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This guide covers inauthentic employee recognition.
Engaged workers stay with their employer.
Employee recognition is an essential part of any organization’s employee engagement and retention strategy. But watch out for phony employee recognition.According to Gallup “Engaged workers are more likely to stay with their employer.” Recognition helps to create a positive work environment by introducing a bit of fun to the workplace and by building morale.Not all recognition is appropriate. It can sometimes feel fake or empty. Sometimes it can feel forced and like phony employee recognition.Gift cards · Prepaid cards · Direct payments · Merchandise · Charity · Swag
Let’s take a look at what may make recognition phony and how you can avoid it by focusing on genuine, inclusive as well as incentive-based appreciation.
“Engaged workers also are more likely to stay with their employers. In high-turnover organizations, highly engaged business units achieve an 18% difference in turnover. In low-turnover organizations, the gains are even more dramatic: Highly engaged business units achieve a 43% difference in turnover…”
— Gallup Workplace: Employee Engagement vs. Employee Satisfaction and Organizational Culture
Employee Engagement vs. Employee Satisfaction and Organizational Culture Gallup Workplace
Just having a recognition event once. For example, you can’t just have a single pizza party for the entire year. Pizza parties are great, but a single one gets employees focused on how cheap it seems and is considered phony employee recognition. A regular pizza party in a series of weekly, monthly or quarterly recognition gatherings is much more effective.
It’s great to thank everyone for their hard work and dedication, but it pays to be specific. Don’t just give out generalized, generic thanks. Instead of thanking everyone for their hard work, be specific. “We achieved our quarterly growth target, so let’s celebrate!” Single out a few folks deserving of special recognition and be specific about their achievements.
Everybody loves a small gift! But be careful not to just give out the same small, impersonal rewards to everyone, like a branded T-shirt or a branded pen. Sure, these can be appropriate and appreciated, but not if it’s the only incentive gift you will give out in a year.
Merely mentioning someone’s name in a meeting or an email without providing the full details and context about their achievements is a wasted opportunity.
Rote awards like “Employee of the Month” quickly become inauthentic and routine. When awards become too routine, they lose impact and are perceived as just another box to check. It’s far better to find reasons to acknowledge employees for specific achievements and contributions.
When employees feel appreciated, they are more likely to stay motivated and productive.
Genuine recognition can make employees feel happier and more satisfied with their jobs.
When recognition is sincere, it can improve relationships and teamwork among employees.
Creating a positive and supportive work environment where individuals feel valued and respected can significantly improve morale.
Employees who feel valued are less likely to leave the company, reducing turnover rates.
Financial rewards can be a strong motivator. Consider giving bonuses or raises based on performance.
While generic gift cards can feel impersonal, choosing ones that align with the employee’s interests can make them more meaningful. For example, a gift card to a favorite restaurant or store.
Offering extra vacation days or allowing flexible work hours can be a highly appreciated reward.
Investing in an employee’s future by paying for courses, workshops, or conferences can show that you value their growth and career development.
Consider giving personalized gifts that reflect the employee’s hobbies or interests. For example, if an employee loves coffee, a high-quality coffee maker or a subscription to a gourmet coffee service could be a thoughtful gift.
Use a mix of public and private recognition. Public recognition can boost an employee’s status among peers, while private recognition can feel more sincere and personal.
Schedule events and get-togethers, either in-person or remotely on a consistent basis, whether it’s monthly, quarterly, or at another interval that suits your team. It’s a good platform to use to add in a bit of recognition and praise when it is appropriate and earned.
When you recognize an employee or recognize a team, be as specific as possible about what they did well. Avoid just using generic praise like, “Great job.” Instead praise them for “excellent work leading the XYZ project and organizing the team to meet our deadline.”
Recognize an employee for their contribution as soon as possible after the achievement. Let everyone know you are paying attention and that you value their efforts in real-time.
Tailor your recognition to the individual. Some employees might appreciate public praise, while others might prefer a private note or a one-on-one conversation.
Make recognition a regular part of your routine. Regular feedback, both positive and constructive, helps employees understand that their work is always being noticed and appreciated.
Consider establishing a formal recognition program where employees can nominate peers for praise and be rewarded. Make sure the program is transparent, fair, and involves input from various levels within the organization.
Recognize and celebrate important milestones, such as work anniversaries, project completions, or personal achievements. This shows that you are paying attention to their journey and progress.
Use incentives along with your praise. Provide incentives that are meaningful and valuable to your employees. Avoid phony employee recognition.
Unclaimed rewards returned, always. Build a complete project in the campaign builder with your logo, your recipients, and your incentive selections, then send. Related reading: automated employee recognition, employee anniversary recognition.
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