Create a culture of recognition to improve relationships and productivity
Employee Recognition
Recognising efforts
Having a culture of recognition in the workplace provides a way for employees to be rewarded for their hard efforts and for others to feel inspired to adopt the same behaviours and attitude towards their role.
When employees feel their hard work has been recognised and rewarded by their team and managers of the company, they’ll begin to feel valued and aligned to the company culture. As a manager, it’s great to encourage the behaviours you’d like to see which align with the company’s core values.
An excellent way of celebrating these behaviours and efforts is to regularly keep track of ongoing performance throughout the team and utilise reward systems.
Employee reward systems
Recognition helps employees feel valued, aligned to the company culture values and recognised for their hard efforts. By saying thank you to your employees, you’ll be encouraging them to continue their hard efforts into their efforts of performance and development.
To encourage positive behaviour, performance and development in employees, you can use employee reward systems. Some common and effective reward systems include peer-to-peer recognition, manager-to-peer recognition, values-based employee rewards, and rewards points and leaderboards.
Why Employee Recognition Is Important
Track the performance of managers and individuals
Using our Performance Management System, you can track performance, train and reward your team to build an engaged workforce with improved and ongoing department objectives.
With the configurable leaderboard, you’ll be able to see the performance of individuals and teams in real-time, based on objective tags. These leaderboards are available for both the managers and the individuals, so you can track performance through different levels of the company.
Company-wide leaderboards also show you how all team members are working towards their goals with real-time performance, and who may be having some difficulty in doing so. This not only helps to identify the highest performers in the team, but it also identifies those who may need more of a push in their performance.
If employees are frequently stuck at the bottom of the board, it will be able to trigger questions as to whether that employee is receiving enough support and guidance, and if they may require some training to get them up to speed.
Leaderboards reinforce positive behaviours that may lead to positive performance. These leaderboards act as setting an example to the wider team of the actions taken by those top performers and motivate low performers to perform better.
Difference between rewards and recognition
Rewards are:
- Tangible and of a specific amount
- Transactional
- Consumed
- Transferable and can be passed off from one person to another
- Conditional and based on certain terms
- Expected
- Often impersonal
- Fixed
Performance recognition through leaderboards is:
- Invisible in nature, yet priceless in value
- Relational
- Experienced
- Non-transferrable and quite permanent
- Unconditional and not part of a fixed result
- Unexpected
- Emotional
- Personal
- Spontaneous
EXPLORE OTHER PERFORMANCE MANAGEMENT AND DEVELOPMENT FEATURES:
https://www.staffcircle.com/performance-management-and-development/kpi-objectives
https://www.staffcircle.com/performance-management-and-development/okr-objectives-software
https://www.staffcircle.com/performance-management-and-development/dashboard-reports