After writing a monthly column for over 30 years, sometimes when the deadline looms and topics remain elusive, I wonder if the time has come to hang it up. Then something happens. Like one afternoon when, after having finished a presentation, I was approached by a woman who said she’d read every one of my columns over the years. A mother of three daughters, she said the columns helped her “get through” the ups and downs of family life. I left the building energized to tackle the next month’s column.

A little recognition and positive feedback go a long way.

What IS employee recognition?

Did you feel good the last time your boss or co-worker said “Thank you”? Yes. That’s employee recognition at its most basic: Acknowledging an employee for their hard work, reaching a goal, or other contribution to the workplace. This type of communication can travel between manager and employee or between co-workers. It lets people know that their efforts are noticed and appreciated. (Emphasis on noticed. We can be so wrapped up in our own projects that we are oblivious to what others are doing.)

Connecting employee goals to organizational goals let’s workers know that their efforts help move the company forward. When recognized for a job well done, employees know their contributions benefited not only the team’s or department’s success, but the company’s as well.

Recognition needn’t always be tied to measurable goals. Sometimes, just by being who they are, a person makes a place more pleasant and productive. They can set the tone. Do you have people in your workplace that make your day go better just by being there? Let them know.

What it looks like

Recognition of employees can be anything from a casual “good job” to a full-blown rewards program. Small to midsize organizations may not have the funds to invest in employee-recognition platforms, though there are some less expensive ones designed with that market in mind. Some large employers can’t do without them. (“Put Recognition in Your Employees’ Hands” by Dave Zielinski offers some guidelines for evaluating vendors of these platforms.)

Don’t forget the small personal options. Saying “Thank you.” Letting someone know how what they are doing is making your job easier. Writing a short note of appreciation and leaving it on a coworker’s desk. Or leaving a favorite treat next to their coffee cup (That’s a double whammy. It shows you noticed what they like to snack on!) These cost nothing or close to it.

A few things to remember 

No matter if you use reward system software or rely on homegrown recognition programs, here are some things to keep in mind:

• Immediate feedback is best: The longer the time period between what is being recognized and when the recognition occurs, the less effective it is.
• Focusing on the positive, the strengths of your employees and co-workers makes giving immediate feedback easier (and makes you a more pleasant person to be around).
• Peer-to-peer recognition is more important than manager recognition.
• Connection of employee goals with organizational goals increases the impact of recognition.
• Awareness of how an employee wishes to be recognized is important. Some may like social/public recognition. Others prefer quieter, more private affirmation.

Why recognition in the workplace matters

Productivity

Experts are saying that employee recognition boosts not only people’s spirits but also company productivity. For example, a study from the University of Warwick found that happy employees are more productive at work, 12% more. Dr. Sgroi, one of the researchers said “The driving force seems to be that happier workers use the time they have more effectively, increasing the pace at which they can work without sacrificing quality.”

Retention

According to a 2018 survey completed jointly by the Society for Human Resource Management (SHRM) and Globoforce, retention and turnover have become the top workplace challenges faced by HR. Two thirds of organizations participating in the survey agreed that employee recognition increased retention, and 80% had an employee recognition program in place. An overwhelming number of respondents (over 82%) said these programs positively influenced the employee experience, relationships, engagement, and overall workplace culture.

How are you doing?

The same survey revealed that two-thirds of HR professionals thought their organization had a positive feedback environment, but concluded that many could do more. Take a look at how your organization handles recognition and feedback. Improvements can mean not only happier employees but also ones who want to stick around.