to perform in
a way that receives recognition.
- Employees feel more loyal to their organization. They begin to feel
that they are part of the organization, as opposed to simply being
employed by it.
- Employees are willing to work harder and better in a way that money
can’t buy.
Eventually, the organization increases its advantage over competitors.
Clearly, recognizing employees makes good business sense, but it can
be a complicated issue. With the best of intentions, organizations often
implement recognition systems that backfire and create effects exactly
opposite to those intended. Embracing the following principles will
ensure that recognition achieves the desired results.
Recognition should be:
- Available to everyone. In order for it to have
a positive effect on organizational culture, recognition must be available
to everybody.
- Dignified. It must fuel a feeling of dignity in
the person who receives it. This can be achieved by building a ceremony,
such as a company meeting or holiday dinner, around the recognition.
- Symbolic. It must have symbolic value, something
that lasts and can remind the recipient of the performance being recognized.
- Nonmonetary. Are people motivated by money? Of
course they are, that’s why most people work. But exceptional
performances are often motivated by something much more complex and
mysterious.
Source: http://www.qualitydigest.com/sept03/articles/04_article.shtml
|
