We just read that when a person is appreciated and recognized for good work, their dopamine kicks in, and they end up feeling happy and motivated. So what happens next?
Dopamine affects the reward system in the brain. Like a child enjoying a sweet treat, the brain enjoys the extra dopamine released and looks forward to it more. It trains the body to repeat the activity that led to the extra dopamine release again.
As a result, the employee works smarter, reaches goals quicker, solves problems with out-of-the-box thinking, and indulges in whatever behavior results in appreciation.
A white paper study published by Cicero tries to understand the relationship between performance recognition and employee engagement. Here are some of the results from the paper.
The right forms of recognition will play a vital role in even retaining your employees.
The attrition rate is something all HR departments closely watch. In today’s scenario, it is expensive finding new hires and training them. As a result, keeping your existing employees happy and satisfied is a cheaper and more effective option.
Here is a blog that talks about other employee recognition strategies you should know about. Check them out when you have the time.
Here is a question most employers have. Is it indeed necessary to use different types of employee recognition approaches? Won’t a single recognition mode work?
While we all agree that every human being enjoys and wants to be recognized, the way they like to be recognized varies. For example, some people would really enjoy being talked about in a team meeting and appreciated in the open for the work done, while others may value monetary benefits added to the paycheck.
Similarly, some achievements may require you to pick up the most professional of all methods of recognition, while others may just require an informal pat on the back.
So clearly, you cannot get away with a single form of recognition and will need to invest time and energy exploring the different options out there.
While there are so many different types of recognition, you can categorize all of them into two broad groups – structured and unstructured. Let’s discuss in detail each one of these.
In the different types of employee recognition out there, this is probably something most organizations (both big and small) already have in place. These recognition types are official and are often carried out by the HR team on behalf of the leadership. There are specific timelines to give out these recognitions, and they are almost always predictable.
Some of the common structured recognition modes are:
Pros of structured recognition
Cons of structured recognition
|It is a good way to foster long-term relationships with employees.
|These could become too formal and driven.
|Awards are offered regularly and at pre-stipulated times.
|Predictability gets boring after a while.
|Since these are driven by the leadership team, such types of recognition get a lot of attention.
|These recognition modes are too impersonal.
|Such recognition and awards are fair.
|These get expensive as they are done at an overall organizational level.
The next type to discuss is unstructured recognition. This is considered a slightly modern approach that creates a space for people to appreciate one another spontaneously. There can be limitless types of employee recognition strategies that can make a remarkable difference to how an employee ends up feeling.
Every manager can have their own ways of unstructured recognition at the workplace. Some of them walk up to the employee’s cabin to share a word of appreciation, while others can order lunch for the employee for the day, as a means of appreciation.
Here are some of the popular examples of unstructured recognition.
Now, technology plays a vital role in creating an environment of unstructured recognition. Let’s say you focus on ongoing recognition. This means recognition has to be a regular, everyday affair at the workplace.
PossibleWorks has worked with many clients in the past, creating R&R platforms and tools that encourage regular and timely recognition. Our tools have the following features.
Pros of unstructured recognition
Cons of unstructured recognition
|This type of recognition is very flexible and open.
|The success may depend on how interested the individual managers are.
|Unstructured recognition is more personalized and satisfactory.
|It may cause biases when not handled right.
|It is really effective in improving short-term performances.
|Excess of unstructured recognition, without forethought, can bring down the value of being recognized.
|It does not have to become an expensive affair.
|Some employees may not take unstructured recognition very seriously.
As an organization, you need to include different types of recognition within your R&R system to ensure employees are benefitting from them for real. Both structured and unstructured recognition methods have their own advantages, and it would be best if you use them equally to appreciate your employees.
PossibleWorks understands how critical an organization’s R&R program is for its growth and sustenance. That is why we take the time to understand the people and the process before suggesting tools that work. We are also open to customizing programs that better fit into your system.
Do get in touch with us to know more.