Employee Recognition

May 17, 2010

Vijayakumar Kailasam
 Objective

– Employee Recognition
– How it influences the work?
– Employee Survey Pinpoints Recognition
– What’s most important in Recognition Program
– Ways to reinforce the recognition
– Conclusion
– Questions

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 Definition

It’s the timely, informal or formal acknowledgement

of a person’s or team’s behavior, effort or business
result that supports the organizations goals and
values, and which has clearly been beyond normal
expectations

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 Employee Recognition

It is limited in most organizations. Employees complain

about the lack of recognition regularly. Managers ask,
“Why should I recognize or thank him? He’s just doing
his job.”

These factors combine to create work places that fail

to provide recognition for employees.

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 Why is it important?

 Recognition is also a powerful means of

communication; it sends extremely positive signals to
the recipient and others who are aware of the
recognition act. Employee recognition is therefore a
communication technique to be encouraged by public
relations practitioners, who can play a key role in
influencing management to use recognition as a
performance enhancer in the workplace.

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 Why is it important? (con’t)

 Managers who prioritize employee recognition

understand the power of recognition. They know that
employee recognition is not just a nice thing to do for
people.

 It is a communication tool that reinforces and rewards

the most important outcomes people create for the
business.

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 How it influences the work?

When you recognize people effectively, you reinforce,

with your chosen means of recognition, the actions
and behaviors you most want to see people repeat.

An effective employee recognition system is simple,

immediate, and powerfully reinforcing. Employees feel
cared about and appreciated.

It may seem simplistic, but people who feel recognized

and cared about produce more and better work.
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 Employee Survey Pinpoints Recognition

• 97% of employees felt their “contribution was

acknowledged” after an “excellent” award
presentation.
• Only 39% of employees felt their “contribution was
acknowledged” after a “poor” award presentation.
• 93% of employees felt an “excellent” award
presentation “built commitment”
• Only 41% of employees felt stronger commitment to
their organization after a “poor” award presentation.

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 Survey on Recognition (con’t)

• Much of the impact of employee recognition lies in the

presentation. If an employee receives an award in the
mail or somebody flings it on the desk, the award will
have little meaning.
• A good presentation makes a lasting impact. It
demonstrates to the recipient and to other employees:
“Thanks. Here’s how you’ve done a great job…”

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 Survey on Recognition (con’t)

• Fifty-five percent of the respondents said that praise

and attention from their supervisor would make them
feel as if the company cared about them and their well-
being.
• As you might also expect, money, benefits, and events
such as company lunches ranked high, too. But
recognition from the supervisor ranked above all other
choices.

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 What’s most important in Recognition
Program

To Senior To Employees To Manager of

Management Program
IncreasesProductivity Satisfiesrecognition needs Includes efficient
Produces ROI Guarantees quality of award administration
Assures Efficiency Creates positive recognition Creates Pride & Pleases
experience Management
Excites employees

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 Ways to reinforce the Recognition

What’s the best way to recognize an employee for

work well done? The best formula for recognizing an
individual for their efforts is:

Thank the person by name.

Specifically state what was done that is being
recognized. Being specific is vital because it identifies
and reinforces the desired behavior.

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 Ways to reinforce the Recognition (con’t)

Explain how the behavior made you feel (assuming

you felt some pride or respect for their accomplishment).
Point out the value added to your team or organization
by the behavior.
Wherever possible, also point out the way in which the
behavior supports an organizational goal or objective.
This shows a direct connection between their work and
your organizational goals and objectives - a strategic
reinforcement.
Thank the person again by name for their contribution.

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 Ways to reinforce the Recognition (con’t)

 Write out the recognition

 Write a personal note to the employee
 Accompany the verbal recognition with a gift
 Everyone likes cash or the equivalent
 Present the recognition publicly

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 Recognition – in a SMART way

 Sincere
 Meaningful
 Adaptable
 Relevant
 Timely

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 Conclusion

A simple “Thank You” counts as employee recognition.

But, you can also make employee recognition as
elaborate as your imagination can conceive.

Recognition is not a scarce resource. You can’t use it

up or run out of it. No budget is too small to afford
employee recognition. For increased employee
satisfaction, bring on lots of employee recognition.

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 Q&A

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