When you recognize the contributions and accomplishments of employees, you foster employee engagement, boost morale, and create a culture of gratitude and respect. Having a strategic recognition program can give employees the drive to work through difficult projects. Ultimately, it can improve employee retention and productivity, boosting your bottom line in the process. Ravix Group provides HR outsourcing in San Francisco and the surrounding areas that can help your company develop and implement employee recognition programs.
There are three types of recognition you can layer to create a supportive environment for your team members and leaders. It’s important to understand that a combination of monetary and non-monetary rewards works best — it isn’t always about the money. Plus, different generations have unique preferences for how they want to be recognized.
Three Types of Recognition that Work
Choose employee recognition traditions that showcase performance and complement your corporate goals. The three types of recognition that focus on individuals and groups include:
- Day-to-day
- Informal
- Formal
Day-To-Day: Thanks for Being Here
Saying thank you for everyday tasks can go a long way to helping an employee feel noticed. You can also send a personal note or shake their hand to recognize fine work on specific projects. Immediate feedback engenders an internal culture of gratitude and satisfaction.
Informal: I See and Appreciate You
When employees hit milestones, you can provide treats, send thank you cards, or send an e-mail complementing their performance. When you send an e-mail, copy the entire team or the entire company, as appropriate.
Here are a few other ways you can recognize employees informally:
- Take the team to lunch
- Invite individuals to lunch with the leadership team
- Send snacks, movie tickets, or gift cards
Formal: You’re a Big Deal, and Here’s Why
Day-to-day and informal recognition are crucial to boosting morale and retention. However, formal recognition takes a bit more thought. By creating a structured program, you can document criteria that ties into corporate goals.
Think about the Oscars and Grammys, which are non-corporate examples of formal recognition programs. How can you plan a ceremony where employees can accept honors in front of their peers?
Examples of formal recognition events include:
- A promotion party
- Celebration of extraordinary accomplishments (individual, team, or whole company)
- Years of service – milestones and anniversaries
- Performance awards
- Safety awards
- Innovation and excellence awards
Consider going off site and making it fancy. You don’t have to roll out the red carpet, but employees should feel like you did. Then, see how it impacts your bottom line. Recognition is one of the most important tools leaders have, to build a culture of encouragement and keep employees happy.
Investing in recognition programs and the staff to run them also makes sense for your company’s success. So don’t skimp on HR resources that can help you achieve your business goals with proactive recognition programs. The best HR outsourcing companies already have a roadmap to help you get there!
Recognition Isn’t Always About Money (Though It’s Important, Too!)
Money talks, and bonuses and raises are the best remuneration for hardworking employees. However, that’s not the only kind of recognition employees crave. Here are additional ways you can appreciate the efforts of high achievers:
- Social badges: Use eCards and eButtons to create a culture of pride and recognition. This is one of the easiest programs to implement and generates huge rewards for your company.
- Wall of recognition: Build a wall of recognition. Here, employees can leave notes to show their appreciation for coworkers. This can spread the good news and provide public validation of hard work and perseverance.
- Trips: From a day at the spa to a weekend trip with a significant other, trips motivate employees to continue excellent work.
- Time off: Has someone in your organization done a tremendous job on a difficult project? Consider giving them extra time off to recuperate and celebrate their achievement.
From Generation Z to Baby Boomers: Ideas for Employee Recognition
Here are a few tips on how to motivate employees from different generations:
- Generation Z, the youngest generation in the workforce, places value on facts. Experts say Gen Z has a strong moral compass. Consider rewarding them with donations to their favorite charity or giving them time off to serve as volunteers.
- Millennials want to find a sense of meaning in their work. They are all about experiential rewards. Consider travel perks, concert tickets, and other events that they may enjoy. Help them feel connected to a larger cause by sponsoring local charities in honor of their accomplishments.
- Generation X pioneered the concept of work-life balance. Offering flexible work schedules or extra time off can motivate hardworking Gen X employees.
- Baby boomers respond to rewards such as promotions, ergonomic work accessories, and plaques. Additionally, this aging demographic could benefit from health and wellness perks, such as massages, spa days, or yoga classes.
You can also show respect and trust in your star employers by refraining from micromanaging them.
Ravix Group offers HR consulting for start-ups and established companies. We can work with your leadership team in the San Francisco Bay Area to create a dynamic, effective employee recognition program. Contact us online or call us at 408 216 0656 to schedule a consultation today.
