Recognition Should Be at the Core of Keeping Your Best Employees

Non-Monetary Rewards and Recognition - Keeping Employees Engaged and Motivated

The best companies have extensive recognition programs that make it IMPOSSIBLE for their best talent to leave.

Best practices in recognition include specific programs at the individual, team, department, and team level.

Recognition and non-monetary rewards should be a key element of your culture, where you celebrate individual, team, and company performance. The rewards should include praise, feedback, opportunities for learning and development, and achievement awards.

Recogition and Rewards to Engage and Motivate EmployeesDo you have an extensive set of recognition and non-monetary rewards that bring outstanding talent to your organization, AND prevent recruiters from poaching your best people?

Have you benchmarked what comparable companies do for recognition?

Do you collect competitive information when interviewing candidates? Do you ask them what recognition programs they are eligible for – and which ones they’ve been awarded?

Have you posed this question about “what other companies do” to your HR and benefit consultants, or labor law attorneys?

Have you researched the on-line libraries in your trade group or association for best practice information around recognition programs?

There is a wealth of content on the web, including in our website, various HR portals, bloggers, and associations on how to craft, design, implement, and execute an outstanding non-monetary rewards and recognition program.

Perhaps, in my next few blog postings, we’ll break down each of the key elements of a great employee recognition program, and I’ll identify some of the best resources I’ve discovered over the last decade.

In my conversations with thousands of professionals and high school athletes (I coach high school girls basketball), everyone wants to be recognized for a job well done. Are you providing this most basic human need?

Barry Deutsch

 

Have you used our 8-Point Retention Matrix to verify you’re doing everything you can do to keep your best people?  If not, click hear to download this self-assessment tool for checking your retention capability score.

Praise is a POWERFUL Motivator for your team

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Studies show that employees perform at a higher level when praised for doing a great job, or going beyond the call of duty.

I don’t want to play closet psychologist, but we all know this to be true. When playing a sport in high school, we wanted to do well so that our coach would praise us in front of our peers, we would get recognition from our teachers, our parents would give us a pat on the back and a heartfelt “I’m proud of you.” Who wouldn’t want to be praised?

We can look to the work done by Abraham Maslow on the Hierarchy of Needs that employees have – one he pointed to was  recognition from superiors/authority on a job well done.

As a high school girls basketball coach over the last decade, I’ve noticed that my teams perform at a much higher level when players are praised for doing things well instead of making mistakes. Just today this point got driven home again:

 

I asked one of my former players who had graduated from my team to a higher level team in our program She had gone from being a rock star on my team to the bottom of the totem pole on the higher level team. I asked her why she had become so quiet, reserved, cautious, and timid when playing on this new team.

Her response:

Coach Barry, my new coach yells at me every time I make a mistake. I’m afraid of making a mistake. He scares me because he gets so angry. All he ever does is criticize what we do. I’ve never heard him tell me in the last year anything positive.

 

boss_beating_fist_on_his_desk_hg_whtDoesn’t that story want to make you cry? What if that was you? What if it was one of your kids? Imagine how your employees feel when all you do is criticize them and seek out every little mistake to call to their attention, humiliate them in front of their peers, and basically rip them a new one by threatening them about their job security.

Do you think maybe their confidence might be down a little? Do you think they’re going to give you their best effort?

If they are good performer, they’ve already got one foot out the door since top talent doesn’t need your job. And when they lose respect for their immediate boss, they can’t wait to leave. They always have great opportunities knocking on their door.

If they are below the top talent level, they just become ROAD Warriors: Retired On Active Duty. You’ll never get an ounce of productivity from them again. They basically shut down.

So, here’s my key question:

What type of formal programs does your company have in place to provide praise as the most important element of a non-monetary reward and recognition system?

If your company is like most other companies, then praise is something that’s basically left up to each individual manager to do as he/she sees fit. We all know that being crowned with that manager title, instantly makes you a great motivator of people.

Okay, if you don’t believe that – why is praise, recognition, and non-monetary rewards systems absent in most companies?

When will you start researching, benchmarking, and implementing praise into your recognition programs to start raising employee motivation?

Have you used our 8-Point Retention Matrix to verify you're doing everything you can do to keep your best people?  If not, click hear to download this self-assessment tool for checking your retention capability score.

Barry Deutsch