Creating a Recognition Program That Employees Love

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Appreciation refers to the recognition, enjoyment, or valuation of something or someone's qualities, value, or significance. Do you want engagement and collaboration at work? Appreciate someone. It's one of the BIG reasons why people come to work and stay with you for years, contributing heavily to its success. Showing appreciation for your team's performance is essential for building morale, inspiring motivation, and maintaining a positive work environment. Appreciation manifests itself in many ways; however, it's mostly up to you as a leader to express gratitude and acknowledge the efforts of your people. When this happens, it impacts not only the individual receiving the acknowledgment but the organization as well. Here are some examples: A simple and meaningful "thank you" goes a long way. Personalize your thanks by specifying your gratitude for a specific project, a job well done, or individual effort. A handwritten note or a personal thank-you card demonstrates thoughtfulness and is a tangible reminder of your appreciation. Publicly acknowledge and praise team members during meetings or gatherings. Highlight achievements and explain how their contributions positively impacted the team and the organization. Offer tangible incentives or rewards to recognize outstanding performance. This can include bonuses, gift cards, extra paid time off, or other perks. Invest in your team's growth by providing skill development opportunities, further education, or attending relevant conferences. This shows appreciation and helps your team members advance in their careers. Develop a recognition program that highlights the achievements of team members. Awards can come with a plaque, certificate, or other symbols of success. Plan team-building activities or outings to celebrate achievements and strengthen team cohesion. These events can be fun and a way to show appreciation. Recognize high-performing team members by promoting them or offering career advancement opportunities within the organization. Encourage peer-to-peer recognition through programs that allow team members to nominate and appreciate their colleagues. This can generate appreciation at all levels, potentially for things you may not see. Sit down regularly with your team members to discuss their progress, provide constructive feedback, and outline a path for growth. Take an interest in their ongoing development. Actively listen and provide emotional support when your team members face challenges or personal issues. Your willingness to listen and help is a form of appreciation for their well-being. The key to effective appreciation is personalization and sincerity. Get to know your people, understand their preferences, and then do it often to let them know how genuinely valued they are. Appreciation may be the most important action you take as a leader. #ceos #leadership #appreciation #execution Like this line of thinking? Get more at https://lnkd.in/gvbnCjf9