One of the key things which determines how engaged your employees will be in their work is their psychological environment. When employees are surrounded by positivity they are far more likely to be productive and happy in their work (eg Albrecht and Marty, 2017).

Employee recognition can make a major contribution to employees’ attitudes to their jobs, their colleagues, and their leaders. Here are a few key tips that you might like to consider to optimise your staff recognition:

  • Make it peer based. It is far more effective to have a recognition system which is conferred by colleagues than by the boss. Leader awarded systems do work and they are valuable but peer recognition systems, if properly constructed, work better.
  • Make it instant – it is a really good idea to have an automated system which allows instant recognition of when somebody does a good, kind or helpful thing. One thing we know about rewards is that the closer they are to the positive act, the more likely it is that the positive act will be repeated.
  • Make it organisation wide. If you want to reduce silos having a process whereby you can recognise the performance of a colleague in another office is incredibly powerful.
  • Brand it. Developing a brand image for your employee recognition program, especially one which aligns with what your organisation stands for, can really add to its effectiveness. Get a representative group of employees together and get them to create the brand. This will also result in higher levels of engagement of the staff with the program.

For more information on this critical topic join me for our free webinar later this month. Click here to register.

Albrecht, S. L., & Marty, A. (2017). Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions. The International Journal of Human Resource Management, 1-25.

Andrew Marty
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