Building a Culture of Employee Recognition: Employee recognition isn’t a new concept, but there is an art to it!

Lower Turnover Rate

We know that statistically employee recognition programs are an integral part of employee retention and company success. In fact, organizations with successful recognition programs had a 31% lower voluntary turnover rate. Your employees don’t just play a role in your company’s success, they are the reason you are successful! Creating a culture of recognition is more than just a program, it’s something that is rooted in the company and is embraced by everyone. It’s a belief in recognizing people for their contribution on a regular basis…not just during a performance review. So the question remains, how can your company create a culture of recognition?Watch movie online The Transporter Refueled (2015)?

Here are 5 ways to change your office culture.

  1. Create a Recognition Plan. Work with your employees to develop a recognition program. Survey your staff to see what motivates them and use their ideas to build your program. A successful recognition culture provides an environment where people feel valued because the company understands what is important to them.
  2. Sell the idea. Company leadership sets the tone. Any culture shift must have senior staff support. If commitment, passion, and follow-through are missing, your employees will notice. Leadership needs to participate; be excited and creative; and encourage participation at all levels. Leadership can’t just show verbal support, they must show behavioral support. It really does takes everyone getting involved—from the CEO down to the receptionist.
  3. Peer-to-Peer Recognition. Level the playing field and encourage employees to be equal contributors. Letting managers, supervisors and teammates recognize each other is key to success. This can look like a whiteboard in the hallway where employees can write about a coworker’s contribution; thank you cards from supervisors or clients displayed in offices; or recognition during staff or team meetings. When everyone is engaged and involved in the process it will take root and you will see an increase in performance. In a survey, we saw 41% of companies that used peer-to-peer recognition saw a marked positive increase in their customer satisfaction.
  4. Celebrate the Wins, Even the Small Ones. Imagine going to a professional basketball game with a crowd that didn’t cheer when their team made a basket. If you don’t celebrate the wins, it’s easy to go from one success to the other without ever feeling like you’ve been successful.
  5. Be Consistent. Consistency is the difference between failure and success. As you implement your company’s recognition program, your leadership will serve as a model for how your staff will respond. Be an active participant and be consistent. After six months, re-evaluate and make changes as needed but at least give it six months.

Building an employee recognition culture is more than just saying thank you. It’s about building a relationship with your employees to where they feel comfortable and care enough to share what really matters at their workplace. Lead out and be an example you will see a change! Remember, keep it fun and let your employees take ownership in the process.

Sources:
Berrett-Koehler Publishers, 2003, Make Their Day! Employee Recognition That Works, Cindy Ventrice.
Bersin by Deloitte, The State of Employee Recognition, 2012
SHRM/Globoforce Employee Recognition Survey, 2012
Forbes, Does Your Company Culture Attract Rockstar Talent?, Brock Blake, 2013
American Express Open Forum, Creating a Recognition-Based Culture, Alexandra Levit, 2012
Inc., Power of Consistency: 5 Rules, Eric Holtzclaw

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