Now, you’re in charge of others. Maybe you have your own company, you’re a CEO
of a large company, or you’re in charge of a department or a small work
crew. Doesn’t matter. You’re now faced with getting the most out of
others, and the concept of employee recognition or appreciation comes up. The idea alone makes you crazy. Employee appreciation. After all, employees are getting paid to do
their jobs. You think, “Why should you
have to gush all over them? Geez. Grow up, employees. This is the adult world. Not everyone gets a trophy for showing up to
work.”
Granted, it would be a lot easier if everyone could simply
show up, hit their marks, and know in their heart of hearts that they did a
good job . . . unless you say something to them. But that’s not the way the world works. Employees’ need to belong and to feel good
about themselves and that means they need you to recognize their efforts from
time to time.
Yes, some recognition programs miss the mark. They put too much emphasis on the token given
to the employee (a watch, a trophy, a bonus, etc.) than on the meaning and
sentiment behind the token. (How many of
you have commemorative service pins that you don’t want and don’t know what to
do with?) If a program stresses form
(getting something) over function (appreciation), then the recognition program
is the problem and needs to be revamped or dismantled altogether.
Here’s what we know about employee appreciation:
1. Performance is higher in groups where the
leader shows more encouragement. In
fact, a survey showed that 95% of those survey agreed with the statement, “I
get a lot of satisfaction knowing I've done a good job.” Kepner-Tregoe (1995)
This indicates that to get the best performance out of employees,
employees want and need to hear that you recognize their efforts and to know
that you were pleased with their work.
It doesn’t mean you have to throw a party or buy them expensive presents
each time they do something right. It
simply means you need to acknowledge the efforts. How about a simple thank you?
2. Teams with managers who were encouraging
and offered praise performed 31% better than teams that did not. Greenberg,
M. H., & Arakawa, D. (2006).
Again, recognizing efforts and telling employees that they are
doing well and that you appreciate their efforts is all that is needed. The research doesn’t say you need to spend a
ton of money making a big deal out of every success or breakthrough.
3. Deliberate and specific recognition/praise
is more motivating than money. Deci,
E. L. (1996)
When you show your appreciation, be deliberate in recognizing employees and be specific about what it was they did so well and why it mattered to the company. Don't say only, “Thank you.” Instead say, “Thanks for the long hours and hard work you put into the ABC project. Because of your efforts, we landed the account.”
So, as much as it irks you to recognize when employees get it
right, it can pay off big for them individually. Consequently, sincerely saying a specific “thank
you” will pay off big for your company, department, or work crew. It’s not the fancy recognition program you
design or the stuff you give people; it’s the recognition and appreciation,
stupid.
