Job recognition consists of showing interest, approval, and appreciation for a job well done.
Using effective recognition, it is possible to align the individual interests of workers with the culture and strategic objectives of the company.
Recognizing an employee who did an excellent job and exceeded his objectives should be rewarded and communicated to the rest of the organization.
This recognition can be done in several ways:
- Monetary incentives: they are generally implemented through a salary increase or as a bonus, although the monetary reward must be accompanied by other actions in order to not become something every day and loses the sense of incentive.
- Verbal acknowledgments and gestures: when made public, they are generally well-received by employees because in this way, their self-esteem rises, they feel respected by colleagues and superiors, and they feel that their efforts have not been in vain
- Personalize the advertising of achievements: Each employee’s preferences must be taken into account when publishing an award since not everyone likes to be praised in the same way. Some people like public recognition, and others prefer a private one.
- Generate internal communication for employees: it can be done by sending an internal email so that everyone knows the achievements of their colleagues.
- Publishing on social networks: after validating with each employee, some success stories can be published on the company’s social networks. With this, companies can also attract external talent.
- Schedule a celebration of appreciation: in “pandemic mode,” it’s possible to organize a virtual event to appreciate employee achievements.
- Use regular meetings: start using a culture of “thank you” during the team meetings.
- Recognize seniority: it can be done, for example, when an employee turns 5 or 10 years in the company, to thank them for their loyalty through a gift or incentive.
- Promote recognition from any position: the recognition of any collaborator regardless of their role within the structure is important so that recognition is not only for leaders and managers.
- Reward good ideas: it is important to listen to, value and reward good ideas, future projects that, although not yet real, can be useful later.
- Rewarding productive failures: in the face of a project that did not go as well as expected, but the effort of the employees was remarkable. They must also be recognized.
- Facilitate promotion: prioritize promotions within the hierarchy of the organization of an employee whose loyalty to the company and seniority are valuable.
Job recognition is considered a practice at a strategic level that helps create positive changes within an organization. That is why managers and leaders are responsible for achieving a high degree of satisfaction and motivation in workers to achieve high levels of competitiveness, profitability and business productivity. In this way, workers will know that the company helps them meet their professional and personal goals.
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