Recognition is not just monetary

Money is a limited motivator, which is why it is important to offer a variety of strategies and approaches to recognize your employees. Recognition can be formal, structured in a years of service recognition program, or informal, which is spontaneous and unplanned.

It can be demonstrated publicly , in a ceremony or group meeting, or privately and personalized in a one-on-one setting .

It can be intended for a group of employees (collective recognition) or for a specific employee (individual recognition).

It can be monetary, such as a bonus or other financial reward, or non-monetary, such as a thank you.

The important thing here is to understand that every employee has their own preferences when it comes to recognition. Not everyone enjoys being recognized publicly or receiving a gift. Some thrive on the idea of getting a performance bonus, but don’t assume that’s the norm.

In other words: variety is key!

There is no one size fits all when it comes to this; one size fits one should be the most effective approach. To achieve this, you need to know each of your employees well and adapt to their preferences to have the greatest impact.

Where to start?

First of all, think about what you want to recognize as such:

• The person: as a distinct human

• Contribution: the employee's efforts (not results), skills and qualities

• The results: the end as such, the effectiveness, quality or usefulness of the work accomplished.

Next, think about ways to achieve this. According to Chapman & White , there are 4 languages of appreciation when it comes to this:

• Words (written or verbal): don't hesitate to mention a success or a good idea of your employee during a team meeting, create a compliment wall on which each person can write their comments about their colleagues, offer personalized feedback to your employee during your individual meetings, etc.

• Time: Take quality time with your employee such as a dinner to discuss their dreams and ambitions, organize a quarterly teambuilding activity, offer them a well-deserved afternoon off, etc.

• Providing a service: we are referring here to concrete gestures or actions to help others, such as taking time to support them in a specific project or in their professional development.

• Gifts: First, make sure the person likes this form of recognition and even more specifically, the gift itself.

And now, add a pinch of creativity! Hundreds of ideas are readily available online to inspire you, but most importantly, don't hesitate to involve your employees. After all, they are the best placed to guide you on what they would like to have as recognition!

Remember to be sincere and authentic in your approach.

Gratitude is a skill that can be developed!

Lack of recognition is unfortunately the Achilles heel of many organizations. Paradoxically, many leaders and managers claim to offer recognition, mentioning offering generous Christmas gifts and magnificent gifts for years of service…

Train your managers. Inform them about the powerful potential impacts of this inexpensive and accessible practice. A thank you, active listening, and continuous constructive feedback are also signs of recognition. Like any skill, it is through practice that they will improve! After all, practice makes perfect!

Here are the benefits of sincere gratitude:

• Employee retention

• Improving the quality of work

• Reducing staff turnover

• Increasing the rate of return and performance

• Reduction of absenteeism

• Stimulating employee loyalty and commitment to the organization

• Increasing customer loyalty through quality of services and products

• Improving the working climate

Beyond the motivational aspect, it has been shown that this practice improves the perception of managers' leadership. Everyone has everything to gain!

Employee recognition, we would be crazy to do without it!