Recognition & Reward – Everyday Recognition

By Douglas Weinstein
Published on: March 9, 2017

This is part 2 in a 6 part series.  To read part 1, click here.

In Part 1, we looked at the definition and background information regarding recognition and reward programs.  What they are all about and why you should implement one in your business to propel growth and retain valued employees.  Today we’re going to look at the most basic form of recognition.  Recognition that doesn’t cost a dime.   It’s called Day to Day Recognition.

As the name implies, this is really pretty straightforward.  Someone does something good for the company (team), they get a shout-out.  “Hey everybody, Suzie just knocked one out of the park.  Let’s give her a round of applause.”

In many companies that I have been around – companies that have a solid, upbeat culture – this is a natural occurrence.  Many of you reading this are probably thinking that your company already has this part of the recognition game plan down pat.  But in reality, it’s a little bit more involved than just applauding the obvious.

The kind of day to day recognition that really sticks and has a powerful effect on employees is the thoughtful, observant, timely recognition that takes a lot of practice to master.  You have to have your eyes open and your ears to the ground.  Some examples:

An employee who does something on a regular basis that adds something special to the company, but is now just taken for granted.  Don’t take it for granted, say thank you in front of the entire company.

An employee (Bob) who has made it public that they have a big dinner party they’re throwing on Friday night.  Announce to your team at 2 pm on Friday that you think it would be a good idea, based on the great work Bob has been doing lately, that Bob takes the rest of the afternoon off because you know he has a lot of prep work to do for his big dinner party.  (Recognition and Reward!)

Day to day recognition has 3 basic components:

Frequency – day to day recognition has to be repetitive and frequent.  It should become part of your company culture.  This takes practice on everyone’s part.  Some people are not prone to being as thoughtful as others, and some are shy when it comes to speaking up in presence of their bosses.  (Much less their bosses’ bosses!)  This takes time and it has to be worked on, just like any other techniques you train your people for.

Specific – identify exactly what you are recognizing someone for.  It’s not just about someone being valuable to the company.  It’s about someone going above and beyond the call of duty, it’s about someone putting some extra effort into their work, it’s about someone helping the team.  Be specific.

Timely – recognize in a timely fashion.  Don’t wait until the end of the day.  When you notice someone doing something exemplary, let them know you just wanted to say thanks.

This type of recognition really doesn’t cost you anything and if you practice, practice, practice, you’ll find it doesn’t take up a lot of your time.  Everyone in your company has to get with this program, not just the owner.  Get your people appreciating each other’s work and you will see the pride factor start to infect your workplace.  Your employees will feel appreciated and that will translate into their being great ambassadors for your company.  You’ve heard that happy cows make great cheese?  Happy employees make for great customers.

Part 3 – Above and Beyond Recognition

Douglas Weinstein

Douglas Weinstein

Doug is the Editor and co-founder of the Technology Insider Group and Technology Designer Magazine. Previously, he was the Executive Director and co-founder of the Elf Foundation, a non-profit organization that created Room of Magic entertainment theaters in children's hospitals across North America.

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