These companies recognize employee performance best, report says

  1. Employee Recognition in the Workplace: The Why and How
  2. What is employee recognition?
  3. Why is employee recognition that important?
  4. Make employees happier
  5. Improve employee retention
  6. Cultivate a culture of self-improvement
  7. Boost morale
  8. The most effective ways to recognize employees
  9. Employee Appreciation Events/ Days
  10. Bonus/ Treats
  11. Employee recognition wall
  12. Creating a Culture of Recognition
  13. What is employee recognition?
  14. Why employee recognition matters
  15. How to create a meaningful employee recognition culture
  16. 1. Be specific, be relevant
  17. 2. Be timely
  18. 3. Recognition comes in many shapes and sizes
  19. 4. Little things go a long way
  20. 5. Connect to the bigger picture
  21. 1. Make it easy for managers to celebrate employees
  22. 2. Make recognition a red-alert event
  23. 3. Meaningful gestures of gratitude
  24. Do you know if your employees feel appreciated?
  25. Employee Recognition: Low Cost, High Impact
  26. Acknowledging the Individual
  27. Recognition From All Sides
  28. 6 Statistics Confirming Employee Recognition and Retention Are Related
  29. Employee Recognition and Retention Are Linked and These Statistics Prove It
  30. 1. 63% of employees who are recognized are very unly to look for a new job
  31. 2. 40% of employed Americans would put energy into their work if they were recognized more often
  32. 3. Employees promoted after three years have a 70% possibility of staying with your company
  33. 4. 52% of employees feel that their rewards strategy isn’t aligned to organizational goals
  34. 5. The lack of recognition and engagement is driving 44% of employees to switch jobs
  35. 6. Retention is a key objective for 60% of employee recognition programs
  36. Understanding the Value of Employee Recognition in 2020
  37. 10 Powerful Employee Recognition Stats
  38. 1. Disengaged employees make up half the workforce 
  39. 2. Don't wait until the end of the year 
  40. 3. Employee recognition fuels work energy 
  41. 4. Too many bosses forget to give thanks 
  42. 5. Most employees say they haven't been recognized this month 
  43. 6. Build morale the simple way 
  44. 7. CEOs have a role in engaging employees 
  45. 8. Give your employees a reason to work harder 
  46. 9. Employee trust is tied to recognition 
  47. 10. People respond to praise, even from a robot 
  48. Make employee recognition a priority 
  49. 7 Awesome Methods for Employee Recognition
  50. 1. Ask employees and management to nominate/vote for the employee of the month
  51. 2. Reward the team or department that shows great achievement
  52. 3. Starting an employee appreciation program
  53. 4. Recognise your employees’ personal accomplishments
  54. 5. Expressing interest in your employees’ professional development
  55. 6. Post and follow a celebration calendar in the workplace
  56. 7. Call an employee to your office to thank them personally
  57. In Summary

Employee Recognition in the Workplace: The Why and How

These companies recognize employee performance best, report says

In today’s ultra-competitive work environment, the companies with the winning edge are the ones that have the best-trained and well-skilled staff. However, even the best employees cannot perform well (or can even jump ship) when they are not motivated enough. This is why employee recognition in the workplace has to be an innate part of any company’s culture.

What is employee recognition?

Employee recognition is the acknowledgment of a company’s staff for exemplary performance. Essentially, the goal of employee recognition in the workplace is to reinforce particular behaviors, practices, or activities that result in better performance and positive business results.

Why is employee recognition that important?

One of the biggest motivators for employees is to be held in high esteem by their peers. The best way of earning this respect is by being acknowledged for being good at what they do.

While most would relate rewards and recognition to monetary bonuses or extravagant awarding events, employee appreciation doesn’t have to be that expensive or glamorous. Employee rewards can be as candid as a pat-on-the-back and a genuine compliment. It can also be as simple as a ‘thank you’ email or a friendly greeting at work.

