Getting recognition right can have significant impacts on a number of areas, allowing you to:
- Engage your employees with business objectives, culture and values;
- Promote employee wellbeing; and
- Improve your employee and business performance.
It is often assumed that getting it right requires significant financial investment, however this is not true.
Non-financial forms such as thoughtful and well-timed ‘thank yous’ can be just as effective in recognising employee contributions. Often the gestures behind recognition are perceived as being more important by employees than the financial value of the reward.
In fact, many of the most effective forms of recognition have been the spontaneous acts from individuals, but these are the stories that clients have been almost embarrassed to share.
It is important that recognition is timely, action-specific, and authentic.
Recognition should balance the ‘little and often’ rewards, and the bigger gestures which recognise high-profile achievements. At QCG we help you develop a tailored and effective scheme, so you can:
- Identify the behaviours and actions you wish to reward, whilst in line with the organisational values, culture and strategy;
- Discover what is currently working across the organisation and building on it, so allowing you to develop clear principles and high impact interventions;
- Involve employees in the design, implementation and operation of the recognition scheme;
- Engage senior leaders and management to secure buy-in and champion initiatives; and
- Ensure appropriate moderation is in place so all employees have a consistent opportunity to be recognised.
Recognition tells employees you value their contribution, you want to communicate great performance across the organisation, and will commit to engaging them.