Employee Appreciation | Tips to note when creating your social recognition program strategy

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Employee Appreciation | Tips to note when creating your social recognition program strategy

colleagues

Employee Appreciation in silence when a colleague has impressed you helps no one.. It is time for HR to introduce  innovative people management solutions. A culture of recognition is embedded when peers and leaders of an organisation know how to appreciate each other’s contributions everyday – make recognition becomes an enabler of employee engagement.

 

create happy workplace

People are encouraged to repeat positive behaviours when they receive appreciation for their efforts of going an extra mile. After all, waiting for the end of year performance appraisals to tell your employees that they make a difference, without showing appreciation throughout the year can cause employee motivation to dwindle over time anyways.  One thing that I love more about social recognition is that in my personal capacity I observed that it  does work!

social recognition

. I can profess that I was one of those employees who was only interested in my own KPIs, not willing to waste time helping other people, in my mind that didn’t help me achieve my targets “you know what I mean”, and others around me were doing the same, very few would take the time to assist another. However, this all changed when the business introduced recognition that was linked to behaviours supporting corporate culture, moreover “collaboration”.

share something nice

People knew that my peers, stakeholders and leadership across the business could share something nice about them anytime, and others would see. Now if you take competitive spirit and combine it with people’s need for belonging and affirmation, you can realise that any competitive person will shift behaviour just simply to receive acknowledgement for everyone to see – seeing themselves on a team email, or hearing others thank one for contributing when they did not have to, is something every human being craves. For me, it was the beginning of personal change, I was more willing and sensitised to collaborate, I saw more people around me do the same. After all, who doesn’t want to be shown appreciation, really? This proves to say that non-monetary recognition is very powerful. Social recognition changes everything. People begin to make the time and effort to be involved and accessible to others. Tell me about the ripple effects that come with such practices- increased productivity, customer satisfaction, competitiveness, you name it.

belonging in the workplace

Digital platforms as you know are accessible beyond a working day, accessible on mobile apps, making it easier for employees to connect wherever they are. This is a new way of engaging in the workplace, it promotes a sense of camaraderie and belonging among the workforce within and across teams, especially when the program is set up within departments, and scaled organization wide but whatever it may be make sure that line managers are in the center of this game of recognition. Not to mention, the best thing is -with a digital platform you create history, visibility and impact -there is traceability and for sure can see themselves in company “history books” even when they are long gone- people will know of their good deed, this kind of like the your high school hall of fame, only this is better- it will appear on your peers mobiles and desktops – more people get involved. Maslow’s hierarchy implies that we all seek a sense of belonging as a need for us to feel satisfied around our environments, therefore our perceptions and self worth is tied around how we feel about ourselves and surrounding relationships. So yes, employers should be leveraging on this knowing….

Commitment to others is enhanced when we feel their appreciation, it is easier to want to please them. This means that promises are kept, trust builds and therefore our intention to stick around (retention), desire to  work harder (discretionary effort) and contribute to goals beyond our own (goal alignment) become magnified. Social recognition is an effective way of encouraging behavioural excellence in a working environment. Getting people in your business to talk about what they appreciate in their colleagues and direct reports.

Improved relationships between line managers and direct reports through ongoing acknowledgment of employee effort and good behaviours. Recognition becomes a critical vehicle in which feedback, communication and employee motivation is continually reinforced.

                               

 How do social recognition programs work?
Social recognition programs enable organisations to entrench a culture of recognition as an everyday practice, they provide digital platforms to manage employee recognition and everyday awards that fit organisational context and culture. The are some of the tips to note when creating your social recognition program strategy-Ask yourself these questions . What will enable your social recognition program’s success?

 


Faith : Director-Change and Employee Engagement For office support os@verve-employeez.com call 27832007998 or (27) 011 504 2237

Verve-Employeez Questionnaire : Take a pulse to test how well your current employee recognition program measures up against global best practices.


Point

Think about these questions when creating a social recognition program strategy

Recommended Actual
1 Is your recognition and rewards program company-wide?  15%
2 Is your program aligned to your current organizational goals and objectives?  15%
3 *Is your departmental program aligned to the organisational progran objectives?
4 Does your program have an executive sponsor endorsing it?  10%
5 Is your leadership team and line management involved in promoting the program and participation?  15%
6 Do you have a recognition and rewards system or tool that you have in place for  staff  recognition?  15%
7 Do you track your program’s participation across all your departments?  5%
8 Do you track your recognition program’s participation across job levels?  5%
9 Do you have a communication strategy and plan that is implemented consistently  to support your program?  10%
10 Do you measure your employee recognition effectiveness?  10%
Total Score  100%


♣ a recognition strategy review and realignment is necessary to support evolving business priorities as well as overall corporate objectives. Your recognition awards program will not fundamentally be focused on the same objectives year on year ♣

If you have read this far, do not forget to  give me feedback on the article- just write your comments below.

 


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