The power of recognition: Appreciating employees for enhanced performance

The power of recognition: Appreciating employees for enhanced performance

Understanding the power of employee recognition

Employees are the company’s most valuable assets. These individuals are extremely talented and work hard to hone their skills. They dedicate hours to building and contributing to the company’s growth and development, using their highly developed skills. Companies must foster a culture of appreciation and recognition for their invaluable contributions. This can boost employee morale, productivity, and retention, as they feel valued and appreciated for their work in the organization.

Employee Recognition Programs are excellent ways to deliver well-deserved recognition to employees. These programs can be tailored to the company to ensure valued contributions are awarded appropriately, timely, and systematically. These are all crucial components when recognizing top performers of the organization for their contributions. Let us take a look at why your organization should invest in Employee Recognition.

The importance of employee recognition

Employers must admit their employees are incredibly talented individuals contributing greatly to the organization’s performance. However, employers miss out on recognizing their contributions. According to a report, only 13% of employees receive weekly recognition from their employers which is Gallup’s criteria for sufficient employee recognition. This is a shockingly low number.

Employee recognition can be extremely beneficial for your team and the organization’s overall success. It reinforces behavior and tasks that the company values and requires while deepening the employer-employee relationship. Here are a few more benefits:

Drive engagement: Employees receiving recognition from their employers tend to be more engaged and collaborative with each task. They take pride in their work and consistently deliver high-quality performance.

Boost morale: Recognizing efforts promotes the self-esteem of employees. They begin to feel good about themselves and their work. This can boost the motivation and morale of employees ensuring high-quality performance to continue being recognized and appreciated.

Promote employee retention: Regularly acknowledging and recognizing employee contributions makes them less likely to leave the team or organization. This will increase employee and talent retention, allowing the organization to continue benefiting from their highly trained skills.

Improved wellbeing: People want to feel valued and heard. They want to feel measurable impacts of their efforts. Recognizing employees will satisfy this human need, which promotes employee satisfaction and wellbeing.

Role model for the team: Apart from the above benefits recognized employees will receive, employees who may fail to meet the expectations are provided with a role model. This sends a message to them that they too can receive recognition by delivering high-quality work.

Types of recognition programs

There are various forms of recognition programs that organizations can implement. Monetary rewards are not always feasible according to budget restraints. The only true criterion of recognition programs to successfully work is to be memorable and impactful. This can be achieved in many ways including:

Public recognition: Declaring the recognition publicly, in front of the organization or workforce can be extremely satisfying and rewarding. Certificates or awards are one way to convey recognition publicly.

Written recognition: A simple thank-you message or email can convey that the organization recognizes and values the contributions made by an individual employee. Use words of affirmation and encourage their high performance.

Monetary recognition: The most traditional way of recognizing the contributions of employees is through monetary awards. This is an efficient and simple way to deliver recognition, however, may not be feasible to carry out regularly.

Designing meaningful recognition programs

Crafting impactful programs for organizations can be difficult. There must be enough research conducted and creativity implemented to fabricate the perfect program for your employees. Designing meaningful recognition programs requires equal amounts of rigour. Here are a few things to consider when designing recognition programs for your organization:

Timely: Recognition programs must work fast. This is so that employees can feel the positive impact of their contributions to the workforce immediately. They will begin to associate high-quality performance with being rewarded with recognition. Delay in delivering recognition can significantly reduce the impact.

Specificity: Instead of recognizing an individual’s role in the organization as a whole, it is imperative to specify actions that are being recognized. This can be a task they have outperformed in, or providing insightful contributions in brainstorming sessions and more. This will allow them and others to identify which actions bring more recognition.

Frequency: It is important to recognize employees for their contributions regularly. Receiving recognition once or twice a year tends to be less impactful and creates weak associations between the task performed and the recognition.

Intentional: When delivering recognition, it is important to tie it to organizational and team core values. Ensure that the team knows that at the company’s core, they truly value their employee which is why the recognition program is rewarding them. This creates positive feelings within the company.

Inclusive: Inclusivity is extremely important when it comes to recognition. Ensure all employees, irrespective of their position, title, or demographic details get an equal opportunity to be rewarded with recognition programs.

Common mistakes in recognition programs

Even after setting up recognition programs, some of the organizations fail to use them effectively. This lessens the impact and results of recognition programs which can be harmful for the organization. Here are some of the most common mistakes:

Budget constraints: Set a realistic annual budget for recognition programs. Evaluate the frequency of monetary rewards the budget can accommodate. Often organizations begin to hand out more than they can sustain, which causes the program to collapse.

Low usage and hype: Creating hype and buzz around the recognition program within the organization is important. If employees do not value the program, they will not value the reward.

Lack of communication: State reasons for recognizing each employee, every time they are awarded. The more vague, the less convinced they are of the true intentions of rewarding them.

Harnessing the power of appreciation

Appreciation and recognition of your employees can take your organization a long way. Employees will feel more energized and motivated when working and completing tasks. Fostering a healthy work dynamic by providing recognition is important to ensure job satisfaction. Work culture is a vital deciding factor for many top talents hence this can promote employee retention and attraction while improving current employee wellbeing.


  1. How can I ensure that my recognition program is inclusive and equitable for all employees?

A: Set clear criteria for recognition. This helps communicate requirements to get recognized. Encourage peer-to-peer nominations to ensure everyone gets an opportunity to be recognized.

  1. What are some cost-effective ways to implement employee recognition initiatives in small organizations?

A: Personalized notes and public recognition are cost-effective ways to implement employee recognition in small organizations.

  1. Are there any tools or platforms available to help track and manage employee recognition efforts?

A: Utilizing tools like employee engagement platforms that allow easy peer-to-peer recognition and assess the engagement of employees can help organizations track and manage employee recognition efforts.