Employee Recognition: 3 Rules to Live By
Employee Recognition: 3 Rules to Live By

Employee Recognition: 3 Rules to Live By

You probably know that employee recognition is an important tool for managers to drive productivity, engagement, retention and customer satisfaction within their organizations. But do you know just how important it is?

The number one reason employees leave their jobs is because they “do not feel appreciated,” and 63 percent of employees say they want recognition from their immediate supervisor.

Paycor HR pros Becky Falvey, Lauren Ammon, Lori Haddle and Allison Flynn offer three recognition rules for managers to live by.

It’s not just about money

It’s easy to believe that because of the difficult financial environment in recent years, U.S. workers are motivated primarily by their bottom line. But in fact, base pay and benefits have been shown to have a weaker relationship with an organization’s ability to foster high levels of engagement and motivation compared to nonfinancial incentives, intangible rewards and quality of leadership.

Surprised? Well, here’s something that might shock you even more: 80 percent of employees say their preferred means of recognition is a verbal “thank you.” Considering that two-thirds of the U.S. workforce is unengaged on the job, those two words can make a huge difference!

The choice is yours

The good news about offering recognition is that managers have so many choices, including:

* Taking the employee to lunch
* Offering more of your time, attention and feedback
* Giving the associate a new assignment
* Providing training opportunities
* Scheduling time for the employee to meet with senior leadership
* Removing a barrier to the associate’s best work
* Offering recognition publicly, in front of peers
* Emphasizing team recognition
* Sending handwritten notes
* Encouraging peer-to-peer recognition
* Awarding spontaneous prizes

Whatever method you choose, recognition should be well-rounded, encompassing behaviors, business results and, yes, failures. When you give feedback—both positive and negative—be sincere, be specific, be timely, be positive, focus on strengths and be personal.

Say "T-H-A-N-K-S"

Lastly, here’s a handy mnemonic device to demystify employee recognition:

T: Take time to make it thoughtful.
H: Have specific examples.
A: Align to the individual.
N: Notice results and then some.
K: Keep it simple.
S: Support peer recognition.


Paycor’s suite of HR solutions makes it easier than ever to give recognition and retain your associates. Our human resource management application allows you to track employees’ certifications and training so you can acknowledge their achievements, and Custom Reporting enables managers to create reports around birthdays, anniversaries or other milestones so the whole team can celebrate.

To learn more, contact a Paycor representative today.

More to Discover

Recruiting

The “Everything You Need” Hiring Toolkit

The “Everything You Need” Hiring Toolkit

Hiring is hard enough. This is especially true if you don’t have the right recruiting tools and templates in place. To help make things easier, we created the toolkits below to help you standardize and templatize a few key pieces of your recruiting process. Use these free HR templates and recruiting resources below to prepare your team for successful hiring and ensure you’re up to speed with best practices for effective recruiting. Why Hiring is Hard If you’ve found your way to this page, chances are that you’re looking for a way to make your day to day recruiting a little easier. Recruiting is difficult for many reasons. One of the biggest is that there are so many people and pieces in the hiring process to manage: Hiring managers...

Recruiting

Shaping Company Culture to Attract Millennials

Shaping Company Culture to Attract Millennials

As Baby Boomers Retire, Millennials Step Up Generation Y, aka the Millennial Generation, includes people born between 1980 and 2000. We’ll do the math for you: millennials are currently between 19-39 years old.According to AARP, 10,000 Baby Boomers are reaching retirement age every day, and this is expected to continue into the 2030s.As Baby Boomers leave the workforce, wide talent gaps are opening up within companies.However, the generation waiting to fill these roles is much different than their predecessors. Millennials have particular tastes and preferences in regards to company culture. Recruiters and hiring managers must keep-step with the millennial generation to fill their organization with these innovative and inspired...

Recruiting

Universal Structured Interview Guide: Downloadable Template

Universal Structured Interview Guide: Downloadable Template

Add structure – hire faster. Structured interviews keep hiring on track and prevent missteps.Unstructured interviews tend to introduce error and bias into the hiring process. If you’re looking to hire impartially or you’re experiencing a stage of rapid growth, it’s very possible you’re looking to implement some form of structured hiring.One of the most common problems all recruiters and talent acquisition professionals face is getting consistent and useful feedback from hiring managers. The problem gets worse when you are looking to hire for many roles in a short period of time.Structured interviews involve the use of standardized interview questions and incorporate a scoring system so feedback is easy to get and candidates are easy to...

Recruiting

8 Steps to Choosing the Right Applicant Tracking System

8 Steps to Choosing the Right Applicant Tracking System

Choosing an applicant tracking system should be an exciting endeavor, not a daunting task. To free you from the time and stress often associated with selecting a new ATS, we have developed a quick and comprehensive outline of the critical points that you need to hit on while going through your selection process. Step 1: Know the difference between Applicant Tracking Systems for employers & Recruiting Software for external agencies Applicant Tracking Systems for Employers – Designed for HR and recruiting to manage and organize internal hiring processes. These systems maintain the one to one relationships between an employer’s candidates and the internal staff that interviews them. Recruiting Software for Agencies – Used by recruiting...