Make employees happier

Happy employees are more productive. Being recognized gives your staff the feeling of job mastery and that they are a great fit for their role and for the company.

Acknowledgment can also improve productivity, enhance loyalty, and promote collaboration. To add, the workplace should be an environment where positive reinforcement is promoted and constructive feedback is embraced.

Improve employee retention

Hiring your staff only marks the beginning of the employee cycle. Next, you need to train, develop, motivate to them to perform, and ultimately, keep them. So, how do you keep your company’s most valued asset? The answer – incentive programs.

Employee retention is the ability of an organization to retain its employees. Employee rewards and recognition is one of the possible approaches to retain your staff. One example can be financial incentives such as raises, bonuses, and stock options.

Employee recognition gifts are also a great plus – for example, a gift card from their favorite store or a token of appreciation for every five years of service. Incentive programs as means of employee recognition in the workplace is a great way to show appreciation for your employees, keep them motivated, and make them stay.

Cultivate a culture of self-improvement

Another benefit of employee recognition in the workplace is that it can be the foundation of cultivating a culture of self-improvement.

One of the best ways for staff recognition is to provide them with opportunities to learn and make themselves better at what they do.

To take it a step further, it will also be great to incentivize learning – reward those who have taken the time to focus on self-improvement.

Boost morale

The way your organization’s leaders manage your employees also plays a significant factor in employee motivation. Letting your staff know their hard work is being recognized by the management can help motivate your company’s most valuable asset.

A simple greeting before and at the end of the day is an obvious but sometimes overlooked form of recognition. Saying a sincere thank you and apologizing for some misunderstanding can be subtle ways of showing appreciation and respect. These small gestures may seem quite trivial. But, these are some of the best (and most cost-effective) ways of employee recognition in the workplace.

You’ll also be surprised that having a company culture that promotes these simple ways of showing appreciation as staff recognition can have a big impact on staff morale and productivity.

The most effective ways to recognize employees

Many companies have employee recognition programs in place. However, even in these companies, it’s very often that you hear employees complain about how their work is not appreciated. Because it’s not always what you do, but how you do it.

This also applies to employee recognition in the workplace. You shouldn’t just recognize your employees, but you should do it in a more personal way, the way you’d want to be acknowledged in your dream job.

Here are some ways to get you going with recognizing your employees’ hard work:

Employee Appreciation Events/ Days

It’s always better to praise your best employees in front of their co-workers because it can boost their self-esteem. Not only that, your employees will do their best to get recognized, knowing that you’re an appreciative employer. You can have an ‘Employee(s) of the Month/ Quarter/ Year’ for your team’s top performers.

Don’t forget to also celebrate birthdays, work anniversaries, new additions to the family, and other noteworthy life-occasions. Attach a card to say thanks to your employee’s paychecks.

Send a thank you email for a job well done. Always remember that employee recognition in the workplace doesn’t have to be expensive or complex programs.

Even the smallest of gestures can have the biggest of impacts.

Bonus/ Treats

There are so many ways to treat your employees for doing a great job. Here are some ideas:

· Monetary bonuses will show them they are valued and make them feel their hard work is paying off and is greatly appreciated by the company.

· Give away company-branded gift tees, sweatshirts, or tokens ( pens, bags, mugs, etc.) to employees who are doing great.

· Who does not love food? Why not have free lunch once a week for everyone in the office?

Employee recognition wall

Another one of those creative employee recognition ideas is the Recognition Wall. You can set-up a board in the office and have everyone at the office fill it with sticky notes that contain congratulatory messages to exemplary co-workers.

This can serve as inspiration for those who did well to keep doing better. It will also challenge those who don’t find their names on the wall to keep on trying to do better until they see posted messages addressed to them.

Extra Tips

  • Recognition programs should be all-inclusive. Everyone needs to be eligible for the rewards. Excluding specific employee or groups can negatively affect performance.
  • Don’t hold up too long to remember somebody for their diligent work. ‘Now’ is always the best time to say ‘thanks,’ ‘congratulations,’ or ‘job well done.’ This is so that the employee can associate the recognition with the exact behaviors that resulted in an exemplary performance.


