Why Should You Have an Employee Recognition Program?
Why Should You Have an Employee Recognition Program?

Why Should You Have an Employee Recognition Program?

Are you looking for ideas for employee recognition? You are not alone, because one of the most important aspects of successful employee retention is an effective employee recognition program. When examining what employees are looking for in terms of benefits and pay, organizations often overlook employee recognition programs, which can be a very low-cost benefit that not only builds positive corporate culture, but also contributes to an overall high morale. By using positive reinforcement, you can encourage fostering and repeating of those desirable employee behaviors.

Employees want to know they are valuable, and you can show them how much you appreciate them by implementing a company-wide employee recognition program. There are several popular ideas for these programs, including:

* Length of service or tenure awards
* One-time achievement awards, such as on-the-spot gift cards or other small tokens of appreciation
* Bonuses
* Employee-of-the-Month awards

Is your organization a great place to work Companies that frequently recognize, validate and value outstanding work (not only by commending employees on their job performance, but also by giving them monetary rewards or other incentives) are typically recognized by employees and prospective employees as desirable places to work. This is beneficial not only for retention purposes, but also for an employer’s bottom line. Happy employees are highly efficient and are more likely to perform at their peak capacity.

In 2014 and beyond, organizations will find themselves increasingly competing for top talent. During the recession, a trend among organizations was to “do more with less.” Now that market conditions are improving, employees are likely to evaluate whether they are happy in their roles and in their organization overall. An effective recognition program provides a valuable resource for employers who must utilize every available means to attract and retain the best employees and to keep them engaged and productive. In addition, awards and incentives can help keep employees motivated and help reinforce company goals during times when workloads are greater than usual, or, for example, when budgets allow for only minimal wage increases.

Creating a collaborative work environment with strong, supportive relationships between managers and co-workers is critical to the success of every business. A positive employee reward and recognition strategy essentially reflects the philosophy that a sincere “thank you” or “well done” goes a great length in ensuring an employer’s top talent feels appreciated, motivated, and most importantly, committed to the organization’s goals and success.

When developing a recognition program, we recommend providing a concise, written policy describing the parameters of the program, such as the terms and eligibility requirements, the types of rewards attainable in the program, and the timing of the program. Recognition programs are most successful when they align with the organization’s overall mission and values.

Employers should establish a comparable reward or bonus criteria for each department or job group. For example, the Sales department and the Client Service department may have different bonus percentages and criteria in place; however, each employee in these departments should be measured against equitable standards with regard to eligibility for a bonus or recognition.

_Adapted from content by the HR Pros of the HR Support Center. For more best practices like this, sign up for our monthly Industry Insights e-newsletter, or scroll through our Resource Center articles

More to Discover

Case Study: Ohio Catholic Credit Union

Case Study: Ohio Catholic Credit Union

After working with an unfriendly HR solution that outgrew their business needs and made running reports challenging, Ohio Catholic Credit Union turned to Paycor for help. Now, the HR team can easily create the reports they need and extract the right data to share with the Bureau of Labor Statistics and senior leaders. Best of all, the enhanced reporting capabilities has saved the VP of HR 20 minutes each time she generates a report. Check out the case study below and discover why Ohio Catholic Credit Union trusts their most critical people management and payroll needs to Paycor.

Webinar: Feature Focus: Manage Access (Paycor Customers)

Webinar: Feature Focus: Manage Access (Paycor Customers)

Find out how you can leverage Paycor's Manage Access to it's full potential. You will learn how to create and assign roles and privileges in the system based on responsibilities.

Case Study: Capital Brewery

Case Study: Capital Brewery

Complicated reporting, poor customer service and the feeling that they just didn’t have control over the HR functions they really needed led Capital Brewery in Madison, Wis., to seek a payroll and time and attendance solution that provide an efficient and seamless experience. “Partnering with Paycor saves us time. It allowed us to create the reports we need and made onboarding so easy,” said Capital Brewery accountant Dawn Westhoff. “From requesting time off, processing payroll or just answering HR questions, Paycor is helping us handle everything professionally.”

Franchise Payroll: Answering Tough Questions

Franchise Payroll: Answering Tough Questions

It’s no secret that payroll for franchisees and franchisors can be a hodgepodge of confusion. Who’s responsible for payroll? Often, it’s a toss-up. With so much confusion it’s easy to fall victim to major fines and penalties. That’s why it’s so important to get payroll right. If you’re one of the lucky few (a franchise with a built-in payroll provider as part of the franchise agreement), great! But if not, you may be left with tedious HR tasks that take your focus away from your customers. Before we dive deeper, let’s identify the players in the game. “Employer” “Franchisor” and “Franchisee” Who’s Who? Owning a franchise is similar in many ways to running an independent small business, such as a restaurant or dry cleaners. One of the...