Credit Where Credit is Due: Employee Recognition

Once again, #Tchat blew my mind last Wednesday as we discussed employee recognition.  Were managers giving too little recognition or ignoring employees? Were they giving too much that it seemed insincere? Did the recognition tap into what employees wanted and needed or did it make no difference in their engagement? There were so many questions surrounding this topic and all of the contributors provided some great input, advice, and examples.

Here are some little take-aways:

  • First off, know your employees: recognition is a great thing but it’s even greater when you know your employees will respond in the way you were intending. Each employee is different and, therefore, their needs are different. Make sure your recognition would be appreciated by them. (i.e. if someone is an introvert, don’t put them on the spot in large crowds).
  • Don’t get too crazy: we all love to be recognized for our hard work, but don’t go overboard. If you say thank you or get excited about EVERYTHING that EVERYONE does, it will start to lose its meaning. Make sure you keep it meaningful.
  • Show a little faith: sometimes companies don’t have the financial means to provide a compensation reward, and that’s perfectly fine. But there’s other ways you can reward your employees. For example, allow them to take on another project to build skills and learn. Show them you believe in their abilities to do well and have faith in them. This can go a long way.
  • Don’t shut out bad behavior: recognition doesn’t just mean positive praise. Sometimes you also need to recognize an employee for the bad, too. Don’t ignore them- help them! Ignoring these situations is just doing a disservice to them and your company. I’m sure they’d benefit from your recognition and help.
  • Keep it unique: make an effort to go beyond a generic recognition statement. Take notice of what your employees individually do for your company and show your appreciation for their unique efforts.

These little tips were just a few of the many great take-aways I gathered from the chat. You can find links below to the recap and full chat for more insight. In conclusion, remember that recognition can be a simple thing to increase morale, engagement, and efficiency. Sometimes, these things can be achieved with a simple “Thank you.”

If you enjoy topics like this, be sure to join #Tchat on Twitter, Wednesdays at 7pm EST.

More Links:

Employee Recognition Social Platform (and Photo Source): Work Simple – Contact Jocelyn Aucoin @JocelynAucoin for more details

#TChat Recap by Megan Burkett @MegBurkett

Storify of the Chat

Advertisements

Stretch Projects to Increase Development and Engagement

Recently, I came across something pretty inspiring. I learned that a department manager has taken the time to learn the individual needs and passions of each of her subordinates, regardless of how insanely busy she was in her own role. She regularly takes the time to speak to them one on one to learn what their career goals are, what skills they want to develop, and address any concerns. Although that is impressive in itself, she doesn’t stop there. She takes the time to find opportunities for her employees to develop the skills in order to work their way toward their personal and professional goals. Since she started doing this, the increase in engagement has been phenomenal.

If you are a manager that’s looking to increase engagement in your workplace, consider trying this:

  • Regularly schedule one-on-one talks with your employees in an open atmosphere.
  • Make sure you talk about your employees’ career goals so you can get a feel for what they’re looking to accomplish.
  • Discuss some of the tasks and skills they would like to develop.
  • Talk to other managers in your organization to learn of different tasks or projects they’d need assistance on.
  • Discuss these opportunities with your employee to see what they’d be interested in pursuing and what would be feasible for them to do on top of their current workload.

The extra work involved in this might seem overwhelming but the benefits are worth it:

  • Employees will feel more accountable and appreciative to have a chance to develop themselves.
  • Engagement and morale will increase.
  • Turnover may decrease because employees will feel like they have professional and career growth opportunities within the organization.
  • Employees will develop skills that can help them become more of an asset to your company.
  • Departments using the employees for their projects may be more efficient with the extra help.
  • Opportunities like this can allow departments to build a stronger bond and work better, cross-departmentally.
  • Employees can gradually work their way into a role or even determine if the role or career path fulfills their passions as much as their originally had assumed.
  • It can bring in new perspective and fresh ideas.

Sometimes extra training or promotion might not be feasible in your organization due to budget, financial, and hiring issues. But, in the interim, this could be a great way to keep your employees engaged and happy while working there. It promotes continuous learning and in a way they are truly passionate about. This can create a stronger and better workforce.

Photo Source