There are countless ways to put employee recognition in the workplace into action; however, it all begins with company culture. A winning employee recognition program starts with having a company culture that advocates appreciation for top performers. This can be the foundation for solid staff engagement, continuous employee development, and retention strategy for the future.

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Creating a Culture of Recognition

These companies recognize employee performance best, report says

Employee recognition has long been a cornerstone of effective management. But today, as the competition for talent escalates, how organizations value their employees has become more important than ever. 

Creating a recognition program is a start — so if you don’t have one, that’s a good first step! — but it’s not something smart organizations do one time and accept as perfect. Great organizations constantly reevaluate the ways they reward employees. This ensures they meet the needs of both their people and the market. 

As companies grow, this becomes even more of a challenge, and leaders must rethink the way they add value to the employee recognition experience.

Before we jump ahead, let’s look at what employee recognition means.

What is employee recognition?

Employee recognition is a method of support that helps employees know their contributions are recognized and appreciated. Employees want to know how they are doing, and recognizing employees demonstrates what success looks . Companies recognize employees for going above and beyond, for their achievements, tenure or service, or desired behaviors.

Why employee recognition matters

From a very early age, we crave recognition from parents, teachers, and friends. So strong is our desire for positive affirmation, particularly during developmental periods, that we can even perceive a neutral reaction as a negative one.

This continues to hold true as we move into the workplace. Employee recognition helps to:

  • Retain top talent
  • Increase employee engagement
  • Encourage high performance

Great Place to Work-Certified™ company O.C. Tanner studied employee engagement and how managers can tailor their workplaces to promote it. 

An employee survey included the question, “What is the most important thing that your manager or company currently does that would cause you to produce great work?” 

Respondents answered in their own words, providing a variety of responses, but a clear pattern emerged. 37% of respondents said that more personal recognition would encourage them to produce better work more often.

While other themes autonomy and inspiration surfaced, recognition was the most common theme that emerged from responses. The study showed that affirmation, feedback and reward are most effective for motivating employees to do their best work

See the complete results in the chart below:

How to create a meaningful employee recognition culture

Many Great Place to Work® clients, even those with strong company cultures, face challenges when it comes to team and individual employee recognition.

While there is no universal program for every organization, there are five key elements of meaningful employee recognition that all managers can use.

1. Be specific, be relevant

Recognition is more meaningful when it is tied to a specific accomplishment or business objective. 

When recognizing employees, explaining what the recognition is for helps employees relate the recognition to their behavior. This encourages continued strong performance.

2. Be timely

Recognition that arrives months after the fact isn’t nearly as meaningful as recognition received promptly.

The longer it takes for managers to recognize employees, the less ly employees will see the affirmations as authentic. Make employee recognition a priority and have formal systems in place so you can strike while the iron is hot. 

3. Recognition comes in many shapes and sizes

There is a great deal of research that indicates people are motivated by more than just cold hard cash. It is also important to note that everyone has their own preference or style when it comes to giving and receiving appreciation.

Get a clearer picture of the primary language of appreciation (in a work setting) of every individual. Then, recognize them accordingly.

Beyond a bonus or a raise, consider customized gifts, taking them out for dinner, or other acts that show employees their reward is personalized to them.

4. Little things go a long way

While it's crucial to recognize major accomplishments, every day thank-yous can motivate employees just as much (and sometimes even more).

Writing handwritten notes, or using the intranet to promote the good behaviors of individuals, can help instill a regular culture of employee recognition. These thank-yous and shout-outs do not have to come from managers alone; some employees may find recognition from peers even more motivating.

5. Connect to the bigger picture

Recognition helps employees see that their company values them and their contributions to the success of their team and the company overall.

