By Traci Pesch
Why does employee recognition matter? What elements make social recognition a success? How do we even define “success?” What types of significant results are achievable through social recognition?
These are a few of the most common questions I hear about social recognition. Beyond the obvious, “Yes, it’s important to say ‘thank you’ – to notice, acknowledge, and appreciate the efforts of those around you,” social recognition does have significant impact on how our people experience work. (So why not make it a more WorkHuman environment?)
So, why is recognition important? More importantly why is creating a culture or recognition vs just implementing another program so important? A culture of recognition contributes to success by creating a positive spiral effective, encouraging greater alignment with core values, and reinforcing key behaviors that drive businesses forward.
In turn, connections between employees are strengthened, leading to greater engagement and satisfaction, as well as improved trust and collaboration. Employees who are recognized for their contributions are more likely to bring their whole self to work, resulting in a range of outcomes and results. Essentially, recognition done right, drives top priorities and business results.
We’ve thought about this a lot. It’s our passion. We’ve been refining this with our customers for years, codified in our book The Power of Thanks.
This blueprint for social recognition success involves the elements illustrated here, starting with securing executive sponsorship and defining your goals and metrics for success, then continuing though creation of a strong program designed to reach all employees for that engaging recognition experience, and then offering a great choice of rewards in order to ensure every recognition moment has the longest emotional tail possible.
These are the elements from which our best practices and benchmarks are derived. These best practices and this approach, is proven with large, global companies across many verticals.
With these elements in mind, have a look at your employee recognition program and the current state against each key element of success. Our vision for all of our clients is to truly build a culture of recognition and appreciation that lives, grows and is sustainable. As a matter of fact, this year we’re celebrating 10 years of partnership with several clients, who transformed their thinking from “let’s have a recognition program” to “let’s build a sustainable culture of appreciation and recognition and have quantifiable results to back up the WHY.”
What are some of your company’s ambitions for establishing a culture of recognition?
About Traci Pesch
A cheerleader for the power of recognition and appreciation, Traci Pesch is known for her deep partnerships with customers to help them attain their goals through social recognition. As a principal recognition strategist and consultant for Globoforce, Traci is a founding member of the company’s strategy and consulting team and is always innovating new ways to create cultures of recognition. Traci holds a B.S. in Marketing from Bowling Green State University and is a Certified Recognition Professional (CRP).