Providing Recognition

  • Show appreciation - say thank you
  • Provide recognition for a job well done
  • Give & share the same opportunities to everyone
  • Recognise in public and constructive feedback in private
Image of girl laughing

Learning Materials

Reward & Recognition

Performance

Check Lists

  • PI in place for every team member, and updated every 6 month - will allow you to know better your team (motivations and ways of working)
  • Regular 1:1 - continuous conversation
  • Create and promote webinars between Managers to share knowledge and best practices - Live it! is one channel, e.g; through Zoom or other platforms
  • Training on P2P process
  • Communicate other tools available in the Company - On SPOT Recognition; HI5 in All Hands and Team Meetings
  • Work in Certified Coaching Programs, and also in partnership with Human Resources Business Partner
  • OKRs/Goals based on company needs, monitor and support by employees
  • Working align with the Compensation & Benefits Specialist - Benchmarks shared with Managers
  • Regular training in “How to prepare budget"?
  • Spread the Culture of Gratitude - learn how

Templates

SMART Social Recognition

  • Sincere. Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowlegdements leave something to be desired.
  • Meaningful. To endure a motivating influence, rewards should be aligned with the values, goals and priorities that matter the most.
  • Adaptable. The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time. [Recognition should be adapted and valuable to the receiver.]
  • Relevant. Some personal dimension is essential to a good reward. No matter how format or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch. It's a little thing that makes a big difference. [Recognition should be provided by someone of significance to the receiver.]
  • Timely. It is important that rewards respond to the behavior they are intending to reinforce. Don't let too much time pass or the reward be devalued and credibility eroded.

Guiding Questions

Ask Yourself:

  • Are you happy with the frequency at which you give recognition to your team?
  • Do you feel like your organization celebrates its accomplishments and learnings?
  • Do you feel like recognition is meaningful when you give it to your team?
  • Do you feel like your team cares about your feedback?
  • Do you give sufficient feedback about your team performance?
  • Are your team emotionally prepared to receive performance recognition?
  • Do you feel that your organization provide you with the necessary tools for rewards and recognition?
  • What Contributes to my team satisfaction?

Ask Your Team:

  • Are you happy with the frequency at which your Manager gives you feedback about your performance?
  • Do you feel like your organization celebrates your accomplishments and learnings?
  • Do you feel like your Manager cares about your feedback?
  • Do you ask for sufficient feedback about your individual performance?
  • Do you feel valued at work?

Books

Armstrong's Handbook of Human Resource Management Practice book cover

Armstrong's Handbook of Human Resource Management Practice

Armstrong's Handbook of Reward Management Practice is the definitive guide to understanding, developing and implementing effective reward. It is closely aligned to the CIPD's standard in reward management and is supported by online resources for both lecturers and students. Updated to reflect the practical implications of the most recent research and discussion on reward management, this new fifth edition includes a new chapter on computerized reward management, completely updated chapters on job evaluation, pay structures, merit pay and executive pay, and new case studies.

O Great One book cover

O Great One!

Rather than explain the power of recognition in a typical business book, acclaimed CEO David Novak wrote a fun story that draws on his real-world experiences at Pepsi and Yum! Brands, as well as his personal life.

Work Rules book cover

Work Rules!

"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, former head of People Operations at Google, the company that transformed how the world interacts with knowledge. WORK RULES! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.

Talks

Ted Talk video thumbnail

Boost Your Employee Recognition With These 15 Inspiring Ted Talks

It doesn't take a rocket scientist to figure out that employees like being recognized for their efforts at work. Despite that, fewer than 33% of employees feel as though they’re valued at their jobs, according to our research. When employees feel expendable, they're not exactly motivated to work as hard as they can. Luckily, there's a simple fix: doubling down on employee recognition efforts. If you need more convincing, here are 15 TED Talks that highlight the importance of employee recognition and what managers can do to make their staffs more productive.