This is particularly key when organizations grow or change. It helps employees build a sense of security in their value to the company, motivating them to continue great work.

Regularly share news about how the company is striving to reach the mission, and explain how individual employee goals relate to that vision. 

Organizations on the Fortune 100 Best Companies to Work For® list excel in employee recognition.

Here are some examples of how these winning organizations recognize and reward their employees in meaningful ways:

1. Make it easy for managers to celebrate employees

Global hotel chain Hilton provides managers an annual Recognition Calendar that features 365 no- and low-cost, easy-to-implement ideas to thank employees. The calendar includes reminders and tips for enterprise-wide, brand, and department recognition programs; appreciation best practices; important dates International Housekeeping Week; and recognition quotes to share with employees.

It also allows users to add employee service anniversaries and local events. Users can download a print-friendly PDF or import an Outlook-friendly file into their personal calendars.

2. Make recognition a red-alert event

When clients of professional services firm Crowe respond to a satisfaction survey with the names of individuals who have gone above and beyond during projects, the survey generates a “Recognize Alert.”

Crowe takes Recognize Alerts one step further with a “Pay It Forward” program. Individuals who were recognized can “pay it forward” to other colleagues who played important roles in serving clients but weren't mentioned in the survey response.

Crowe shares the names of both Recognize Alert and Pay It Forward recipients in Crowe Newswire On Demand so others can learn from their examples and the individuals feel appreciated.

3. Meaningful gestures of gratitude

Health care system Texas Health Resources recognizes employees' milestone years of service at five-year increments.

At every milestone, honorees receive a beautiful customized celebratory yearbook.

When the honored individuals receive their digital yearbook, each one opens with a personalized congratulatory message of appreciation from the CEO, and includes messages of thanks and appreciation from their manager and coworkers, and photos of the employee at work with their team, having fun, and contributing to the mission.

Recognition is absolutely essential in a great workplace, and it doesn't need to be complicated or expensive.

Ask your employees what type of recognition is most meaningful to them. You may be surprised to find how much simple, genuine expressions of thankfulness inspire them to do their best.

Do you know if your employees feel appreciated?

We designed an employee survey – 30+ years of studying employee experience – to measure and track levels of employee recognition, trust, innovation, and more.  Contact us about it today.


Employee Recognition: Low Cost, High Impact

These companies recognize employee performance best, report says

  • Top performers need to know their efforts are recognized and valued
  • Employee recognition isn't one-size-fits-all
  • Money isn't the only, or even the top, form of recognition

In today's war for talent, organizations and leaders are looking for strategies to attract and retain their top performers while increasing organic growth and employee productivity. From offering new perks to designing flexible workplaces, company efforts to optimize the workplace are as strong as ever.

But in their search for new ideas and approaches, organizations could be overlooking one of the most easily executed strategies: employee recognition.

According to Gallup's analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days.

At any given company, it's not uncommon for employees to feel that their best efforts are routinely ignored.

Further, employees who do not feel adequately recognized are twice as ly to say they'll quit in the next year.

This element of engagement and performance might be one of the greatest missed opportunities for leaders and managers.

Workplace recognition motivates, provides a sense of accomplishment and makes employees feel valued for their work. Recognition not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the company, leading to higher retention.

Beyond communicating appreciation and providing motivation to the recognized employee, the act of recognition also sends messages to other employees about what success looks . In this way, recognition is both a tool for personal reward and an opportunity to reinforce the desired culture of the organization to other employees.

Acknowledging the Individual

Gallup's data reveal that the most effective recognition is honest, authentic and individualized to how each employee wants to be recognized.

Acknowledging employees' best work can be a low-cost endeavor — it can be as small as a personal note or a thank-you card.

But the key is to know what makes it meaningful and memorable for the employee, and who is doing the recognizing.

In a recent Gallup workplace survey, employees were asked to recall who gave them their most meaningful and memorable recognition.

