Sometimes managers pay so much attention to core operations that they let everything else fall by the wayside. They might see things like employee recognition as just window dressing, and maintain their focus on profit margins and sales. But in many cases, this is just a very shortsighted way to see business. You don’t just work for today, you work for tomorrow as well, and smart managers realize that morale and reputation building play critical roles.
With that in mind, make sure you’re not neglecting one of your most important assets — the in-house talent that’s been hired to advance the company’s goals on the front lines. Recognize workers and make sure that your recognition program is vibrant, in order to retain the best people and move forward in your industry.
Employee of the Month
One of the best indicators of whether or not you’re doing your job right is whether the employee of the month system is working well, or if that is recognition program is as dusty as last year’s trophies. Employee of the Month isn’t just some game to keep people occupied. It’s a key part of recognizing best performance, and motivating people to succeed. Make sure that you have employee of the month programs, and that they’re accompanied by real, actionable responses.
Keep Track of Performance
In some of the companies that fail to reward employee performance, performance isn’t even a metric. There is no intelligence on which recognition and reward can be based. So recognition and reward don’t happen. If this sounds like your firm, change that. Start to keep track of people’s production and the great things they’re doing on the job. By documenting these things, you are creating a higher caliber of management for your company.
Incentives
Some managers also shake their heads at the idea of incentives. They feel like people gather motivation just by being offered a job with a salary – but this kind of simplistic thinking really doesn’t get into the complexity of human motivation. People want challenge and dynamism. Incentives and reward are part of that change. It’s surprising how many upper managers hate to have incentives for their employees, but then they gripe about how some types of politicians would “make everyone the same” or stunt incentives for economic growth. The same principles that would allow people to hoard more of their personal capital are the same principles that promote the importance of employee competition. And regardless of where someone is on the political spectrum, incentives make sense. They are tangible markers of a process where people reach beyond business as usual to new heights of success.
Newsletters
A newsletter can also serve as a form of employee recognition. If you don’t have one, start one. Put the time and effort into this vital piece of the employee recognition puzzle, and you might be amazed at what it will do for your business.
Personal Recognition
On some levels, the personal note or comment is the most effective type of recognition. Don’t leave out personal feedback as a core part of employee recognition. When people feel like their leaders are noticing their good work, they’ll work harder, and business relationships will be enhanced and improved.
About Full Steam Staffing
Full Steam Staffing is a full-service staffing agency focused on providing clerical and light industrial staffing solutions to manufacturers, distribution centers and other organizations that need qualified, reliable workers. If you are currently looking to hire and grow your workforce, contact our team of skilled recruiters today!