We’ve all heard the stories about the employee in the large company who feels like just one more cog in the giant corporate machine, doing a thankless job and getting no recognition aside from a paycheck and a W-2. And as an employer you might make the legitimate statement that you simply don’t have time to learn each person’s name and pat them on the head for a job well done; most of that is from an increasingly entitled generation who expects accolades for simply doing their job.
But there’s something to be said for employee recognition; and if you can make it feel legitimate and actually does something positive for all involved, you’ll reap what you sow.
When you give an employee a vague title, such as “executive administrator”, nobody knows what that means. Defining roles through titles tells an employee exactly what they need to do, and they’ll rise to the occasion. Moreover, others will follow suit, knowing that they go to Person X for a specific request or question. A specific title gives a sense of purpose that a broad, overarching one does not.
Make them feel wanted from day one.
Some companies wait until an employee has been there for a number of years before officially recognizing that person’s contributions; if you start early, you demonstrate that you value him from the get-go and consequently earn his commitment. John Ruhlin of The Ruhlin Group points out that his company gives employees an engraved piece on their first day, showing how happy and excited everyone is to have them there.
Make it meaningful.
Gifts of significance and thoughtfulness often do more for employee morale and longevity than an increase in salary. If possible, do something for employees that makes their lives easier, such as offering an extra day off once a month, or flexible schedules to pick children up from school, demonstrating that you understand they have busy lives and you want to do something to help alleviate some of the stress and help achieve that work-life balance. It goes much further than free doughnuts in the break room.
All employees want to feel wanted.
So make sure to treat everyone as valuable, from the highest CEO to the lowest-paid staff worker. Nobody wants to feel replaceable, so treat everyone with respect. Allow entry-level level employees in on important meetings and solicit their opinions; give them responsibilities and let them have a voice on decisions. This empowers them to rise to the occasion and feel like a valued part of the company, and it will get the best out of each person.
The saying, “There are no small parts, only small actors” applies here: Everyone’s role is important. Make sure that your employees know that you realize that as well. For more tips on how to recognize your employees, contact PrideStaff today and speak to one of our skilled experts.