Different types of employee awards | Non Monetary Recognition

Different types of employee awards | Non Monetary Recognition

The different types of employee awards that would work for diverse groups in your business, include a mix of least monetary and non-monetary awards, a basket of both options is best. Recognition when adopted as an everyday practice, can easily change things in an organization. Having different types of non-monetary awards allows a flexible budget and scales the recognition awards programme to reach and benefit more employees.

Know Your Staff Recognition Preferences. 

There we go, no more excuses…A company of any size can appreciate and award employees using non monetary means  by finding top recognition ideas to appreciate employees to keep them motivated and engaged so as to drive higher business performance.

Know Your Staff Recognition Preferences.

How can you do this?

Establish what works for your staff. Determine what kind of appreciation gestures employees prefer to receive through surveys or focus group sessions within your projects, departments or organisation.

Why does it matter?

Get them to love working for your organization. What you want is to be able to motivate those employees that bring new ideas into conversations in the business to keep them coming.

It is important to note that recognition is a critical driver in promoting innovative behaviors, company values and shaping the right organisational culture.

Give credit to those that are willing to share or transfer knowledge and collaborate well.

To do this properly, pay attention to the different types of employee awards that staff across the business prefer to receive, preferences vary especially with various groups of people in different geographical areas, ages, job levels, etc. For example millennials and baby boomers appreciate different things.

Nowadays company culture audits focus on understanding employee experiences. Staff is asked about their perceptions of:

  1. Company products and services, whether they believe that is top notch or not
  2. The company they work for, whether they would recommend it as the best company work for
  3. The boss they report to, whether they would recommend their boss as “the boss” work for
  4. Resources and support,  whether they feel adequately  capable to succeed in their jobs

Other measures that are used to assess levels of engagement at work are:

Recognition – does the employee feel that the company appreciates those who go an extra mile over those who don’t?

Reward – does the employee feel that the employer applies rewards fairly based on people’s contribution across the board?

Leadership – does the employee feel that the leadership of the company live the values they preach?

Performance Management – the employee also get to say whether they clearly understand expectations against their role as well as how the outcomes of their work link to team and organisational goals?

Keeping your employee perceptions in check enables you to know how your employees feel about your company. You do not have to wait until they leave to ask them why are they leaving, when at that time you can do not much to keep them.

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