What Employee Recognition Programs Can Do For You
By Megan Martin
When was the last time your boss gave you a pat on the back—or a day off in exchange for a job well done?
If you can’t remember, you’re not alone. According to a recent survey of 10,000 Fortune 1000 employees, 40 percent said they left their job because of a lack of recognition, and Gallup reports that 65 percent of Americans claimed that they received no on-the-job recognition at all.
The bottom line is that recognition is important—to companies and employees alike. “Companies with recognition programs are showing that they value employees and understand that top talent is what makes a company successful,” says CJ DuBe’, Managing Partner and co-founder of Oberon, LLC.
“Times and cultures are changing,” says Christi Gibson in her May 2008 Incentive article, “Why 40 Percent of Employees Leave.” “Getting paid isn’t enough anymore for a job well done. Employees are motivated by empowerment, and that happens when their opinions and ideas are heard and assessed.”
Many companies are beginning to listen to their employees’ needs by offering recognition programs designed to keep employees happy, motivated and productive. Here’s what you need to know about these kinds of programs and how they can benefit you.
How Programs Work
Programs work in different ways, and each organization has a system that is unique to them. Companies may offer everything from movie tickets to cash bonuses to increased flex-time in exchange for a variety of tasks well done. Some companies recognize only top performers, although the most successful programs are highly inclusive, even allowing employees to nominate one another for rewards. “Recognition should be given equally to all employees,” says DuBe’. “No employee should feel as if he or she receives little recognition compared to his or her colleagues.”
“The most successful employee recognition programs are those that are catered to the cultural environment of the company and the needs of its employees,” says DuBe. And ideally, companies create programs that reflect their values and help instill desired behaviors in employees, while motivating and challenging employees to take their performance to the next level. Good programs also focus on what motivates individuals to do good work, always remembering that each individual will be motivated by different things.
There are many different “types” of reward seekers, and while no one can be guaranteed to fall into one category, people are often motivated by the following:
• Monetary seekers—are driven by monetary and/or status rewards like gift cards, plane tickets, or cash bonuses. This group is often less motivated by verbal praise or work-related rewards, like being selected to head a challenging project.
• Time seekers—are most interested in having more free time, whether in the form of flextime or days off. Some members of this group may be motivated by awards that allow them more time to spend with their families—such as a gift certificate for a family dinner.
• Praise seekers—are genuinely motivated by receiving verbal or written recognition, and want to have their hard work acknowledged, even in the absence of any monetary or tangible reward. Praise seekers are often less interested in days off or flexible scheduling and truly thrive on doing a good job at the office.
• Progress seekers—this group is least interested in cash or days off. They’re also highly satisfied and committed to their organization—they love their jobs. They respond best to opportunities to expand their knowledge by working with others outside their area of expertise, or opportunities to mentor other employees.
DuBe’ recommends knowing what you respond best to and using this knowledge as you search for companies that will be the best fit for you. “Candidates need to recognize who they are and what they value in a company,” she says. “They should consider what personally motivates them and look into companies with recognition programs that provide them with that motivation.”
As far as what to look out for, DuBe’ warns, “Avoid contests that strongly pit people against one another. Employees shouldn’t be shunned for ‘losing’,” she says. “Such cut-throat competitions don’t help a company’s productivity. Someone is always losing, and in some cases it’s not only the employee but also the client.”
The Benefits
Clearly, recognition programs have many benefits to companies, including decreased turnover, higher employee productivity, increased engagement, and even higher customer satisfaction. So why should incentive programs matter to you? These programs—when they’re done well—can benefit employees, too.
“Recognition programs should be designed to clearly communicate and encourage the [organization’s] desired values and behaviors,” say Mel Van Dyke and Rick Garlick in their Leadership Excellence article, “Recognition and Reward.”
And it’s true that recognition programs designed in this way can help you assimilate yourself quickly into the culture of a new company. Early exposure to recognition programs engage employees from the start, not only giving you a sense of the company’s values, but your duties as well, all of which can help to ease your transition into a new position. They can even help you achieve a strong sense of belonging and identity within the organization early-on. In an age where half of 20-24-year olds remain with their employer for a year or less, these programs can be especially motivating for job-seekers who are tired of job-hopping and want to stick with a company.
Recognition programs have also been shown to increase employee satisfaction for a variety of reasons, among them improved relationships with co-workers. Some of the most successful programs give employees the power to recognize their peers for a job well done—by sending “thank you” emails or nominating one another for gift cards or other rewards. This type of system can help build closer relationships among employees, and create a positive atmosphere of praise that is a consistent part of everyday life at an organization.
“The bottom line is, recognition is important because everyone wants to know that what they do matters,” says DuBe’.
Recognition programs can play a key role in your satisfaction at an organization. They can also say a lot about the values of an organization. By knowing what kind of reward seeker you are and seeking out companies with programs that motivate you, you may be setting yourself up for long-term success.
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