The need for recognition
Once an employee is appreciated, they feel better about their talents and feel more capable towards work and they start producing better results. (Daniels, 1999; Darling et al., 1997; Nelson, 2005; Gostick & Elton, 2007). With the help of a survey of 200,000 employees, it has come to knowledge that when an employee recognition is done properly, many business development plans or ideas could be put forward, reducing unplanned leaves, punctuality increases and more space for efficiency and accuracy at work, Gostick and Elton (2007).
Recognition or appreciation of one’s work could lead to job satisfaction and build self-confidence (Keller, 1999). According to Allen and Helms’ (2002) research’s finding has come to light that regulation appreciation could help the organization achieve goals and targets.
Ways of recognition
Recognizing or accepting of an employee’s hard word doesn’t necessarily have to be of monetary value. It could be a way of mentioning the individuals name is the team meeting, huddle or even in a firm wide email. Posters, banners or even in a notice board in the front area of the office premises would help employees feel appreciated (Darling et al., 1997; Nelson, 2005; University of Iowa, 2009).
According to a member of customer success team at 6Q in Australlia, (R, 2019), employees could be recognized in many ways.
• Top employee of the month
• Employee recognition programs
• Having them posted in the company’s annual calendar
• Firm wide email/social media
• Company’s magazine or journal article
Video 2.0: Employee Recognition
(Source: CommLab India, 2011)
The above video
states the importance of employee recognition and the results driven by it. It
makes the employees feel they are an asset to the firm and they are very
special. It also says that we need to praise in public but criticise in
private. Getting to know them is another greater way of appreciating them.
Timely rewards is another major way of accepting them and their hard work.
References
Allen R. and Helms M. (2002). “Employee perceptions of relationships between strategy rewards and organizational performance”, Journal of Business Strategies, Vol. 19, No. 2, pp. 115-139.
Caligiuri P., Lepak D. and Bonache J. (2010). Global Dimensions of Human Resources Management: Managing the Global Workforce, Hoboken, NJ: John Wiley & Sons, Inc.
Creative Ways To Give Employee Recognition. (2011). [video] CommLab India.
Darling K., Arm J. and Gatlin R. (1997). “How to effectively reward employees”, Industrial Management, Vol. 39, No. 4, pp. 1-4. DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.
DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.
Gostick A. and Elton C. (2007). The Daily Carrot Principle: 365 Ways to Enhance Your Career and Life, New York: Simon & Schuster.
Keller J. M. (1999). “Motivational systems”, in: H. D. Stolovitch & E. J. Keeps (Eds.), Handbook of Human Performance Technology (2nd ed.), San Francisco: Jossey-Bass/Pfeiffer, pp. 373-394.
R, H. (2019). 7 Awesome Methods for Employee Recognition. [online] The 6Q Blog. Available at: https://inside.6q.io/7-awesome-methods-for-employee-recognition/ [Accessed 26 Sep. 2019].
University of Iowa (2009). “Reward & recognition”, available online at: http://research.uiowa.edu/pimgr/?get=reward.
Allen R. and Helms M. (2002). “Employee perceptions of relationships between strategy rewards and organizational performance”, Journal of Business Strategies, Vol. 19, No. 2, pp. 115-139.
Caligiuri P., Lepak D. and Bonache J. (2010). Global Dimensions of Human Resources Management: Managing the Global Workforce, Hoboken, NJ: John Wiley & Sons, Inc.
Creative Ways To Give Employee Recognition. (2011). [video] CommLab India.
Darling K., Arm J. and Gatlin R. (1997). “How to effectively reward employees”, Industrial Management, Vol. 39, No. 4, pp. 1-4. DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.
DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.
Gostick A. and Elton C. (2007). The Daily Carrot Principle: 365 Ways to Enhance Your Career and Life, New York: Simon & Schuster.
Keller J. M. (1999). “Motivational systems”, in: H. D. Stolovitch & E. J. Keeps (Eds.), Handbook of Human Performance Technology (2nd ed.), San Francisco: Jossey-Bass/Pfeiffer, pp. 373-394.
R, H. (2019). 7 Awesome Methods for Employee Recognition. [online] The 6Q Blog. Available at: https://inside.6q.io/7-awesome-methods-for-employee-recognition/ [Accessed 26 Sep. 2019].
University of Iowa (2009). “Reward & recognition”, available online at: http://research.uiowa.edu/pimgr/?get=reward.
