Recognition: Are You Using This Powerful Tool to Connect People and Performance?

It has been ignored, discounted, tolerated and delegated. It’s the most common thing to get lip service to attract employees and then to get cut to drive short-term financial results. Everyone wants it to work but few put forth the effort to make it more effective. It’s strategic recognition and reward and it’s the single best way to communicate what’s important for organizational success.

A nationwide poll of full time employees revealed that 55% of employees agree or strongly agree that the quality of their company’s recognition efforts impacts their job performance. Further, the poll asked employees who stated they were completely satisfied with their company’s employee recognition programs how they felt about other aspects of their jobs. The study found that these employees were 11 times more likely to be completely satisfied with their jobs than those who are not completely satisfied with their employee recognition programs , seven times more likely to spend the rest of their careers with their present company more likely to strongly endorse their company as a great place to work , six times more likely to invest money in their company if they could an five times more likely to feel highly valued at their job.

These factors are all strong indicators of employee engagement, which is shown to impact customer satisfaction and loyalty. Yet, only 10% of employees in the poll strongly agreed that they were completely satisfied with their company’s employee recognition efforts. How can organizations get on the same page with their employees?

First, view employee recognition as an essential performance management and communications tool. To ensure your recognition and reward program is best equipped to deliver, include the essential elements to align and empower your programs. Second, don’t make assumptions when choosing rewards. With five generations in the workplace and more diversity than ever before, don’t think that what you value will connect with everyone. And if you think cash is the answer to diversity, guess again. You’ll be giving up reward effectiveness, flexibility and the power to create a lasting connection between performance and reward, and between your company and your employees. A 2007 study conducted by Scott A. Jeffrey, PhD of the University of Waterloo found that the use of tangible rewards are linked to increased employee commitment to the organization because they create a vivid and lasting memory and goodwill. It’s a connection you can’t make with cash.

So are people really that different when it comes to rewards? A 2007 nationwide study uncovered in how people like to be and don’t like to be recognized and rewarded. Working with recognition and reward experts to align your efforts and address your unique workforce’s needs is worth the effort.

Finally, if you want your organization to take recognition and reward seriously, invest in yourself and learn the science and art of recognition. Recognition Professionals International (www.recognition.org) offers practical and timely education on the strategic use of recognition. And take advantage of the free Education on the Go audio course and resources on reward and recognition offered online at www.worldatwork.org. Elevate the importance of recognition and reward in your organization by improving alignment and effectiveness to see better results for your company, your people and your customers.

Paula Godar is Director, Brand Communications for Maritz Motivation