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Employee Recognition Essay Example
Employee Recognition Essay Example

Employee Recognition Essay Example

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  • Pages: 5 (2188 words)
  • Published: October 2, 2019
  • Type: Essay
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In today’s highly competitive business world, employee recognition is an important aspect of a business that needs to be given due attention. The way it is implemented and its success depend on how the business pursues employee recognition. In this report, we would like to showcase employee recognition in the business world, the theories behind each application, and how it is implemented by businesses. Employee recognition is an incidence or program by which an employer appreciates and acknowledges the efforts and contributions of an employee publicly.

This program is widely used by huge corporations, small businesses or managers as it is related to a number of individual and organizational outcomes. This concept of rewarding an employee’s behavior is one of the fastest growing in the world, especially in North America. Employee recognition also provides an opportunity to demonstrate the culture in a way that has an impact on employees. Some of the benefits of implementing this idea are job satisfaction for employees, higher performance and productivity, lower turnover, higher motivation and improves morale.

Employee recognition is split into three categories: formal, in-formal and everyday recognition. Choosing the appropriate category along with choosing the right factors, results in the effective recognition of employees. The first and the most widely used category is the formal approach. It consists of long-term service awards, performance awards, safety awards, monetary awards, and other similar prospects. These are awards that might be given out every month, or quarter, and usually involve plaques, or certificates. For exampl

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e, recognizing the “best employee of the month” award is one of the common recognition methods used in firms.

Some employees may think that this approach is not genuine and may under value these awards. The second approach is the in-formal approach, which is a more departmental focus on employee recognition and connects employees with their colleagues. This approach is very effective, as it doesn’t ever have to happen; whenever it does, employees know that their efforts have been recognized by the organization, for example, a group party. This method of employee recognition is much more effective than the formal method as employees are recognized when they weren’t expecting it; there is no designated time.

The manager plays a key role in this approach as he has to develop strong communication, give feedback on work, and encourage employees. These will make this approach effective. In-formal approach also involves peer-recognition system of rewarding where the employees are evaluated not by the superiors but by their peers and colleagues in the company. The final approach is the everyday recognition. These are usually the small things that are done or said on a daily basis. It should occur immediately after the behavior has happened. For example, appreciating a team after a presentation has been given.

This is arguably the best method of employee recognition as it shows employees that you notice their efforts and mention it right away. Thus, employees psychologically feel more valued in the business and work harder to maintain their impression. Having the right system placed will not guarantee success unless some factors ar

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observed. These factors include timeliness, personal lifestyles, consistency, verbal praise, sufficient funds, accountability, and creativity. The outsourcing agreement has retained eighty percent of employees from the contracting company, and brought in twenty percent new employees from elsewhere.

Our employee recognition program is projected to bond and gel workers into becoming a more productive, effective team. Since there has been a change in personnel in the IT department, our premier goals in using employee recognition programs are to improve overall morale and cooperation between workers. On a side note, it is also necessary for this new department to develop a team mentality. This is where managers and employees should have mutual respect for each other. Traditional formal programs such as sales performance or employee of the month awards are not appropriate in the early stages of the establishment of the department.

The reason formal programs may not be effective is because this would create competition amongst workers. A lot of times, when there are financial rewards for top employee performances, workers would try to find ways to outperform their work mates. This kind of tension between workers should be avoided, as this would encourage personal initiatives rather than team objectives. Traditional reward systems may be used at a later stage when the department becomes more reputable for their performance. These competition based reward programs should be used with caution and at a suitable situation.

On the other hand, the recognition programs that should be implemented at the initiation of this department should be peer recognition programs. Informal programs, that is, peer-to-peer programs will be utilized in attempt to create a culture that values teamwork. The main benefits of peer programs include building better rapport and relationships between employees. This peer recognition system is different from the traditional system because employees are recognized based on opinions of fellow employees. With the peer program, employees are driven to maintain good relationships with one another.

They would be striving to assist each other, to become the better team player. Employees who are selected by their peers will be recognized as the best team contributor. Also, when employees are nominated by their peers as a top performer, it would eliminate any bias that may come from managers or higher authoritative figures. Everyday recognition opportunities should not be downplayed. These are the good routine behaviour that help sum up to better overall performance. Often times, when good behaviour is performed on a regular basis, they slowly become the norm for workers.

Daily objectives for employees, such as arriving at work on time or completing tasks on time, should be recognized. An accolade such as the perfect attendance award is beneficial to the organization in the long run in potential savings with having to hire part time workers for absentees. These good habits are contagious when someone is acknowledged for their behavior; fellow employees will imitate these actions. Recognition programs can be beneficial to both the organization and its employees. After implementing recognition programs, it is said that the organization’s productivity and performance will increase.

Before introducing recognition programs, it is

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