Delayed appreciation begets no benefit
Appreciation, respect and gratitude are essential to create satisfied and motivated employees. Without appreciation, employees work with drudgery, feeling unvalued and unsupported. On the other hand, a deep sense of contentment stems from being acknowledged. Rewards, praise and appreciation provide a great sense of self worth to the employee, especially in difficult times and become a motivating factor propelling them to work diligently.
However, rewards and conventional methods of appreciation do suffer a setback in an economic slowdown.
Companies in the past used the tools of bonuses or promotions to express appreciation But in times of limited financial resources such rewards are reduced. Yet the very idea of appreciation is still imperative.
One must remember that bonuses or rewards are only tools to express the idea of appreciation. If they have to be cut down, appreciation can still take on a new, more reasonable form.
It is ultimately about showing respect, appreciation and admiration for the work done. But whatever are the rewards or ways of appreciation, they must be delivered on time. If there is a time lag, then the whole exercise will look like a forced act.
What is needed is simple, cost effective yet meaningful methods of acknowledgement and appreciation of the worker.
Simple pleasantries: A simple ‘thank you’ and ‘your effort is much appreciated” , is the ideal way to start the practice of appreciation. Workplaces often have seniors issuing orders and employees silently complying, their effort going unnoticed. Hence an attitude of courtesy and thanking all employees personally is a good place to start a culture of acknowledgement and respect.
Recognition: Nothing motivates like the praise of a venerable senior. Hence the senior members of the organisation, the head of a department, or team lead can add a personal note of gratitude and praise in the company newsletter for a deserving employee.
This has many benefits. The employees’ work is appreciated and he will be motivated by that fact. Praise for his work will be public and this will create pride in his work.
Further, to be acknowledged by a senior will be a matter of great honour for any worker. A weekly or monthly newsletter can have an ‘achiever’s section’.
Peers, colleagues can also have a monthly or quarterly review of which employee amongst them contributed the most. A ballot can decide a winner.
Colleagues can write personal letters of praise to the person they believed made the most significant contribution.
These can be collected and handed to the ‘star’ worker by the team leader. This simple tool can boost the confidence of a worker, and create a personal feeling of accomplishment.
Mentoring: Performance should be rewarded with the opportunity for greater growth. In house leaders in the senior management team can take on personal mentoring as a means of appreciation and reward. Indeed, to have a personal guide in matters of the corporate world, to learn from someone who is an achiever is a great honour. The practical learning will outdo any formal training programme and will be cherished for a lifetime. Employees can especially learn how to handle a crisis situation and negative market turns.
They can also have a ‘day with the boss’, following and observing the way a leader works.
Balance: If your employee is an achiever chances are that he spends more time on work than in recreation and relaxation.
Hence be the smart boss and as a reward give the star performer a day or two off or the chance to come in late for a few days and even work from home.
This will be a much-needed rest for them, replenishing their minds.
It will also be sending them the message that their well-being is a concern for the management. Further it will provide them with some sense of power, over their work life.
Feedback access: A high performing employee will feel privileged if they are invited to offer feedback on their project, to senior members. This can be feedback on their specific project, systemic changes to make, ideas for growth, methods to eliminate problematic areas etc.
Junior level employees are often only delegated work yet giving a worthy performer the chance to give his opinion to a member of the senior management team will be an inspiring tool of appreciation and reward. This can be done in a meeting to ensure it feels like a personal interaction.
Personal rewards: Personal tools of appreciation can tell a worker that he is greatly valued and hence is being rewarded with a small yet genuine gesture.
This can be a personalised mug with his name and special message for him. These are small rewards yet meaningful ones as they show personalised attention.
Appreciation, respect, and reward are intrinsic for creating a sense of value in every employee. Everyone has an innate need to be accepted and appreciated for who they are and what they do.
When this is acknowledged and contribution, effort and originality are valued, every person will find resources within themselves to shine.
UZMA HYDER
faqs@cnkonline.com
Printer friendly
page
Send this article to Friends by
E-Mail
Opportunities
