Feature
In Tough Times There is still one Fundamental Human Requirement — Recognition
Lizz Pellet, Fellow, Johns Hopkins University and CEO of EMERGE International
Revised - April 2, 2009
Receiving recognition for achievements is one of the most fundamental human requirements. Effective leaders know the importance of recognition and the role it plays in reinforcing the accomplishments of employees, ensuring there will be more of them. They are able to get the best out of people by:
- Setting high expectations for themselves and their employees
- Having the self-confidence to help employees achieve those expectations
- Linking employees' performance with recognition they receive
- Being creative relative to the modes of recognition
- Modeling a positive and hopeful outcome
Effective leaders tend not to give up on their people because they recognize doing so leads to them giving up on themselves. Through their belief system in people they set up the self-fulfilling prophecy that all employees no matter what role they play or how difficult the times are, they can achieve extraordinary results. They see how constant feedback and recognition help employees celebrate the small wins. In doing so employees feel proud of their accomplishments and desire to be the best they can be! They can then see the value in what they do. There is no better way to build commitment to action then to take the time to honor and recognize accomplishments and successes.
According to the Hudson Employment Index, workers still consider a competitive pay and benefits package to be indispensable, but employers need to offer more than that to keep employees satisfied and on the job. Nearly all of the employees surveyed (96 percent) rated a fair salary as very or somewhat important and 93 percent said the same for benefits. However, when relationships with their boss are less than optimal and when they do not feel valued or recognized for what they do, they are more than likely to look for a new job than when their salary and benefits are poor. This may not be the case in today's economic climate, jobs are scarce and employees (scared) staying put in many cases — just to stay employed. I do predict there will be a shift in attitude when we do start to see some economic recovery. As a society, intangible factors will become more important to employees. Employees are requiring they have not just a job but a purpose and to this end a new phrase is being introduced to the workplace. Employees are now being called 'purpose partners' a phrase coined by Jack Lannom author of People First. In his book Jack talks about the importance of honoring the human spirit. Jack has created a systemic approach to transforming organizations to be "people first" companies.
Employees are looking to be part of something. They are looking for a deep connection since many identify who they are by what they do. Often times their jobs define whom they are and if they do not feel a sense of pride as it relates to what they do; and, if they are not recognized for their contributions, they will begin to question their worth and their purpose. As organizations have a purpose/mission, so do individuals and when those two things are in alignment, balance is achieved and everyone benefits. Employees know when they come into work everyday they are making a difference. They are totally connected, focused and engaged. When this happens energy levels are high, productivity is up, communication is clear and frequent, and employees want to stay.
No one really wants to come to work and do a bad job. Employees become energized and engaged when they know they are part of something exciting and meaningful. They want to know they have made a difference and have added value. When this occurs their creative energies will flourish and you will be able to achieve extraordinary results.
New research on organization climate shows a powerful link between feelings and performance. Assessing customer service, productivity, and retention, finds 58% of the difference between low and high performance is predicted by five climate factors. One of those key factors is recognition. In high performing cultures recognition means more than money, and employees are appreciated in many different ways. According to the latest research, nearly nine out of ten companies offer some sort of recognition program for employees from informal programs (a simple thank you) to formal programs (such as service recognition or above and beyond performance programs). Companies are using everything from plaques to vacation packages, merchandise to spa certificates as a way to say 'nice job'. We are also seeing a trend in reward and recognition programs to include a "green" component. Companies are including public transportation passes and Hybrid car preferred parking. No matter what you have chosen as your way of recognizing employees ensure the intent behind it is pure and the programs are aligned with corporate values.
The economic world has changed, so maybe this would be a good time to revisit your recognition programs, not only for the cost saving factor, but to ensure they are in alignment with your strategic objectives on Retention. Ask yourself these questions.
- What is the intent of our recognition programs?
- Have we ever asked our employees what is most "valuable" to them?
- Are they being practiced across the entire organization?
- What metrics are we using to determine the perceived value of our programs?
- Is everyone being recognized or just a chosen few?
- Do our programs include both informal and formal practices?
For more information please visit us online at www.emergeinternational.com or contact us via email at info@emergeinternational.com
Lizz Pellet is the author of Getting Your Shift Together Making Sense of Organizational Culture and Change. Lizz has developed many validated assessment tools, including the Reward and Recognition Health Indicator. Lizz is a recognized national speaker on Employment Branding, Social Networking and Organizational Culture. She is a member of the National Speakers Association and has presented over 60 professional learning sessions, keynote address and educational webinars in the past two years. Her next book, The Cultural "Fit" Factor will be published by SHRM. June 2009. Follow her: http://www.twitter.com/lizzpellet
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