SMEs : Recognizing the Importance of Recognition in the Workplace

Recognition holds immense power as an engagement tool, and the best part is that it doesn't have to cost a dime. By intelligently implementing effective recognition mechanisms, employers can quickly boost morale and motivate their employees. It's important to note that recognition is a universal need across all genders and cultures, with the key lying in how it is delivered. But here's the problem: we aren't doing it well. Employee surveys consistently reveal that recognition is the most important motivating factor after pay and well-being. However, less than one in three American workers report receiving any praise from their supervisors in the last seven days. In the UK, even more employees feel their bosses could do more to appreciate them. Those who feel unrecognized are three times more likely to quit within a year.

The Art of Noticing and Recognizing Good Work

Before we delve into the skill of recognizing good work, we first need to address the importance of noticing it in the first place. Managers must be positioned to observe and acknowledge performance. Regular meetings with employees are not only beneficial for maintaining open communication but also provide an opportunity to understand and support their challenges. Simply assigning work to someone doesn't fully capture their overall contributions. They may be involved in other projects or facing conflicts that impact their time and efforts. One-on-one meetings allow managers to gain a comprehensive understanding of their employees' work. Furthermore, managers should actively seek feedback from colleagues and promote a culture that values individual performance recognition.

Practical Considerations for Effective Recognition

Recognition should be a daily practice that constantly receives attention and effort from people managers. Adding recognition to a manager's agenda is a wise step. Journals or daily activity logs can include sections dedicated to recent recognition efforts or reminders of the importance of regular recognition. It's crucial to acknowledge that every individual has unique preferences when it comes to receiving praise. To effectively recognize employees, managers should ask simple questions like "How do you prefer to be praised?" and "Do you prefer public or private recognition?" Managers should also inquire about the employee's ideal reward, whether it's chocolate, wine, flowers, or something else. However, this process isn't always straightforward due to factors like modesty. Therefore, managers should create an environment conducive to open discussions, such as using surveys and ensuring anonymity when necessary.

Five Key Elements of Effective Recognition

When recognizing employees, there are five essential elements to consider:

1. Provide context by highlighting the specific circumstances and challenges employees faced while going the extra mile.
2. Be specific by describing the actions and efforts made by employees in detail.
3. Illustrate the impact of their work and how it contributed to the overall success of the project or organization.
4. Reinforce their identity as valuable team members with a consistent reputation for high-quality work.
5. Congratulate employees genuinely for their exceptional contributions and express gratitude for their efforts.

Performance Reviews and Recognition: Avoiding the Pitfalls

Performance reviews can be an excellent opportunity for recognition when done right. Unfortunately, they often leave employees feeling demotivated due to poor execution or lack of training on the part of managers. Traditional performance reviews that focus on critiquing past performance can be problematic, especially when discussing examples from long ago that are unclear or forgotten. Many organizations are abandoning traditional performance reviews in favour of ongoing feedback and future-oriented discussions. LegalIsland, for instance, has replaced conventional performance reviews with regular one-on-one meetings focused on providing meaningful feedback and improving performance. Recognizing the need for a shift in approach, they conduct "Post-Victoriam" sessions to analyse successful events and acknowledge the efforts of team members.

Creating a Celebratory Culture

Recognition thrives in a celebratory culture, and organizations can foster such an environment by celebrating victories outside of formal meetings. This can involve small gestures like bringing in cakes or providing lunch on the company, as well as organizing social events during work hours. By recognizing and appreciating employees in a genuine and timely manner, companies can create a positive and motivating atmosphere.

Bonus HR Hack: Hosting a Christmas party that suits everyone can be challenging. At LegalIsland, they divide the party into two segments—afternoon office festivities with food, drinks, and silly games, followed by an evening portion at a central city location, where employees can choose to continue the celebration at a pub, restaurant, or nightclub

Creating a Celebratory Culture: Tips and Ideas

1. Connect celebrations to significant milestones such as new employees, profit achievements, or new branding, rather than focusing solely on longevity or years with a valued client.
2. Allocate a separate celebration budget to kickstart and drive new initiatives.
3. Ensure inclusivity by providing food and drink options that cater to everyone's dietary preferences, including non-drinkers, caffeine-free individuals, vegetarians, vegans, and those with gluten intolerance. Consult with suppliers to plan a menu that accommodates everyone.
4. Opt for team bonding activities that are new to all participants, ensuring that few people have already mastered the skills involved. Popular options include ten-pin bowling, clay pigeon shooting, cooking lessons, and escape room experiences. Some companies even combine team building with corporate social responsibility work, such as painting a fence, constructing a stone wall, or decorating a local charity shop together. Additionally, LegalIsland, at the end of each year, distributes specially printed "Top Banana" cards to staff members. Employees are encouraged to send their card to the person who has inspired them the most over the past 12 months, whether it's a supplier, customer, or even a shop assistant. This practice has several benefits:

• It highlights the significance of recognition within our company, creating ongoing discussions among employees.
• It fosters an understanding among staff members of the value of acknowledging others' work.
• It often generates valuable feedback that has a positive impact on everyone involved."

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The above content is from "Mastering Small Business Employee Engagement: 30 Quick Wins & HR Hacks from an IIP Platinum Employer" by Barry Phillips and Jayne Gallagher which is available from Amazon

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