According to a recent study in Time magazine, approximately 80% of people feel disrespected at work. In today’s economy, it is increasingly difficult to find work, but it is also very important to maintain employee happiness to maximize company efficiency in preparation for long-term success. A few years ago, I attended a private leadership training seminar in Louisville, Kentucky, hosted by Adrian Gostick, author of “A Carrot a Day.” Gostick, who teaches the importance of maintaining employee morale through rewards and recognition, is one of the best public speakers I have ever seen. He runs the Carrots.com and OCTanner.com websites together with his business partner Chester Elton. The two travel the world speaking publicly and offering advice for implementing higher standards of employee recognition in the corporate world. During the session, he shared some of his tips for maintaining employee happiness in organizations of almost any size. Smart Money magazine recently reported that “optimistic fanatics” are more successful in the business world, but anyone who has worked in that world knows how difficult it can be to stay positive at times.
Negativity is contagious and once it sinks into the business environment, it can spread like wildfire. So how do we fight it? With appreciation, he says. Gostick, a lively and witty presenter with an infectious sense of optimism, recommended praising the efforts of employees trying to improve their own performance and rewarding them when those efforts produce measured results. Recognition is a very important factor in boosting employee morale. If you think your employees could use a new breath of positivity, try personal or symbolic recognition, or positive reinforcement of good behaviors. PERSONAL RECOGNITION Personal recognition is exactly what it sounds like: recognition for a job well done. It can be in the form of a “great job” or a pat on the back. Sometimes it could go a step further and emerge as a thank you card that was passed from a thankful boss to an employee who did their best. This kind of recognition is almost always welcome and can make someone smile for the rest of the day. SYMBOLIC RECOGNITION Of course, to be effective, you must avoid exaggeration. Too much of a good thing can become redundant or seem insincere. If you constantly praise your employees, your words may lose their meaning. Employees may come to expect praise and see it as a minor “reward” or worse, feel hurt when you forget to praise them for doing what they consider good work. Make sure to praise often, but not TOO MUCH.
Praise when necessary and when recognition is deserved, when rapport is established, or when a particular employee needs a morale boost. And try different kinds of compliments. Personal recognition is very effective, but symbolic recognition can also be very helpful. Token recognition involves going one step further and rewarding an employee with more than words – a smile, a handshake, or a friendly pat on the back. Symbolic recognition is often tangible and involves gifts or prizes. I’ve seen companies offering everything from plates to an employee’s favorite food, or even something as simple as a stress ball or bracelets. If you really want the employee to feel special (and if it’s within your company’s budget to do so), a custom trophy could be awarded to a high-performing worker to proudly display on their desk. Now that we’ve discussed some ways to recognize the best, let’s examine how to be effective in our recognition. For recognition to be successful, Adrian Gostick says you must follow the following three rules: – frequent – specific – timely In his book “A Carrot a Day” (which I highly recommend to anyone in a leadership or management role), Gostick recommends doing something to boost morale once a day. The theory here is that if you continually work to improve employee morale and keep your best employees satisfied, they will continue to work hard and keep your business running smoothly. However, if the best employees are neglected, they may lose interest in working for your company.
This should not be underestimated, as top performers generally realize their own worth and know that, even in a tough economy, they have a better than average chance of finding another job. Another reason recognition is important, says Gostick, is because “customers base their opinions of a company on its front-line employees.” Think about it. Front-line employees are often the first to see customers and often deal with them face-to-face in person. Unfortunately, they are also often the lowest paid. Because studies have shown that people associate more money with happiness, this also means that front-line employees often run the risk of being unhappy with their jobs and even quit to pursue other options. If your front-line employees aren’t happy, are they going to provide the best quality customer service? Probably not. “Customers will drive further and pay more for better services or cheaper prices,” says Gostick. The key to employee retention is making your employees happy. Certainly, some idealism comes into play, but the theory itself is good, and raising employee morale can never be bad for business. In fact, Gostick states in his book that employees who are regularly praised and / or rewarded “are better focused on company goals. They spot new opportunities faster. They have longer work lives.” The book even offers ideas for managers looking for new ways to praise, recognize, and reward employees. It’s no wonder, then, that it quickly became a top seller on the Wall Street Journal and Business Week charts. Some of the most notable tips:
- Remember to thank the people who have influenced you. This is too often overlooked. Don’t just promote frontline employee morale; promote it at all levels of your company.
- Bring out the star within your co-workers. Reward publicly when appropriate and observe the change it brings in attitudes and performance.
- Have a formal recognition event. Hold a ceremony at least once a year to publicly praise top artists and turn them into stars. This also gives employees something to work for throughout the year.
- Keep track of what your employees like or dislike. This doesn’t just refer to your feelings about the work environment. It can also help you think of creative ways to reward them. Get a more personal level with your reward ideas by asking what motivates them. You could even do an anonymous (or not) written survey of all employees to get reward ideas. If possible, tailor your rewards to each specific person you are honoring. They will appreciate the personal touch, knowing that you are listening to their needs and wants. This is a great way to build rapport by letting them know that you care!
The rewards don’t just have to come from top management, so don’t burn yourself out trying to come up with new ideas! Create a formal rewards and recognition program for employees that allows them to nominate and possibly even reward each other when they appreciate something a coworker has done or notice a job well done. This morale increases the team’s relationship and takes some of the weight off your shoulders so you can focus on other important management tasks. Just make sure you’re not depending on your employees for 100% recognition. Most of it should start with you! Don’t underestimate the power of recognition. It is extremely important in the business world. Without it, you could lose employees. Top performers are the best able to leave because they have the same skills other employers are looking for, and they KNOW it! If you don’t show your best employees how valued they are, they may put you off for another opportunity, should one arise. However, if an employee is genuinely happy with their surroundings, or feels respected and appreciated in the workplace, they might settle for lower pay or a longer commute just for those feelings of worth. To further illustrate this point, Gostick shared a story about his recent experience traveling in China. During his trip, he met a young Chinese woman who spoke a little English.
Deciding to start a conversation with her, he asked her: “Have you ever been to the United States?” The girl replied that not only had she never visited the United States, but she had not even left her hometown. Understandably surprised, Gostick decided to investigate further and asked, “Why have you never left this city? Don’t you want to see the rest of the world?” “If I’m happy here,” the girl replied without hesitation, “why would I want to leave?” It seems that companies could learn a lot from this story.