The three guiding principals of employee recognition

by on May 11, 2009 · 0 Comment POSTED IN: HR Info Center

Keep these principals in mind as you roll out a new employee recognition program or update an existing one.

  1. Personal
  2. The first is that motivation is personal. It’s personal to each and every employee. Therefore, a one size approach isn’t really going to cut it. In addition though, it’s important to note that what motivates an employee changes over time. Thus, if you’re rolling out a new employee recognition plan, you need out review that plan on a yearly basis to make sure it meets the needs of your employees.

    Same actually if you already have an existing employee recognition program. You have to plan on reviewing it each and every year to make sure it doesn’t get stale. Think of supporting employee motivation as a process, not a task.

    Organizations change over time as do people. Indeed, it is an ongoing process to sustain an environment where each employee can strongly motivate themselves. If you look at sustaining employee motivation as an ongoing part of your employee recognition process, you’ll be much more likely to succeed.

  3. Intrinsic
  4. The second factor is that motivation is intrinsic. You can’t motivate employees. Only employees can motivate themselves. But you can set an example by your behavior and you can create an environment that can help propel an employee’s motivation.

    So what does it mean to create a motivating environment? You’re basically creating an atmosphere in which success can occur. And an interesting but important side note is that motivating employees starts with motivating yourself.

    It’s amazing how if you hate your job, it seems like everyone else does too. If you are very stressed out, it seems like everyone else is too. Enthusiasm is contagious. If you’re enthusiastic about your job, it’s much easier for others to be too. So keep that in mind as you build an environment that helps your employees become more motivated.

  5. Generational Expectations
  6. Another key element for why you create an employee recognition program are the expectations of this latest generation, the millenials or sometimes they’re referred to as Gen Y.

    The millennial generation born roughly ’82 to 2002 is expected to produce the largest number of employees in the history of America, 80 to 100 million new employees. And this new generation is all about getting rewarded even from mere everyday expectations.
    It’s really important to note that having a dynamic, relevant employee recognition program is an expectation of your millennial employees.

    And if you don’t have one, it will result in either your inability to hire or more likely, you’ll see an increase in turnover because this generation, more so than any other, will leave if they’re not rewarded for good work. So definitely something to keep in mind as you’re figuring out how to sell your program or start your program.

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