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.
- 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.
- 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.
- 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.
- 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.
- 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.
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