It’s the first week of the new year and many managers are re-evaluating and updating the job accountabilities of their direct reports. The Metiss Group recently wrote a good article on the importance of reviewing job activities, priorities and success factors.  Hopefully while you’re setting all these expectations you’re also putting some thought into how you will motivate, recognize and award your employees for a job well done throughout 2013.

We know how important employee engagement is to the success of our organization and recognizing and praising someone when they have done something above and beyond for the company is integral to driving positive employee engagement. The numbers speak for themselves. The inographic below details employee engagement and employee recognition statistics. The key fact that stood out to me was that almost 70% of employees said they would work harder if they were better recognized.

Step 1: Communicate more than you think is necessary and share company information. Your employees should understand how company or departmental changes will affect their work and your expectations. Part of recognizing employees is making sure they know how the work they do impacts the organization. Everyone wants to know they make a difference and are contributing towards the goals of the company.

Step 2: Recognition can come in many different forms and people want to be acknowledged in different ways. Find out what your employees value and customize the recognition you give. Effective recognition can come in the form of verbal praise, a written note, gift certificates or you can get creative. Best Western  publicly recognizes their employees’ accomplishments using social media. Duke asks their staff to recognize a colleague making a difference. The submissions are shared publicly on the university blog.  Just remember, not everyone likes the limelight.

Step 3: Be consistent. Continue to recognize employees on an ongoing basis. Once responsibilities are met, assign “stretching assignments.” Provide more opportunity for your employees to impact the department or company goals.

 April JenningsAuthor: April Jennings