The data revealed the most memorable recognition comes most often from an employee's manager (28%), followed by a high-level leader or CEO (24%), the manager's manager (12%), a customer (10%) and peers (9%).

Worth mentioning, 17% cited “other” as the source of their most memorable recognition.

What's most surprising about these findings? Nearly one-quarter said the most memorable recognition comes from a high-level leader or CEO.

Employees will remember personal feedback from the CEO — even a small amount of time a high-ranking leader takes to show appreciation can yield a positive impression on an employee.

In fact, acknowledgment from a CEO could become a career highlight.

When asked what types of recognition were the most memorable, respondents emphasized six methods in particular — and money isn't the only (or the top) form of recognition:

  • public recognition or acknowledgment via an award, certificate or commendation
  • private recognition from a boss, peer or customer
  • receiving or obtaining a high level of achievement through evaluations or reviews
  • promotion or increase in scope of work or responsibility to show trust
  • monetary award such as a trip, prize or pay increase
  • personal satisfaction or pride in work

Recognition From All Sides

The best managers promote a recognition-rich environment, with praise coming from every direction and everyone aware of how others to receive appreciation. This type of employee feedback should be frequent — Gallup recommends every seven days — and timely to ensure that the employee knows the significance of the recent achievement and to reinforce company values.

The criteria for recognition should align with the purpose, brand and culture of the company and should reflect its aspirational identity to inspire others. Rewarding employees who are not top performers could adversely affect high performers' motivation. As such, companies need to state specific standards for awards to avoid any backlash.

Great managers know that they can never give too much recognition as long as it's honest and deserved. Acknowledging an employee's best work goes a long way toward making him or her feel valued and can lead to other desirable workplace outcomes.


6 Statistics Confirming Employee Recognition and Retention Are Related

These companies recognize employee performance best, report says

By retaining high-potential employees, companies can build a robust talent pipeline and save millions in hiring/training costs. In this article, we discuss six statistics that demonstrate the impact of recognition on retention

Let’s get right down to it: turnover is a major problem that is costing companies millions of dollars every year. Gallup estimates that it can cost twice the annual salary of an employee to replace them. It also says that U.S. businesses lose $1 trillion per year due to voluntary turnover!

Your HCM System controls the trinity of talent acquisition, management and optimization – and ultimately, multiple mission-critical performance outcomes. Choosing the right solution for your organization….


To reduce turnover and increase employee retention, companies must invest in the right HR strategies. One such strategy that has gained popularity is employee rewards and recognition. By recognizing employee achievements and rewarding exceptional performance, companies hope to boost loyalty and make their workforces more retention friendly.

But does this method really work?

The answer is a definitive YES. Today, we look at six findings from research and industry surveys that prove how frequent and strategic recognition could help your retention efforts.

Learn More: How to Retain Top Talent with Employee Recognition: Q&A With Cord Himelstein of Halo Recognition

Employee Recognition and Retention Are Linked and These Statistics Prove It

Employee recognition means highlighting positive behavior and efforts in the workplace, both in terms of personal traits and professional achievements.

By recognizing your employees regularly, you can foster a sense of engagement with the work, where employees feel truly motivated to work hard and stay with the company. And this can go a long way in improving your retention rates.

Here are six statistics that show how employee recognition can bring down turnover at your company.

1. 63% of employees who are recognized are very unly to look for a new job

SurveyMonkey partnered with Bonusly to find out how recognition and retention are related. 1,500 respondents, 63% of those who were “always” or “usually” recognized said that they are “very unly” to job hunt in the next 3–6 months. In contrast, only 11% of those who are “never” or “rarely” recognized would agree.

Regular employee recognition instills a sense of purpose in your workforce. They are, therefore, less ly to seek more meaningful opportunities outside the organization.  Further, it builds a line of communication where employees would seek new growth opportunities within the company, without considering a separation.

