When creating an employee recognition program. It is important to understand what it ‘is’ and what it ‘isn’t.
What recognition isn’t
Recognition is not compensation, nor ‘at risk compensation’ – it is not about incentives or bonuses tied to performance goals. If your base salaries are below average and your people don’t believe they are paid fairly for their contribution, recognition won’t change that.
What recognition is
It is an acknowledgement of contribution and the impact that contribution is having. Recognition is about reinforcing the right behaviours with the positive experience of saying thank you for a job well done. The more frequently someone is recognised for the impact of their work, the more connected they feel to the vision and goals of your organisation.
Recognition can be peer to peer, top down, manager to team member. It can be automatically generated for anniversaries, length of service, or key dates. It can be for teams, individuals, group or company wide. It can even be self nominated – such as recognition for innovation suggestions or kicking goals.
When the concept of reward is added to recognition it introduces the feel good factor, validating that impact as something worth celebrating. Great rewards create stories within your organisation and amongst your employees networks, reinforcing your employer brand positively from the inside out.
Recognition is not compensation.
Recognition is about reinforcing the right behaviours.
It can be peer to peer, top down, manager to team member.
It can be for teams, individuals, groups or company wide.