Do you take the time to recognize employees who create value, act in the best interests of your organization, and help other employees succeed? Or are you too focused on addressing the latest issue a poor-performing employee caused?
Addressing employee job-related performance and behavior issues is important. Employees who excel at their responsibilities expect you not to allow someone else’s inferior performance to continue.
However, regularly recognizing your best employees will help you retain them. What employee contributions do you value? Do you know how each employee would like to be recognized? Do you recognize each employee as often as they wish to be recognized?
Look for opportunities to reinforce positive employee performance and behavior. Make a commitment to recognize one employee each day for a specific business contribution and how it helps the organization. Track your own performance in meeting this daily recognition commitment. In-person visits, emails, and handwritten cards can be remarkably effective recognition methods, depending on your specific business operations. Multi-shift operations may need some creativity, or you can simply walk the operations floor and recognize people.
The following are some examples I have encountered of unique and effective ways managers have recognized their employees and top performers:
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An organization’s annual March pay increase budget was allocated based on employee performance but fell short in specific employee situations. Superstar employee compensation was reviewed off-cycle in August to determine if the employees were well compensated for their extraordinary performance. In one instance, an employee who produced 130% above job expectations gave their two-week notice while their off-cycle increase was in the three-week review and approval process. They were told about the planned pay increase and decided to stay since their contribution was already being recognized.
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In a monthly staff meeting, the senior manager tossed a really ugly stuffed toy at a team member and congratulated them for receiving the department mascot award. The manager went on to describe the remarkable behavior the employee exhibited in a challenging situation. Then, the manager told the employee they have to pass the award on to another team member next month and describe why that employee deserves the monthly department mascot award.
Saying, “Thank you, I like the way you did (give specific details),” and looking for situations to recognize actions and achievements are sincere, low-cost methods. Find recognition methods that work for you, your employees, and your organization.
Looking for more ideas to recognize your best employees? Connect with other Employers Council members on our community page in Member Central or contact one of our HR consultants. These previous articles also offer ideas:
Armand LaCasse is a human resources consultant for Employers Council.