Fast Company recently published an article revealing eight recognition blunders. According to the Deloitte 2016 University Human Capital Trends Report, 64% of companies are measuring engagement only once annually. Few employers have adopted the many emerging tools and technology built to provide continuous, real-time communication between employees and employers. The article cites these mistakes to avoid when attempting to improve employee recognition efforts.
Many employees do not prefer cash rewards–recognition runs deeper than monetary gain.
Sales contests and the like incentivize employees, but those who come up short can grow to resent competition.
Employees are driven by various incentives, money, experiences, public recognition–not one reward package fits an entire workforce.
Employees want to feel recognized and appreciated among peers, managers, and upper management. The message carries more weight when it’s delivered by someone other than the allusive CEO.
Much like peer-to-peer recognition, appreciation delivered too late holds little value, and can even imply the opposite of the intended message.
Employers who provide broad compliments and circumnavigate a specific accomplishment can convey a lack of care and attention to employees as individual team members.
Goals for recognition should allow for any and all achievements within the organization. Hard work, in all forms should be recognized and not be made to fit into a set of hard goals.
Engagement and recognition programs require detailed planning and consistent attention. Engagement platforms are designed for customized programs, IT integration, and organization-wide automation.
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