2. 40% of employed Americans would put energy into their work if they were recognized more often

A survey by OGO found that the lack of recognition has a massively negative impact on how employees feel about the workplace. According to the survey, 82% of American professionals feel that they aren’t adequately recognized for their contribution. This could easily lead to turnover.

By ensuring that your employees are properly recognized, you encourage them to bring their best to work every day. This statistic shows exactly how recognition and morale are related. In the long run, low morale will only lead to a dip in employee enthusiasm, paving the way for attrition.

3. Employees promoted after three years have a 70% possibility of staying with your company

LinkedIn surveyed 32 million employee profiles to create a retention curve, pinpointing the reasons for staying on with a company.

The study found a direct link between retention and promotion, one of the most common ways in which your top-performing employees are recognized.

In contrast, employees without a change in job roles have only a 45% possibility of retention after three years.

As this statistic suggests, apart from occasional rewards and social recognition, promotions/career progression is a vital recognition method. It tells employees that the company believes in its potential and is ready to invest in their future.

Learn More: 20 Memorable Employee Appreciation Day Ideas for 2020

4. 52% of employees feel that their rewards strategy isn’t aligned to organizational goals

Deloitte’s survey of 9,400 business and HR respondents revealed that employees aren’t happy with the alignment of the rewards strategy with organizational. Specifically, 38% said it was only “somewhat aligned” while 14% said it was not “aligned” at all.

With high turnover rates, companies must revisit their rewards programs in the context of their organizational roadmap. To boost retention, it is vital to go beyond “trendy” perks or occasional gifts and adopt a formalized recognition strategy. Instead, they need to view rewards more holistically, using it to motivate employees and foster meaningful workplace relationships.

5. The lack of recognition and engagement is driving 44% of employees to switch jobs

A survey by Achievers spanning 1,700 respondents found a clear link between rewards/recognition and retention. 55% of respondents were planning to switch jobs, and the lack of recognition was the No.1 reason. 69% even said that better rewards and recognition would encourage them to stay on at the company. 

The inference from this statistic is pretty simple – implement performance management tools to monitor performance and highlight exceptional instances. Then, publicly and privately appreciate employees for their efforts.

It's also a good idea to recognize employees via weekly feedback meetings, even if there hasn’t been an instance of exceptional performance. This will keep your average performers motivated and eager to do better.

6. Retention is a key objective for 60% of employee recognition programs

Interestingly, companies are aware of the relationship between retention and recognition. This is why increasing retention/decreasing turnover is a key program objective for 60% of recognition activities, finds a survey of 472 respondents by WorldatWork. In fact, 23% of companies even use a reduction in turnover to measure the success of their retention program.

Going forward, strategic employee recognition with a keen eye on retention/turnover containment will be an HR staple. You could even implement predictive analytics to identify flight risk employees and deploy an employee-specific recognition plan. This will help to cut down turnover for high-performing, high-value talent.

Learn More: What Is Employee Appreciation? Definition, Strategies, and Ideas, With Examples​​​​​​​

Understanding the Value of Employee Recognition in 2020

Last year, we witnessed some of the lowest U.S. unemployment rates in history. And across the world, demand for top-tier talent in specialized areas is constantly rising. This makes it critical for employers to improve and maintain their retention rates, without falling prey to attrition.

Several companies have already got it right. Zappos, GE, and Apple (among others) have a stellar recognition program that can curb attrition and ensure retention. So, in 2020, double-down on employee surveys at the ofoarding stage and pinpoint the root cause of turnover.

This will help you reimagine your employee recognition program and intelligently deploy rewards, promotions, and other recognition elements for maximum retention.

Have you used employee recognition as a retention tool? Tell us more about it on , LinkedIn, or . We’d love to know about your experience!


10 Powerful Employee Recognition Stats

These companies recognize employee performance best, report says

You probably find it intuitively obvious that focusing on employee recognition will have a direct impact on how those workers perform and on your company's bottom line. It's simple, right? As straightforward as this connection may seem to HR professionals, however, intuition alone won't win the hearts and minds of executives who hold the company purse strings. 

