Connecting, and recognizing your employees can make a huge impact!
- Define What Should Be Recognized — What is recognition-worthy? Is it a certain level of revenue reached? Maybe it’s a certain number of quotes completed, or a high percentage of customer satisfaction. Making it clear and making it known, makes it happen right.
- Be Sincere — Effective recognition is sincere and enthusiastic. Be detailed and personal. And be human.
- Recognize in Public and Private — Be cognizant of different personality types. Public and Social Recognition can be very rewarding for some, and private recognition lends itself to frequency.
- Balance the Criticism — Separate positive feedback from suggestions for improvement, especially refrain from using the word “but.”
- When in Doubt, Ask! — Open communication is simple and essential. If it doesn’t motivate, it’s pointless.
- Equal Does Not Necessarily Mean Fair — If top performers are not recognized and rewarded with incentives that are appropriate for their efforts or accomplishment compared to a less deserving counterpart, they might not be as motivated to continue to deliver the desired goals. Or worse, they might take their talents elsewhere.
- Do Not Overdo It — Too much of a good thing is a bad thing. Overuse of recognition can dilute the meaning or diminish sincerity.
- Determine Appropriate Rewards — High Effort, High Reward. Offering disproportionate incentives might serve as de-motivators.
- Educate Employees on Your Recognition Efforts — Look at the bigger picture. When employees understand the importance and widespread use of recognition throughout their organization, they are more likely to be engaged in the initiative.
- Encourage Employees to Recognize One Another — The opportunities are endless. From physical recognition boards, announcements at meetings, or social recognition via an online platform, get employees involved in and sharing peer-to-peer recognition.
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