Changing the Basis of Employee Recognition
As an HR professional, I value employee recognition programs for positive morale and retention. But this recent article in Forbes makes an important distinction in recognition, in that managers have to know what motivates individual employees to identify what form of recognition will be most appreciated. Read on for more insight.
I'd love to hear if you have experienced recognition at work that was personally more meaningful and what it entailed.
I am delighted to be part of the HR Department at AVIXA and an Ambassador of the Jobs Room of the Xchange! I hope to bring my 25+ years of broad-based experience in Human Resources, both in consulting and in-house roles, to our Xchange members as a helpful resource and source of information and best practices.
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In +30 years working in the audiovisual industry I have not received any recognition from the companies in which I have worked, neither from the company itself nor from my managers.
I would say this doesn't bother me, I firmly believe that all the work I have done is really good and I have gotten some promotions (is this a recognition?).
But there is another side to this story that I never expected, my coworkers and subordinates have said very nice words to me about my job and myself and how they feel about it.
That's one of the best things that has happened to me in the industry. Hearing those nice words from the people who are next to you on the battlefield.
Talking about the Forbes article, I agree that we must be close to our people, first to know them better and to know and understand their necessities and aspirations, in that way we can have a better idea to recognize, inspire or engagement them with the company´s goals.
Finally each person will need a different type of recognition.