Sometimes, as managers, we forget about the value that even the simplest praise and recognition has to our employees. We forget that it is human nature to need reassurance from people that we look up to and respect. We forget how much people thrive when they feel appreciated. But the real value lies in HOW we show our appreciation, not just that we do it.

So, How Should We Effectively Recognize Employees?

By ensuring that your organization's employee recognition program not only reinforces the organization’s culture but achieves a higher level of engagement includes the following:

• Builds self-esteem

• Reinforces desired behaviors

• Works to create an atmosphere of appreciation and trust

• Promotes empowerment and involvement

• Creates loyalty to a company

• Includes all people and in a form that resonates with them

Hurray, it’s a beautiful day! I’ve been studying intrinsic motivation for 40 years and I’ve FINALLY been asked to write a blog post about it. Thank you Scott Russell, and C.A. Short Company, for this wonderful opportunity. Blog posts are short, and I’ve been known to drone on, so here is a BRIEF definition of intrinsic motivation.

Engaging your people. It’s the key to improving your workplace culture and the payoff is real for both your employees and your company. Employees are happier and more productive, high performers tend to stay longer and your company is more successful in recruiting high potential candidates.  And of course, these things all positively impact the bottom line.

If engagement drives all these positive results, then what drives Employee Engagement? While there are many elements that go into an overall engagement strategy, at the top of the list is employee recognition. If recognition isn’t a major part of your engagement program, you really don’t have an engagement program.

Social Media. Love it or hate it, there’s no denying it’s become an integral part of society-- including the modern workplace. And while there are plenty of negatives we could complain about, there are also advantages that can contribute to the overall growth of a healthy, supportive social structure within your workforce. If the thought of memes, inspirational quotes, and cute cats cluttering up the communication channels of your office make you break out in a cold sweat, just take a step back and give the concept a quick second look.

We talk a lot here about employee recognition and engagement, but let’s be frank; a majority of responsibility for workplace environments, and by extension, the success of your workforce, falls on the shoulders of your managers. A study done under the direction of the National Institutes of Health puts it quite succinctly:

...It is often times believed that cultures are predetermined; however, this is a false assumption. It is crucial that managers at all levels are aware of their roles and responsibilities in upholding positive workplace environments that can increase employee satisfaction. Dissatisfaction is the major cause of turnover and can have detrimental cost and environmental effects on the agency.

It’s said that people leave managers, not companies. But on the other hand, employees who have a good relationship with their managers, and feel valued, supported, and fulfilled will often stay at a job in spite of higher pay opportunities elsewhere.

Killing department stores. Ruining beer sales. Putting avocados where they don’t belong. Millennials have been accused of doing a lot in recent years, but smart businesses realize the important role they play within their organization. While these companies would do anything to retain this top talent, they often find it challenging to do so. And, that’s because many organizations may be overlooking a key element – Employee Recognition.

Only handing a well respected employee a high valued piece of acrylic with their name and their hire date engraved on it as a celebration of a decade of professional excellence has become a stereotype on par with putting an apple on the desk of the teacher on the first day of school. Expectations and needs have changed. Today’s employees have a much higher expectation of their employers than a teacher has for their eight-year-olds, and a teacher isn’t really going to go shopping around for a class with a better appreciation of their educational skills. So ask yourself, are your Years of Service Recognition habits up to the level of the talent you want to attract and retain? Or are you trying to recruit and engage the top-of-class in your field with nice shiny red apples?

Have you ever brought in a potential new employee, shown them around your business, made your pitch, and felt confident that they were committed, only to receive a disappointing email the next day, letting you know that you’d lost another great recruit to your biggest competitor? Have you ever lost a fifteen year employee to a start-up with no idea what caused them to ditch the stability of a lifetime career? This is a familiar story for an increasing number of HR Leaders, and a troubling one for anyone interested in the long-term stability of their organization. Constant employee turnover is a costly and inconvenient problem for any business seeking sustainable growth.

Studies have told us for years that recognizing employee accomplishments and performance is a key component of creating a culture of engagement in the workplace. An employee who knows that their organization sees and appreciates what they do creates a more loyal, efficient, and motivated employee.

This only makes sense-- the research bearing out what great leaders and managers are already doing intuitively. However, recognizing the validity of the studies is only the first step towards benefiting from them, and good intentions simply aren’t enough on their own. In order to actually implement an effective relationship of appreciation and recognition leading to engagement, an organization’s leaders must have a vision, communicate it effectively, get the whole team on board, and set a clear, practical plan in motion.