Managers are Key for Successful Employee Recognition
If you have a job in today’s economy you’re quite thankful, but that doesn’t mean that you aren’t thinking about or looking for a position at another company. No, it is still important to keep employees engaged and to show that they are appreciated. Just because the economic environment of today is brutal does not mean that employees aren’t interviewing or considering changing employers.
An Employment Confidence Survey by Glassdoor.com found that 42 percent of respondents stated that they expect to leave their current job within 24 months. This should cause alarm to all companies and human resource professionals as this is a sign of what could cause a difficult employee retention challenge in the future.
A wise man once said that a company is only as strong as its weakest employee…I actually just said that and I borrowed and revised it from the old adage, “a chain is only as strong as its weakest link.” This is so true! As an employer, your greatest asset and competitive weapon is in your employees and the talent (natural and learned) that they bring to your organization. As such, recognition programs must first focus on managers and their ownership of recognition and retention practices.
With the goal of retaining talent now and as the economy recovers and more and more job opportunities become available, managers can help with company’s employee retention success by the following the 3 P’s of Employee Recognition Tactics.
This is important. Simply put, be punctual when recognizing. The most effective recognition is when the recognition is timely. Although managers should strive to be physically present when giving recognition, business travel and remote locations can make this difficult. Given these situations, a timely follow-up phone call or video conference should occur…email as the last resort (let’s face it…its impersonal).
All good intentions can be lost with one simple misspelling or mispronunciation. When publicly recognizing employees from a manager who doesn’t work with the employees on a day-to-day basis it is imperative for that manager to review and practice of first and last names, job titles, descriptions, purpose of recognition, etc. A botched presentation as a result to an employee means one thing – you didn’t take the time to get to know me, so how can you possibly care what I did. This will kill morale and motivation fast and create employee disengagement. As a manager, be sure to know who made a difference and whey and recognize!
The purpose of recognition is to recognize an individual for an achievement. Thus, recognize that employee and personalize the recognition to him/her. This can be done through the presentation materials as well as in the recognition presentation. If presenting to a group of people this can prove to be a bit more difficult, but when you have an opportunity to recognize individually, spend the time to put some thought into how the presentation will be made. Doing this can go a long way at building a great bond between a manager and employee and the bond of that employee with their employer.
In closing, when acknowledging look nice, offer a firm handshake, don’t just speak…praise the employee for their contributions! As a manager, you set the standards and provide the example for others to follow.
Additional resources and articles for recognition presentations can be found at: RecognitionPresentation.com
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