Ask Christi: Employee Recognition Solutions
June 19, 2008
Incentive problems on your mind? Incentive online columnist and recognition expert Christi L. Gibson has the answers.
By Christi L. Gibson
Dear Christi:
We have an employee recognition program for length of service at three, six, and 10 years. On the anniversary, we send flowers ($35 value) and a catalog for them to choose a gift ($50 to $250 based on years), which is presented by the CEO at either the winter or spring party. As the HR manager, I think what we do is elegant and classy, but the employees haven't been impressed, as many resignations have taken place shortly after. One complained that the CEO has been there for less time and he has a jet. Are we better off abandoning this program and just suggesting our employees be grateful for a paycheck? I feel like this has backfired and maybe we are better off spending on a charity, not our staff.
— Rachelle, St. Paul, MN
Dear Rachelle,
By making employees wait three years before recognizing them, there will be dissension and turnover. A singular award offering, such as your current length of service award program, will not create a culture of recognition within your organization. But don't give up on your staff. Instead give them the complete package and watch how they'll blossom. The complete package is a comprehensive recognition strategy that includes a three-dimensional approach promoting day-to-day, informal and formal recognition. Your length of service award program is a small part of this three-dimensional approach.
1. Day-to-day recognition encompasses a wide range of recognition that is frequent, ongoing, and informal. It may consist of intangible recognition, awards, celebrations or eligibility for awards or celebrations to recognize behaviors that support organizational goals and values. It may include thank you notes or forms that employees give to one another or verbal praise. All employees can participate in this recognition, supporting recognition up, down and across the organization.
2. Informal recognition singles out individuals or teams for progress toward milestones, achieving goals or projects completed. Celebrations may include low cost mementos or refreshments as a way to celebrate achievements or outstanding positive behavior. It is less structured than formal recognition and reaches a larger percentage of the employee population.
3. Formal recognition consists of a structured program with defined processes and criteria linked to organizational values and goals, a nomination and selection process, and an awards ceremony where employees receive public recognition and are presented with awards in a formal setting. Generally speaking, it is an annual program and only a small percentage of employees are recognized.
I would suggest your organization establish and maintain a recognition strategy that promotes employee recognition at all organizational levels and is fully documented. Each element of your program should be focused on identifying employee behaviors that advance the organization's goals and values, and recognizes and reinforces these behaviors.
Start by offering your employees a strong dose of day-to-day recognition. When your employees see your company's culture has truly changed, their behaviors will change also. By incorporating the three-dimensional approach and you'll see reduced turnover, increased productivity and profitability, in addition to a much more positive work environment. By the way, you are on the right track by offering "Years of Service' awards. The 2008 RPI Recognition Trends survey found nearly all companies surveyed have formal recognition programs that recognized Years of Service (86%).
Dear Christi:
We've been hearing through the grapevine our employees believe that more annual leave is the best way to say thanks. As an employee myself, I totally understand where they are coming from, but the senior exec team won't go along with this. Any ideas how I can keep both sides of the aisle motivated?
—Jerry, Oakland, MD
Dear Jerry,
Cut down the grapevine and begin measuring what your employees really want by hosting an employee satisfaction survey. Here are a few sample questions:
1. I know what is expected of me at work
2. I have the materials and equipment I need to do my work right
3. At work, I have the opportunity to do what I do best every day
4. In the last seven days, I have received recognition or praise for doing good work
5. I am able to maintain a healthy balance between my work and personal life
6. The mission or purpose of my organization makes me feel my job is important
Add questions specific to your above query, such as
• I wish to be recognized for a job well done:
i. Publicly (e.g. at a large awards ceremony)
ii. Privately (e.g. with only my immediate co-workers present)
iii. Other: specify
• When recognized, what type of item would you like to receive?
iv. Certificates/plaques
v. Cash
vi. Gift cards for products/item purchases
vii. Gift cards for services (e.g. spa treatments, car washes, etc.)
viii. Company logo merchandise
ix. Jewelry (e.g. watches, necklaces, lapel pins, bracelets, etc.)
x. Office accessories
xi. Household items
xii. Electronics (e.g. cameras, TV’s, stereos, etc.)
xiii. Travel
xiv. Additional annual leave (e.g. vacation days, personal days)
xv. Other: specify
Once you've compiled the results of your survey, meet with your senior executive team. These results are golden. hey allow your organization to address employee needs in a direct and effective manner.
INCENTIVE online columnist Christi L. Gibson is the executive director of Recognition Professionals International, formerly known as National Association for Employee Recognition (NAER). She writes Recognition @ Work for INCENTIVE Magazine and has also been published and quoted in newspapers and periodicals, and interviewed on both ABC and FOX News. She can be reached via e-mail at christi@recognition.org.
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