What can you achieve through the tool of appreciation at work?

Today’s global labor situations have led to heightened concerns for employees about job security, elevated stress levels and a diminishing sense of company loyalty. As a result, HR professionals are confronted by problems like low productivity, negative workplace attitudes, increased absenteeism and larger attrition rates in the workplace. This makes recognizing the tool of appreciation at work a critical necessity.

Using the Tool of appreciation at work

So, how can you motivate and retain employees with the scarcity of talented employees? As per research being recognized for a job well done is the top motivator of employee performance, even more than money.

Everyone is pushing their limits in contributing to the success of their organization, it is important to recognize their efforts. For a lot of people this recognition itself is a reward, much more than a pay packet at the end of the year. The easiest way to loose talented employees by demotivating them is to not recognize their efforts and accomplishments.

As managers, your recognition lets employees know that you care about creating an environment where people feel appreciated for their contributions and their accomplishments. Through recognition, you also build a culture that attracts and retains the best talent.

Most workplaces have a formal R&R (Rewards and Recognition) program in place. But as individuals and senior managers what are the key ways in which you can applaud the people you work with?

The best way is by understanding or having parameters on what should be recognized formally or informally. Recognition should be given formally and informally on a regular basis and face-to-face encounters, and is the basis for all other forms of recognition. There are 4 parameters that are critical for you to recognize.

As a manager how to use the tool of appreciation at work:

  1. Skills: As a manager, you can encourage team members by recognizing their specific skills and body of knowledge. For example, you can consult the team member by asking him/her for advice or ask someone to present on behalf of the team. When you see a particular attitude you like and would like to emulate, publicly commend the person whose attitude impressed you. Other people would pick it up to gain recognition.
  2. The quality of work: When something is done well, the team effort is acknowledged. But apart from that, as manager, acknowledge the quality of the job done, the ingenuity shown during the work process, the innovations that are suggested or the improvements that are continually made to a service. This is important so that your expectations on the levels of quality work are propagated in the team. If a particular employee has distinguished himself in the process reward him by offering an important assignment.
  3. Investment in work: There are often people in our team who are not doing outstanding work, but are the supporting backbone to the team processes. For such people, it is important to recognize their involvement and commitment to the work and team. It is important to recognize the quality and intensity of their efforts. It is important to honor contributions by other support staff like tech support and administration.
  4. Results: This is rather widespread across organization as it is a part of the more established and formal part of the recognition aspects of recognizing contributions by employees to strategic goals – in terms of usefulness, output, productivity or performance.

To be fully effective, recognition has to be regular and as often as possible. Studies say that people like to see recognition being given soon after the desired action or result. If an organization aims to introduce a culture of recognition, it will succeed only if such practices are part and parcel of the daily routine.

People are people and it’s a fact that people perform better when their work is recognized.



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