Imagine this: An employee Mr. ABC comes to work. It is his 15th anniversary. He finds a note from the manager recognizing his anniversary. But the note does not talk anything about the appreciation for the work done in the last 15 years or a simple congratulatory note for that matter. This annoys Mr. ABC. So, the point is organizations should have well-thought employee rewards and recognition programs. It should not be just another task for the managers. Managers should acknowledge employee achievements or successes. Managers should not struggle to value and notice the contribution of their employees. Most managers feel this is a very difficult task whereas the employees think vice-a-versa. Today, we will look at ways to make employee recognition more meaningful:
Communicate regularly
Managers often feel talking to employees regularly will affect their productivity. But in fact, this is the best way to be connected to your team and make them feel recognized. Things like a simple “Good Morning” or “Hello” from the reporting manager can be as relevant as a reward. Managers should plan regular meetings with the team to hear it from them about what they are doing. Managers should stay connected to them and make them feel “known”
Share fair feedback
Employees want to know about both the things – what they are doing good as well as where can they improve. Employees expect feedback that is motivational and focused on their development. Feedback needs to be balanced as well. If it is always positive, then employees need to know what can be done for further development. If the feedback is negative, then employees will get discouraged. So there always must be a balanced feedback mechanism though which they know about the areas of improvement as well as their development opportunities are identified.
Focus On improvement opportunities
As a part of rewards and recognition schemes focus on their development opportunities. Employees want to know what the future holds for them in your organization. They want to know if their personal goals are aligned with the organization’s goals. When the reporting managers miss considering this, then the employee feels that they are not appreciated.
At times offer flexibility
Sometimes after late hours in the office when working for a project to meet deadlines, give them the flexibility to come in late the next day. This is just one example. Small things like this make them feel that their efforts are being noticed and appreciated.
Reporting managers should make it a ritual to spend time with their teams and share with them about their contributions to the success and growth of the organization. This can be done to say 15 minutes once a week. These are just a few ways to make employee recognition more meaningful. They are countless ways and means to do the same. The idea is not to create a monotonous system to employee recognition, but it is about giving appreciation to the employees in a way that feels real and genuine to them. You can start by expressing gratefulness to those around you. See, how a small thing can make such a huge difference.
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