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How you can encourage employee recognition
By Kim Harrison,
Consultant, Author and Principal of www.cuttingedgepr.com
Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.
Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations.
Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that recognition invariably is done badly, if done at all. Few organizations have well-established and accepted formal or informal employee programs in place. Therefore, employee recognition remains an undervalued management technique.
Communication is a vital part of recognition
Communication is important in the recognition of good achievements in the workplace by peers, managers and supervisors. As a public relations practitioner, you can encourage the awarding of recognition for work well done throughout the organization when you become aware of suitable situations. Such opportunities tend to arise while gathering information for employee publications and other typical communication tasks.
You can communicate about good achievements and their long-term benefits:
In addition, you can communicate about the long-term benefits that come to high achievers in the workplace:
You can play a valuable role by training or arranging training in presentation skills to assist supervisors and managers to improve the way they recognize their staff for work well done. Many managers have never had such training, and because good communication skills are expected as a ‘given’ in a job, some are reluctant to admit they need assistance in this area.
The concept of employee recognition is basically simple, but most managers are poor at it. They need reinforcing and coaching. They need a program, principles and procedures to help them apply recognition effectively within their area of responsibility.
This article is based on a chapter in the e-book, Creative ideas for employee recognition by Kim Harrison. The e-book can be accessed on www.cuttingedgepr.com.
About the Author
Kim Harrison is a recognized authority in the public relations field. His website, www.cuttingedgepr.com, provides a wealth of informative articles and resources on public relations techniques and management.
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