Do you remember the last time someone at your office made you feel appreciated? A simple ‘thank you’ could work wonders. Gallup has found that employees who receive great recognition are 20 times as likely to be engaged as those who receive poor recognition.
Meaningful appreciation is not just about giving an award once a year. In the fast-paced working environment, people need to know that their work matters. It does not matter if someone is just helping the client or resolving an issue, their effort has to be acknowledged.
Here are some ways your London business can improve employee recognition.
Describe What They Did Right
‘Good job!’ is always appreciated but it feels a bit impersonal. Instead, focus on the specific aspect of their performance that you liked. Perhaps they managed to resolve a particular client problem well, or maybe they helped a coworker meet the deadline for an important assignment.
Giving specifics shows that you know what happened exactly. For instance, saying something like, ‘The way you handled that client issue kept the project from falling behind’ feels much better than a phrase like ‘Well done.’
Offer Them a Gift with Significance
Recognition does not necessarily have to be financial. A significant prize, meaningful souvenir, experience, or some other gift can give an accomplishment lasting significance.
If in doubt, the Awards.com recognition playbook offers ideas for giving meaningful recognition instead of just randomly handing out generic awards. The key is to put effort into it.
Make It Personal
Some people might not appreciate being recognized in front of their colleagues. Some would enjoy receiving an award during a team meeting, while others would rather have a personal note from their boss.
The best recognition takes the personality of the employee into account. If you have been working with an employee long enough to be able to choose the right method of recognition, consider it.
Don’t Wait Six Months to Say Thank You
Timing is Important. If somebody did something wonderful today, do not wait until an annual meeting to acknowledge it. Recognition is more impactful when done soon after the accomplishment.
A short note after a great presentation or brief conversation after someone handles a complicated situation may be sufficient. It doesn’t need to be something elaborate. All that a person might need to hear is that someone noticed what they have done.
Encourage Peer Recognition in the Workplace
While managers might notice good work, colleagues have exceptional insight into their peers’ work. Employees can point out who contributed to project completion, and who offered help to the distressed coworker, whereas corporate managers might be oblivious to these small actions.
Therefore, it is reasonable to create an environment where teammates could appreciate one another. You might need to employ a simple peer-recognition system, or add an appreciation section in your internal communications.
Acknowledge Progress, Not Just Big Achievements
Sometimes, the biggest win isn’t hitting a massive target. It’s seeing someone make real progress. Maybe an employee has become more confident presenting to clients, perhaps they have acquired a new skill, or accepted a duty that was previously unfamiliar to them.
Acknowledging progress lets employees see that development is valued. It also brings about a working environment where people feel confident to learn and make mistakes.
Tie Recognition to Your Company’s Values
Recognition is enhanced when it has a cause behind it. If your organization holds teamwork as a core value, then somebody who united different people to solve a problem should be recognized.
Similarly, an employee who readily supports the company’s clients should receive recognition if efficient customer service is important to the company. If innovation is an important value in your organization, recognize an employee who questioned an obsolete tradition. This does more than make people feel good. It reinforces the behaviors your business actually wants to see.
Do Not make it a Popularity Contest
There is nothing worse than a recognition program where a few people seem to win everything. Soon, other people begin to notice nothing.
Instead of a single ‘Employee of the Month’ who keeps on winning the title, consider all possible ways in which other employees contribute to the organization. Recognize the employees’ contribution to collaboration, creativity, leadership, customer service, mentoring, problem-solving, or their work behind the scenes.
Assist Managers In Improving Recognition Skills
Even the finest recognition program is useless if managers don’t implement it correctly. Managers should learn to say specific and heartfelt praise, instead of generic phrases.
They should also know that recognition is not for annual performance appraisals. Managers who are regularly aware of good performance can make it seem normal to show appreciation.
In order for recognition to be part of your culture, you should incorporate appreciation into the daily discussions with your team members. Recognition can be a simple ‘thank you’ said at the end of the meeting, a congratulations message, or a manager’s call to check on people who are handling some demanding task.
Integrate Appreciation into Your Culture
Recognizing employees meaningfully does not necessarily require organizing extravagant gatherings or awarding huge prizes. It may entail simply observing people in your workplace.
For instance, you may notice who helped whom, celebrate a new supervisor, or appreciate the efforts of employees who have been doing extraordinary work. In London, where companies experience heavy workloads and are constantly busy, sincere recognition will create a bond between employees and their work.