There are two aspects to employee recognition. The first aspect is the opportunity to see, recognize or be aware of someone. If you don't have an accepted mindset, you can easily miss many of these opportunities. This happens often. Of course, another aspect of employee recognition is to do something to praise and recognize the good work of employees(Harison, 2010).
ReplyDeleteThank you Sahan, in return to the employees handwork, the employer pays a reward or a benefit whis is the most expected thing in an organisation (Agarwal, 1998).
DeleteIt is true that recognizing the commitment and the ability of the employees are important in the process of engaging them on achieving the organizational goals and objectives. You have clearly identified how those employees need to be recognized and the methods that can be used in recognizing their commitment and abilities in driving towards the success of the organization. 100% agreed that recognizing or accepting of an employee’s hard word doesn’t necessarily have to be of monetary value.
ReplyDeleteHi Yohan, thank you for the comment. (Lewis, 2013) the effective ways of appreciating an employee is through praise and and recognition.
DeleteHi Shakir, in addition to the points you have mentioned about recognizing employees, Clarke (2019) states that encouraging collaboration, mentoring employees and showing gratitude are all proven methods of further improving employee engagement in the workplace.
ReplyDeleteThank you Jehan, recognition and complements from the hierarchy to customer helps an employee feel more satisfied (Agarwal,
Delete1998).
Hi Shakir, Agreed and I would like to add more benefits which employers get from employee engagement. Satisfied & happy employees create loyal customers to the business (Robertson-Smith and Markwick 2009). As well as higher Employee Satisfaction, Higher Retention and Lower Turnover,Higher Productivity, Increased Profitability,Less Absenteeism can be identified as benefits from employee engagement.
ReplyDeleteThank you Sithari, that is right, according to (Jackson, 1981 & Stear, 1991) the turnover of the organisation gets affected when employees are not happy and not engaged with their work.
DeleteAgreed on the article, Non-monetary reward are good tools to motivate employee as you mentioned. According to (Yousaf et al., 2014) Monetary recognition is also known as a well-structured system to rewarding employee to motivate, Examples for financial rewarding methods are Good bonus pay, Fair salary payment, Providing transport and paid vacation.
ReplyDeleteHi Nayani, thank you for the comments. Adding more to your comments, progression in career, training and development and a challenging work are few things an employee expects as a way of recognition from the employer (Aktar et al., 2012).
DeleteHi Shakir, Agreed would like to summarize some of the benefits include, for example, increased productivity, a sense of teamwork, commitment to the company, employees being better brand ambassadors, a high level of creativity, a higher level of loyalty and commitment to the values and objectives of the organization (Cook 2008).
ReplyDeleteThank you Indika, according to (Robinson et al. 2005) there are three points of engagement which are feeling valued, job satisfaction and being involved.
DeleteGood blog overall adding to it, effective communication on clear and shared values with promoting timely recognition which are key roles played by the manager (Sinclair et al., 2008), therefore, based on the work done by the employee It is important highlight they are valued and appreciated (Robertson-Smith and Carl Markwick, 2009).
ReplyDeleteThank you Mizni, many employers have introduced many ways to reward employees so they would feel energised to work (Fairbank & William 2001; Van Dijk & Van den Ende, 2002).
ReplyDeleteYou have covered a significant amount of benefits of employee engagement and recognition. I would like to add more to it as below. Markwick (2009), has mentioned that only a happy and satisfied employee of an organization has the ability to create their customers happy at the end of the day.
ReplyDeleteEmployee engagement is expected to have a direct impact on improving job performance which is a prerequisite for organizational revenue. Work-specific energy and determination engagement helps employees maximize their work potential (Gruman and Saks, 2011).
ReplyDeleteAgreed, engaged employees contribute to the economic health of their organization in ways that other employees do not. Employees who are engaged are more likely to stay with their organization, reducing overall turnover and the costs associated with it. They feel a stronger bond to their organization’s mission and purpose, making them more effective brand ambassadors. They build stronger relationships with customers, helping their company increase sales and profitability (Cummins, 2014).
ReplyDeleteHi Shakir, valid points on benefits of employee engagements.
ReplyDeleteAccording to Nguwi (2014), companies have failed to take advantage of the benefits of employee engagement often stating that “now is not the time to deal with those things, we must focus on more pertinent operations issues.” This is an ill-advised decision as research has shown that employee engagement is at the heart of business recovery and growth.
Wonderful article.
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Nice article
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