If you're looking to invest more time and resources into your employee recognition program, you'll want to have some persuasive statistics at your fingertips. Below are 10 employee recognition stats (one for each fingertip) that you can cite when you make the case for upping your recognition game. 

1. Disengaged employees make up half the workforce 

Fifty-one percent of employees “are not engaged and haven't been for quite some time.

” This figure is from Gallup's extensive “State of the American Workforce” report, which comments that one of the primary ways to engage your workers is to make sure they feel recognized for the effort they put in.

The same report notes that only 3 in 10 employees “strongly agree that in the last seven days they have received recognition or praise for doing good work.” 

2. Don't wait until the end of the year 

Over half of employees in another survey say they prefer to receive feedback in an immediate one-on-one conversation with their managers, while fewer than one-fifth prefer annual performance reviews.

To be effective in increasing employee engagement, offer your feedback appreciation in a direct, immediate way.

Remember: If you wait for the annual performance review to give compliments, you may lose good employees in the meantime. 

3. Employee recognition fuels work energy 

Forty percent of employed Americans say they'd put more energy into their work if they were recognized more often. When you think about the roots of motivation and personal satisfaction, they depend on who sets the goals for a project.

A person pursuing a hobby or personal project may not need outside recognition. Employees, however, are generally occupied with tasks that someone else needs them to do.

In this situation, their reward comes from feeling that they are making a meaningful contribution. 

4. Too many bosses forget to give thanks 

According to a survey conducted by Sirota Consulting, only 51 percent of workers were satisfied with the recognition they received after a job well done.

If you're most busy managers, your energy is totally occupied in making sure that everything is moving forward.

You may feel momentarily grateful to employees when they perform well, and then two seconds later, you're already on to the next step. Stop and spend a minute telling the employees that you appreciate their effort. 

5. Most employees say they haven't been recognized this month 

Respondents in one survey reported an average of 50 days since they last felt recognized in any way at work. This sounds a pretty bad average, but it's mostly the result of the “preoccupied manager syndrome” that we mentioned above. It doesn't take much effort to make sure your employees won't be part of that 50-day statistic. 

6. Build morale the simple way 

Eighty-two percent of employed Americans don't feel that their supervisors recognize them enough for their contributions.

” Still another survey on a familiar theme, this one appears in a Harvard Business Review article entitled “Recognizing Employees Is the Simplest Way to Improve Morale.

” That title pretty much says it all; employee recognition isn't a complicated concept, but it’s incredibly powerful. 

7. CEOs have a role in engaging employees 

A Gallup poll found that 24 percent of employees say that their “most memorable recognition” came from the CEO.

The study goes on to comment, “Employees will remember personal feedback from the CEO — even a small amount of time a high-ranking leader takes to show appreciation can yield a positive impression on an employee.

” The fact is that employee recognition and rewards work best when they come from all directions: from team members, managers, customers, and CEOs. 

8. Give your employees a reason to work harder 

If organizations double the number of employees who receive recognition for their work on a weekly basis, they will experience a “24 percent improvement in quality, a 27 percent reduction in absenteeism and a 10 percent reduction in shrinkage.

” These improvements are all a direct consequence of the boost in employee engagement that results from establishing a company culture of recognition.

Engaged employees work harder, don't have as many reasons to stay home and don't steal stuff as often. 

9. Employee trust is tied to recognition 

Almost 90 percent of employees who received thanks or recognition from their boss report feeling high levels of trust in that individual, whereas the figure was only 48 percent among workers who did not receive any recognition. The concept of trust isn't often mentioned in a workplace context, but it lies at the heart of employee appreciation.

10. People respond to praise, even from a robot 

After warning signs and live video monitors were placed by hand sanitizer stations, only 10 percent of hospital employees were washing their hands.

When electronic systems were installed that gave immediate praise for hand washing, the rate of compliance rose to 90 percent.

