Recognize Employees to Motivate and Boost Productivity

Posted on February 26, 2014 by Cheri Kolze

TNS TIP of the Week:  Recognize Employees

CertificateRecognition is a very important motivator for employees because it encourages productivity and helps to drive top performance among employees. TNS research has consistently shown that organizations that provide their employees with recognition on a regular basis outperform organizations that do not engage in a regular recognition program.

For example, if you are receiving regular praise and recognition for the good work that you are doing, you will likely want to continue or increase your productivity to continue to receive the positive attention. While on the other hand, if you perform well, but receive little to no recognition you will lose the motivation and encouragement to continue this behavior, as there will be no positive outcome.

TNS research supports the correlation of recognition with high performance, and our current normative data reveals that for the item, “How satisfied are you with the recognition you receive for doing a good job?, High Performing Organizations reveal a score of 80% favorable versus a favorable score of just 56% for organizations outside of the HiPO group.

Also, our research on Engaged employees vs. Disengaged employees also reveals a dramatic difference for the item, “How satisfied are you with the recognition you receive for doing a good job?”  Results of our Global Study show a score of 83% favorable for Highly Engaged employees vs. only 3% favorable for Disengaged employees.

For effective recognition it is important to get to know your employees on an individual level and understand what forms of recognition would help most to motivate them. Some employees, (i.e., Millennials) appreciate on-demand feedback and instant recognition, while other employees may prefer their peers to reach out to them for advice on a project because their similar project was such a success.

Recognition can be delivered in monetary and non-monetary forms. Recognition doesn’t have to be bonus check for every job well done, and as recent research has shown, most employees prefer to receive recognition in non-monetary ways.  Recognition can be highlighting an employee’s recent accomplishments on a project during a company town hall, or posting an online bulletin board where employees can post ‘Thank you notes’ to each other and highlight their appreciation. These simple, non-monetary, forms of recognition help promote positive attitudes in the workplace, and in turn, promote increased discretionary effort.

There are many simple approaches that can be applied to help incorporate an environment where recognition is a common practice.  Many organizations have implemented online recognition systems that make it very easy for employees across the organization to recognize each other. For example, employees can post recognition points for each other online, making it very simple, as well as, highly visible to everyone throughout the organization, so that others can share in the acknowledgement. This allows management an easy way to track the recognition provided to employees on an on going basis.

Recognition should be very simple and should occur as often as possible. There is no limit to how much recognition can be delivered and it is important that the recognition come from multiple sources (i.e., senior leadership, immediate supervisors, peers, directs, and clients).

Cheri Kolze

About Cheri Kolze

Cheri Kolze, M.S., Consultant - Cheri has been a part of TNS – Employee Insights since January 2006. In the time she has been with TNS, she has assisted many large multi-national clients in the project design, survey administration, and report processes. Throughout these projects, she has displayed excellent attention to detail, organization, and professionalism. Cheri has also established, and maintained, an outstanding rapport with clients and co-workers alike. Cheri is also responsible for business development initiatives. This includes internal and external training, proposal development, software demonstrations, etc. Prior to joining the team at TNS, Cheri completed her undergraduate degree in Psychology and her graduate degree in Industrial/Organizational – Social Psychology at Illinois State University. Cheri’s prior work and educational experiences include survey design and implementation, data analysis, and restaurant management.

What Others Are Saying

  1. Dan Enthoven February 27, 2014 at 6:59 pm

    Knowing what motivates each employee as an individual is key to being a great manager. Different people need different guidance and your management style needs to adjust to fit those needs.

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