Maximising employee recognition in the workplace

Employee recognition is often undervalued by managers in the workplace, yet it can have a profound impact upon employee engagement, performance, motivation, morale and, ultimately, how long a worker decides to stay with your company.

employee-recognition

What is employee recognition?

Employee recognition takes many different forms. Essentially, it is about rewarding an employee for a good job done. The recognition does not have to take the form of a pay increase, although this is often the most valued and recognised form of recognition, but there are many other ways that a manager can appreciate and acknowledge the skills and output of a worker.

What forms can recognition take?

At its simplest, recognition can take the form of a thank you, but other incentives might include training or promotion, more responsibility, taking part in decision-making, having the right tools for the job and awards or prizes.

Smaller organisations may not have the financial resources to employ recognition schemes based on pay incentives, but research has shown that other methods can be as effective in promoting employee engagement and satisfaction.

Survey results

The results of an employee satisfaction survey undertaken in the USA make interesting statistics with regards to employee recognition. Around 5,000 companies and 400,000 employees took part in the survey to find out how often individuals were recognised in the workplace and what form of recognition they valued the most.

The results indicated that the highest number of satisfied employees (73%) lived in Huntsville, in Alabama, followed by Nashville in Tennessee at 69%, Austin and San Antonio in Texas, as well as Washington DC at 68% and Atlanta in Georgia, Charlotte in North Carolina, Orlando in Florida, Raleigh in North Carolina and Tampa in Florida all achieving 67% of satisfied employee scores.

Survey respondents highlighted a pay raise as the most valued form of recognition, followed by training, flexible working hours, receiving a bonus or a promotion. The least favoured form of recognition was a personalised gift such as a plaque or company merchandise.

Executing an employee recognition programme

Implementing an employee recognition programme in the workplace needs to take into account the fact that individuals are unique and value different forms of recognition, or may benefit more from one form compared to another, taking into account the delicate balance of the employee value proposition.

Employers should also recognise that individuals are at different stages of the employee lifecycle, so that different forms of recognition may be more pertinent and valued depending on whether they have just joined the organisation or whether they have been there a long time.

Employers should certainly take the statistics gained from the USA survey conducted into account, with the aim of maximising the satisfaction levels within their organisation. Whenever recognition is given, employers also need to ensure that it is timely (that it occurs immediately following a good job done, or in cases where it is necessary to fulfil a task), and that it is given consideration at regular intervals throughout the year.

Advertisements

The future of recruitment in a globalised world

If you’ve ever worked on a team that has combined the strengths of the individuals in its ranks to reach a solution that no one member could have come up with themselves, you’ll know that sometimes different methods of problem-solving can be used in a synergistic way to change the way we view reality.

Untitled

Why Egalitarianism Works
It’s just one of the reasons that America as a country has such a strong forward step in business ingenuity: from Benjamin Franklin to Barack Obama, for centuries, the United States has encouraged citizens from all walks of life to come up with ideas, offering fame and fortune to those whose best solutions can be applied to the world stage if their timing is right. As a country that has produced both the airplane and the automobile, the US has always transported people on a fast track to the future by using common sense ingenuity as its engine. It’s why improving employee engagement often begins with making employees feel valued as potentially successful workers.

Ingenuity on the World Stage
Increasingly, however, countries like the US are understanding that this isn’t due to some special ingredient in a nation’s water supply, but increasingly due to an appeal to the egalitarian strength and ingenuity of great minds the world over. With positive reinforcement for good ideas, the thinking goes, citizens all over the world should be able to have an equal chance at success if their ideas are sound and their work is honest. Take an engagement survey of any good business, and you’ll see that one of the primary focuses of employee happiness is the feeling that all workers are equal and stand an equal chance at success.

And as the world becomes more interconnected with technological advances that increasingly make the personal both the public and the political — with recent freedom movements in countries like Iran and Egypt powered by American technological breakthroughs in communication such as Twitter and Facebook — many professionals are wondering what the future of recruitment will look like.

Employees as World-Wide Equals and Partners in Business
Indeed, if you haven’t seen the turning tides in the international culture of business, it’s truly astounding to see the way that cultures can meet at a point of interest to solve some of the biggest problems the world over. Educational departments such as Yale’s doctorate program in Economics, for example, which has a reputation for producing tomorrow’s great thinkers on finance, have students who are often drawn from universities from countries as different as China and Pakistan — with a world sensibility largely overtaking the sort of old-boy networks of American business that had their hey-day in the early 20th Century.

Job Satisfaction: Why Employees Should Know They Matter
The fact is that when employee satisfaction is high, companies simply run better. And when employees know that equality is paramount in an organization, they know that they have a better chance of succeeding if they work harder and smarter.

And fortunately, this shift is coming at a time when we’re seeing an ever greater need for top-tier talent from around the world. Think of it as a kind of global melting-pot that brings out the best of what different perspectives can offer. And also think of it as a way for employers to hire from the ranks of world-class workers who specialize in the kind of technological and ideological advances that make companies great. But most of all, think of it as a fulfilment of the promise that as human beings we are all equal, and all deserve an equal chance to pursue careers that make us happy.

The Importance of Job Evaluation in Assuring Equal Pay for Women

Engagement Survey on Gender Equality

Engagement Survey on Gender Equality

Significant gender inequality in pay is considered as one of the most resilient features in the labor industry all over the world. Even if the gender pay gap has already narrowed in some countries, women continue to work for a much lower pay compared to men. Such trend continues regardless of the striking advances when it comes to women’s work experience as well as educational attainment.

The gender pay gap is caused by several factors. One of these factors is sex discrimination in salary. Many have sought to address the discrimination in pay through ensuring that men and women receive equal pay not just for the same kind of work but also for the jobs with equal value. Such principle is fundamental when it comes to the attainment of gender equality.
Job Assessment Methods to Determine Jobs of Equal Value
Determining if two different jobs that are different in terms of its content have equal value will require some methods when comparing the job. Job evaluation methods are considered as the tools that help ascertain the relative value of the jobs. Thus, these can also determine whether the corresponding pay is just.
Job assessment methods must be free from any gender bias implications in order to have an objective as well as fair assessment of jobs. If these are not the case, the key dimensions of the jobs that are normally performed by women have a higher risk in being disregarded or perhaps values lower than those jobs typically performed by men. The results would involve the continuation of the undervaluation of the jobs for women and the reinforcement of gender pay gap.
Benefits of Job Assessment and Equal Pay for Work of Equal Value
There are a lot of advantages of having equal pay for work of equal value. First, this promotes more effective utilization of skills for both men and women. Additionally, this will have a positive impact on the female workers. Having equal pay for work with equal value also promotes better human resource management. In addition to this, better working relationships are promoted between male workers and female workers. Moreover, this promotes positive effects in terms of the reputation as well as the attractiveness of the business.
Another benefit of pay equity is the greater efficiency in the staffing practices of an organization. This is manifested by the less time devoted by the employees in the recruitment process. There will also be a better perception in terms of workplace equity as well as improved labor relations. This is manifested through greater job satisfaction as well as the stronger commitment of the employees to the business.