5 min read
The employee/employer relationship has changed significantly in the past decade; employees crave regular feedback, they want to be connected to something bigger than themselves, and they want trust and autonomy. Well, that’s what studies are telling us, and that means everything to do with the employee experience - including reward and recognition - needs to help achieve those things.
If you want to wow your people and get them excited and engaged about coming to work, then you can’t just settle for old-school reward and recognition tactics. What worked 15 years ago isn’t going to cut it in today’s workforce.
To take your employee reward and recognition experience to the next level, revisit your program and weigh in on whether it is delivering the following four things:
Behind this HR buzzword is a deep seated desire for open and honest communication. Technology and social media has shifted the way we communicate with each other, and in turn, how our employees expect to be communicated with. In today’s work world, people just expect that information will be readily available to them. They want to be armed with the information they need to do their jobs well; knowing the “rules of the game” is empowering and enables our people to just get on with it.
When it comes to reward and recognition, radical transparency is a must-have. This operates in 3 different ways:
In almost every employee survey I’ve ever deployed, employees report that there is a lack of recognition from managers — it doesn’t happen anywhere near as often as they expect.
Why? First, with so many competing priorities and so much to do, employee recognition simply falls to the bottom of most managers’ to-do list. Then, along comes fear — fear of getting it wrong means that doing nothing instead of something is a better option. Increasingly, recognising employees effectively is becoming a challenge for our leaders and it takes effort and intention to help leaders get more comfortable with this.
How can we help?
At the end of the day workplaces are just like any other community we choose to be part of, be it our friendship groups, sports team or gym. We choose them because they share our goals and values.
As groups get bigger, retaining this sense of community becomes harder - departments operate in silos, companies with a geographically dispersed workforce struggle to bring people together, teams fight over resources - even with so many tools that make collaboration easier, unity is still a big issue.
So how do we ensure everyone is clear and onboard with the purpose and mission and how do we better unite our teams together to create a more connected community? By integrating your communication rhythm with recognition rhythm, so both are aligned.
As you share your company’s purpose, mission and values (and how you’re working towards achieving these) through company blog, news feeds, meetings and formal announcements, use these opportunities to recognise people who have played a part. Use the power of technology, and look for a reward and recognition platform that integrates with employee communications workflow, so you can tag and recognise or send an eCard to people who’ve written a blog post, or are featured in a company announcement.
Hollard is an absolutely stellar example of a company truly bring their employer brand to life by combining their communications hub with their employee benefits and reward and recognition, and it just so happens the organisation chose to partner with us to help improve its Employee Value Proposition. People log in to their Perks Plus Recognition hub to learn about the company’s Principles and DNA, read blogs about the latest company news and Award Winners, and to check out the latest “high fives’”and visit their very own trophy cabinet.
How do you ensure that after all your hard work the end to end experience truly delights your employees and the impact of that recognition is felt not just in that moment, but long after it has been given? By giving them rewards that are personal and meaningful as a reward, or, better yet, the ability to choose something personal and meaningful.
Here’s a personal example of how simple this is. When I received recognition from my colleague and manager, it came with Game Changer rewards, both worth $50 each. On my way back from a client meeting I spotted an outfit in the window at Country Road and knew I had to have it. I jumped into my reward and recognition program on my mobile phone, purchased my vouchers and saved a sweet $100 on my now go-to wedding outfit.
This delighted me because as a Sydney-based couple (who definitely aren’t having avocados on toast for breakfast) my rewards meant I could buy something meaningful to me, that made me feel awesome, and now every time I wear that outfit I’m reminded of why I love my job.
It’s time to ditch the old-school, one-size-fits-all approach where only a handful of employees receive limited recognition and even fewer get meaningful reward. These are four simple principles any HR professional looking to implement employee recognition and reward should be looking at in order to create the best R&R experience for their people. If each employer could look at how to bring these things to life in their own programs, we would all be one step closer to making the world a better place to work.
Kylie Terrell is one of our Employee Engagement Consultants and is RG’s resident advocate for employee recognition. She loves creating “wow” moments and looking for creative ways to make her coworkers and clients feel special.
Receive our most popular articles in your inbox every other week for employee engagement best practice and inspiration