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For many, employee recognition is a distant expectation of receiving a plaque or certificate at some milestone in their career, typically associated with longevity within an organization.\u00a0\u00a0 According to Josh Bersin, a contributor for Forbes Magazine, 87% of recognition programs focus on tenure (New research unlocks the secret of employee recognition, n.d.).\u00a0 \u00a0He also found that the remaining 13% of organizations whose programs focused on accomplishments other than tenure experienced a 31% lower voluntary turnover rate (New research unlocks the secret of employee recognition, n.d.).\u00a0 These are organizations that focused on specific results and behavior.<\/p>\n
SAS is an example of a company whose recognition program has led to their continued success.\u00a0 They have been ranked on FORTUNE\u2019s 100 Best Companies to Work For\u00ae a number of times.\u00a0 They have taken the opportunity to honor the achievements of employees.\u00a0 They also encourage peer recognition which gives employees the opportunity to \u201csing the praises\u201d of their co-workers.\u00a0 This is often more validating than those which may come from management.\u00a0 Although they do have service awards, they are complemented by a host of additional programs which are specific to job duties and tasks (Best practices from best companies, part 3 of 3: employee recognition, n.d.).<\/p>\n
Kim Harrision, Consultant, Author, and Principal at Cutting Edge PR has identified a number of benefits and cost impacts associated with employee recognition (Employee recognition: why employee recognition is so important, n.d.).\u00a0\u00a0 She has stated that this behavior is essential to any organization which wants to be seen and known as an outstanding workplace.\u00a0 She also stresses the importance of an employer\u2019s commitment to be mindful of the work around them and to not overlook the trip for the destination.\u00a0\u00a0 That is, there are people doing \u201cgood work\u201d who may not be the ones who ultimately deliver the final results.\u00a0 She suggests that organizations with a focus on recognizing employees will experience the following benefits (Employee Recognition: Why employee recognition is so important, n.d.):<\/p>\n
I have worked with many\u00a0vendors and contract organizations and have seen a number of recognition programs. \u00a0Many of these have had a significant impact on the employee\u2019s morale and sense of belonging.\u00a0 One that has been most notable in the day and age of social media, is the recognition of employees on platforms such as Facebook and LinkedIn.\u00a0 Maslow\u2019s esteem level is satisfied when the accomplishments of employees are shared in a way that is not only seen within the organization, but also by those employees\u2019 friends, peers, and even family.\u00a0 Another program that I have seen which nourishes the same human desire is newsletters, via email, distributed to an organization\u2019s client base.\u00a0 This not only strengthens the employee, but also enhances the confidence of the client as to the qualifications of the employee.<\/p>\n
As a matter of fact, studies have shown that a lack of recognition constitutes the second-largest risk factor for psychological anguish in the workplace.\u00a0 Without it, employees are more likely to be less participative, less committed, and overall less productive in their job duties (Brun, 2008).\u00a0 Much of the impact of recognition symbolically builds bridges between the employee, their employer, and ultimately their perceived value in the organization.\u00a0 Noticeably, the value and anticipated results of recognition is exponentially more evident based upon the authenticity and personalization of its nature.<\/p>\n
There is not enough that can be said concerning the importance of employee recognition. No other singular program can have a more positive impact on: employee satisfaction and performance, the organization\u2019s cultural dynamics, team building and solidification, customer satisfaction, organizational psychodynamics, the organization\u2019s reputation to prospective employees, as well as the organization\u2019s bottom line.<\/p>\n
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References:<\/p>\n
Best practices from best companies, part 3 of 3: employee recognition. (n.d.). Retrieved July 30, 2016, from http:\/\/www.greatplacetowork.com\/events-and-insights\/blogs-and-news\/766-best-practices-from-the-2012-best-companies-part-3-of-3-employee-recognition#sthash.olMoSDwO.N6Fgy9B0.dpbs<\/p>\n
Brun, J., & Dugas, N. (2008). An analysis of employee recognition: Perspectives on human resources practices. International Journal Of Human Resource Management, 19(4), 716-730. doi:10.1080\/09585190801953723<\/p>\n
Employee recognition: Why employee recognition is so important. (n.d.). Retrieved July 30, 2016, from http:\/\/www.cuttingedgepr.com\/articles\/emprecog_so_important.asp<\/p>\n
New research unlocks the secret of employee recognition. (n.d.). Retrieved July 30, 2016, from http:\/\/www.forbes.com\/sites\/joshbersin\/2012\/06\/13\/new-research-unlocks-the-secret-of-employee-recognition\/2\/#4c20154493fa<\/p>\n","protected":false},"excerpt":{"rendered":"
For many, employee recognition is a distant expectation of receiving a plaque or certificate at some milestone in their career, typically associated with longevity within an organization.\u00a0\u00a0 According to Josh Bersin, a contributor for Forbes Magazine, 87% of recognition programs … Continue reading