Recently I attended a client’s focus group session. The sessions are conducted in an open format where everyone is able to voice their comments about the current rewards and recognition program. At this point, the client has been using their recognition platform for two months. They surveyed 2 groups of users – management and non-management. This is always a great way to gather valuable feedback! And it definitely heightens your awareness of their current state of culture.
Even though I have been in the industry for almost 30 years, I was once again amazed at how passionate individuals are about the importance of recognition. The managers noted it is critical, if not necessary, to have an easy way to recognize those who exhibit improvements and great accomplishments. In fact, several managers were even recognized by their employees for providing great coaching and leadership. That is recognition at its finest!
Both groups unanimously agreed recognizing people for doing a good job has a positive impact on productivity, which will result in the company being more profitable. An actual comment from a non-manager said “It was nice to know my hard work was appreciated!”
The company that conducted the focus group sessions is not just going to measure perceptions, but will also be looking at productivity gains. This systematic platform enables managers and non-managers to easily recognize individuals and teams for going “above and beyond” and for demonstrating the company’s core values in an exemplary way. It also enables management to see who is sending and receiving recognition and for what reasons.
After attending the feedback sessions, I was surprised how many organizations do not use recognition. Recent findings in the 2009/2010 US Strategic Rewards Report by World at Work and Towers Watson highlights the unprecedented impact of the recession on organizations and their employees. The study highlights that as compensation and benefits were frozen, or in some cases even reduced, 23% of companies have increased their use of recognition programs. More and more companies are seeing the need and value of rewards and recognition programs within their organizations.
The results that were shared during the sessions were so interesting and such a true testament as to why recognition is so needed. Do you know the value of rewards and recognition in your organization? Are you role modeling and recognizing those employees that ACTIVELY engage in support of your strategies? Do you think those that use recognition may be more likely to reach their strategic goals? I would like to hear your thoughts.
Great post Louise – especially in these tough times. I am a strong believer in recognition. Currently I am working at a company with less than 30 employees. As the Customer Service Manager I have 7 direct reports. I wonder if you and your readers have suggestions for a more formalized program in this smaller headcount [and budget $ ] setting.
thanks, David
Interesting information! I am currently working on a Compensation, Rewards & Recognition conference, I am very interested to learn more!
Michelle,
I would be happy to talk with you and potentially share additional information that may be of interest based on your needs. Please e-mail me if you are interested.
I am on the board of directors for the Incentive Marketing Association and we have have access to powerful research and case studies.