#TheEmployeeConnect

Rewards & Recognitions of the employees...!!!

Do you have an effective employee recognition program in place that can boost your employees performance?

An acknowledgment of a company's staff for "Met & Exceeded performance".

The goal of the employee recognition at workplace is to improve the behavior, practices, or activities that result in better performance that leads to positive business results.

Well, if you're thinking about cost-effectiveness, why not Write a thank-you note which not only show appreciation towards their hard-work , but also proves that we value the employee's contributions. I would say Written praise is a flexible method of recognition.

Also, in return for the hard-work that they do, we can also take some time out to Acknowledge, celebrate, and reward employees in that first year, and every year they work hard to contribute to your organization.

Don't you think this adds value to the employee-management bonding as well?

There is a major difference between "Reward" & "Recognition".

Rewards are usually something which you can feel, and experience. Rewards can also be of a specific amount. Recognition, on the other hand, is invisible priceless in terms of value. An individual can be recognised without giving a reward. However, a reward should never be given without giving recognition.

You can transfer rewards, unlike recognition which is non-transferable.Rewards are usually temporary in nature, and you can pass them off from one person to another. Recognition, on the other hand, is permanent in nature and you cannot take it away from one individual and pass it on to another.

Do you agree with me..???

Well, now - Rewards are impersonal while recognition is personal. Lets check it out....!!!

Based on the documented performance indicators, rewards have little human dimension, even when given to someone. Recognition, on the other hand, has a purely human connection, as it celebrates people for who they are and what they do. You can make rewards personal in nature by combining it with recognition.A Personal recognition also improves the bond between the leader and employee who is being recognized.

Why is that most of the employees feel their work is not being recognised???What do you think are the causes behind the same?

Your employees are your company’s most valuable resource, but many organisations still struggle to retain top talent. It is in the employers hand to create a motivating and effective work culture/environment for the employees who are the main asset of your business,your profits and every positive step in the business.

For all the employers who feel rewarding/Recognising employees efforts are a waste of time,money...The employers need to understand the fact ,they were employees too initially, and grew up subsiding different attitudes,facing challenges and mostly their hard-work towards their building their own career.

Having a Reward/Recognition program as a part of organizational culture doesn't serve the purpose.It needs to be effective,genuine and an honest recognition with no bias.

How about a holiday bonus?

The best practices for awarding holiday bonuses include offering a standard bonus or gift package and rewarding people for outstanding performance with special awards, extra cash bonuses, holiday gifts or recognition for yearly performance.

Check it out if this might interest your employees.

Can we magnify their Recognition..??

Why not...!!!

While verbal communication is clearly the most effective way to recognise employees, the best strategy is creating an organizational campaign,roll out a e-magazine,monthly newsletters which includes employee accomplishments and service recognitions.

Certain experiences & Facts:

The employee can be related to you,your friend,sibling,family friends,neighbours.That does not mean he should be rewarded irrespective of his/her performance.This demotivates other employees which leads no bad quality performance and Iteration.

Vice-Versa, at times it coincidentally happens that the employee rewarded/recognised is related to the manager/leader on the personal front.This should not the misunderstood by the employees thinking it as "Bias-factor".

Some employees don’t get the chance to excel because of the nature of their jobs. Employees who do their jobs well should be able to earn opportunities for expanded responsibilities and training for job advancement.

The management has to take the responsibility of helping the employee to learn and excel in whichever field he would want to pursue.

A successful Leader depends on how he treats his fellow employees with respect which can also be categorised as the Employee-Manager bonding.

I agree we all have had experiences with bad leadership.But i would say at times we need to pause thinking from our side for a while and think from the leaders prospective too.

Never jump into conclusions of a Bad Leadership.Leaders aren't bad.They are answerable to many other leaders in various departments sitting across the world.Few might be bad leaders.Agree...!!!but not all...!!!

Few leaders might be in the initial stage of learning the best practices to handle to team.

Experience and Accepting feedback(Positive/Negative) makes you a better person and eventually a best person.

So why not implement an Employee Recognition Program (without bias) and positive motivation which are the most powerful tools of best work culture and environment that also helps strengthen the employee-leadership bonding.

-Sushma C.