While compliments from actual human beings are more relevant than those from robots, this research shows the power of our need to be praised for good behavior. 

Make employee recognition a priority 

Along with all the performance improvements you'll notice when you develop a culture of recognition, your workers will also stay around longer. To learn more about why employee recognition needs to be a #1 priority, download our e-book, “The Power of Employee Appreciation: A Guide to Making Recognition a Core Part of Business Strategy.” 

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7 Awesome Methods for Employee Recognition

These companies recognize employee performance best, report says

Unconcerned employees could be a hindrance to the workplace as they can drain out the positive energy the rest of their colleagues. In other words, engaged employees are an enhancement to any company.

Employees who feel they have a positive personal rapport with their management are more ly to be engaged. Not only that, employees would feel appreciated when they or their work gets noticed and this encourages constructive employee engagement.

“Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.”

– Tom Ruth

Here are 7 low cost methods that companies can put into practice to encourage employee recognition:

1. Ask employees and management to nominate/vote for the employee of the month

Employees will appreciate the recognition that they receive and realise that their daily performances are being noticed. When management deliver the ‘Employee of the Month’ award, they have to be specific as to why such employee deserved it and could be either written out or publicly explained during monthly team meeting.

By doing so, other employees would learn from it and work harder the following month. The ‘winning’ employee that the company recognises will be delighted that their work was noticed and appreciated.

2. Reward the team or department that shows great achievement

Besides awarding ‘Employee of the Month’, management could also reward t the team that have accomplished or worked well together. Rewards could be as simple as lunch with the management, shopping voucher or even movie tickets for them to enjoyed together after work and bond on a personal level the workplace.

This encourages employees to work together as a team and not just as an individual all the time.

3. Starting an employee appreciation program

Management could start an appreciation program for the employee that shows positive qualities at the workplace. Points could be awarded to the employee for simple task assisting their colleagues to their punctuality or any other qualities.

These points collected at the end of the week or month could be redeemed for small prizes shopping vouchers or certain benefits leaving a half hour early one day. Practicing such an employee recognition program can strengthen employee engagement.

4. Recognise your employees’ personal accomplishments

Employees will appreciate it when management recognise their personal accomplishments. From donating blood to the Red Cross to getting the keys to their new house, it is getting noticed the workplace that makes the employee feel appreciated.

Even though all management did was to acknowledge these personal accomplishments, employees do not feel that managements only concern was about work but also about the employee’s activities work.

5. Expressing interest in your employees’ professional development

Expressing interest in the employees’ professional development it does not necessarily mean paying for their education or courses. It just mean that management are interested in knowing what their employees personal goals and supporting them in trying to achieve them.

It could mean looking out for courses and sending them emails about them, assisting them in accomplishing their goals faster. Employees will appreciate the interest and guidance on achieving their dreams given by their management.

“People may take a job for more money, but they often leave it for more recognition.” – Bob Nelson

6. Post and follow a celebration calendar in the workplace

Management should celebrate employees’ birthdays and their employment anniversaries. It does not have to be a surprise party with their family involved and lavishing them with expensive gifts. It could just be as simple as birthday cake with a shopping voucher or a birthday card with funny notes written on it by the rest of the employees.

7. Call an employee to your office to thank them personally

Normally when an employee gets sent to management’s office, they assume the worst. Calling them and having a short 10 minute chat with them and telling them what a great job they have been doing would make them feel at ease and even motivate them to work hard.

There are times when saying ‘Thank You’ is rather hard, so try any one of these great ways to say thank you to your employees.

They would be especially pleased to receive honest gratitude for a job well done.

In Summary

There are plenty of other inexpensive ways for management to show the employees the recognition that they deserved. Sometimes at the end of the day, the two most underused words in any organization or companies are the simple words ‘Thank You’’.

Whichever method used or practiced, remember to make it a ritual and not just a ‘once off’.

employee recognition staff recognition teamwork strategy


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