This blog is about incentives programs
Employee recognition approaches and content must also be inconsistent. Contradictory? No, not really. You want to offer employee recognition that is consistently fair, but you also want to make sure your employee recognition efforts do not become expectations or entitlements. As expectations, your employee recognition efforts become entitlements. Bad news.
As an example, a company owner provided lunch for all staff every Friday to encourage team building and positive work relationships. All interested employees voluntarily attended the lunches. He was shocked when a group of employees asked him for reimbursement to cover the cost of the lunch on days they did not attend. I wasn’t shocked; the lunches had become an expected portion of their compensation and benefits package. Sincere recognition had turned into entitlement.
Inconsistency is encouraged in the type of employee recognition offered also. If employees are invited to lunch with the boss every time they work over-time, the lunch is an expectation. It is no longer a reward. Additionally, if a person does not receive the expected reward, it becomes a dissatisfier and negatively impacts the person’s attitude about work.
Be as specific as you can in telling the individual exactly why he is receiving the recognition. The work purpose of feedback is to reinforce what you’d like to see the employee do more of; the purpose of employee recognition is the same. In fact, employee recognition is one of the most powerful forms of feedback that you can provide. While “you did a nice job today” is a positive comment, it lacks the power of, “the report had a significant impact on the committee’s decision. You did an excellent job of highlighting the key points and information we needed to weigh before deciding. Because of your work, we’ll be able to cut six percent of the budget with no layoffs.”
Offer employee recognition as close to the event you are recognizing as possible. When a person performs positively, provide recognition immediately. Likely the employee is already feeling good about her performance; your timely recognition of the employee will enhance the positive feelings. This, in turn, positively affects the employee’s confidence in her ability to do well in your organization.
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