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Peter B. Grazier, author of the article, Starving for Recognition: Understanding
Recognition and the seven Recognition Do's and Don'ts, believes at times people have a
tendency to underestimate the importance of recognition. "We just don't seem to thank
people enough," he notes. "However, a few years ago, I came across a Harris Poll of
several thousand workers that asked, 'What 2 or 3 things do you want most in a job,' The
first three more frequent answers were: 1) a good salary; 2) Job security; 3) recognition
for a job well done.
Recognition is important because it sends a powerful message that the recipient is
important. It says the organization cares about good performance.
While recognition programs contribute to employee satisfaction, they also serve as company
communication tool that reinforces and rewards the direction of a company. According to
Susan M. Healthfield, About.com, "When you recognize people effectively, you reinforce
with your chosen means of recognition, the action and behaviors you most want to see
people repeat. An effective employee recognition system is simple, immediate and
powerfully reinforcing."
The most successful businesses or associations are the ones that have reward and
recognition programs in place to acknowledge excellence on a regular basis. Whether it's a
formal or informal program, studies show tangible awards - trophies, plaques, ribbons,
medals and other personalized items - have proven to be the most effective way to give
recognition, even better than money or gifts.
Historically, praise and recognition in the workplace have been handled from the
perspective of, "If you don't hear anything, assume you're doing a good job." In contrast
to this old industrial mindset, the new knowledge based worker relies and depends upon
praise and recognition as means of defining what is valued by the organization. Today,
praise and recognition are communication vehicles for what is deemed as important.
In the corporate world, recognition is used for one reason: to drive more business. While
it may sound mercenary to some, it's a reality. Corporations cannot service if they do not
make money. Shareholders demand it. Workers demand it. Suppliers demand it. And since
costs keep rising every year, and workers and shareholders want to be paid more every
year, the company must make more money every year. Thus, your employee recognition culture
must recognize people for doing their jobs a little better today than they did them
yesterday.
And while every company has its unique motives for affecting this behavior, incentives are
typically given to:
- Reach company or departmental goals or objectives
- Recognize outstanding achievements
- Boost morale
- Increase productivity and profit margins
- Increase profits an drive more business; and / or
- Keep good employees
If you have recognition programs that do not lead to fulfillment of the company's goals,
they should be reevaluated, and fast.
Gostick and Elton, Managing with Carrots
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