Employee recognition involves rewards, retention and performance management

by on May 12, 2009 · 0 Comment POSTED IN: HR Info Center

Employee Recognition for screwing up?

Employee recognition for flawless performance is hardly a new idea. But how about employee recognition those who make mistakes – and own up?

Social psychologists say people and organizations can profit from mistakes if they see them as steps toward improvement. To drive home the point that you want to learn all you can from these inevitable foulups, consider showing gratitude when employees admit an error.

You might consider a Mistake of the Month club, with a gift certificate for the person whose admission helped improve a process or correct a systemic inadequacy. Of course, if the same person wins over and over, maybe thanks is no longer the appropriate employee recognition tactic

Source: The New York Times.


Here’s a striking snippet on retention: A new survey shows employees are way more sensitive to meaningful work and employee recognition than in the past.

The survey by TriNet, an HR outsourcer, compared 388 employers’ views on retention techniques in 2008 with a similar survey in 2007. The share of those who saw meaningful work/recognition as the most effective technique jumped to 27% from 8% the previous year.

Compensation was seen as most effective by 28% of respondents, while management/leadership got a 30% score. But these score increases were much smaller than that racked up by meaningful work/recognition. A word to the wise…

Source: www.trinet.com

12 behaviors to encourage through employee recognition

Managers unfamiliar with the concept of employee recognition may wonder: What exactly should I recognize?
Here’s a handy, but not exclusive, list of behaviors managers may want to encourage through recognition:

  1. Learning new skills.
  2. Mediating a conflict.
  3. Making people laugh in a stressful situation.
  4. Volunteering for particularly unpleasant or boring work.
  5. Tackling a problem in a fresh way.
  6. Taking notes in a meeting.
  7. Cross-training another employee.
  8. Adapting willingly to change.
  9. Sharing information.
  10. Giving a customer extra attention.
  11. Achieving perfect attendance.
  12. Pitching in unasked to help a co-worker.

Source: “How to Recognize and Reward Employees,” by Donna Deeprose.


Workplace guru Ken Blanchard said, “Fewer things are as unfair as the equal treatment of unequals in the workplace.” But this “equal treatment of unequals” often happens when managers reward teams for a job well done, without recognizing that some members did more than others. Example: The team gets a pizza party. To motivate individual team members to continue aiming higher, managers may want to rate each person’s performance as a team player.

Source: http://www.opm.gov/perform/ articles/1999/jun99-5.asp#ITEM2


If you’ve ever found it difficult to find the right reward to recognize an excellent performer, you may want to try this: Include the employee’s family in the reward process.

You can garner some serious brownie points. You could send the worker’s spouse a note telling them how much you appreciate their tolerance of the extra hours their husband or wife put in at work. Or you could invite the person’s family to an award ceremony

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