The three types of recognition
Employees who feel good about their jobs tend to perform at a higher level.
Clients are more loyal when they feel they are being recognized for the partnership.
Your company can become more successful when you recognize and reward performance that matches your corporate goals. There are three types of recognition that you can use to help your employees reach those goals: day-to-day, informal, and formal.
Day-to-Day
This type of recognition gives immediate feedback on performance. Some examples of day-to-day recognition include:
Saying thank you for a job well done
Sending a personal note
Small awards can go a long way
Day-to-day recognition provides employees and clients with the immediate feedback they want and helps build an internal culture.
Informal
Informal recognition is usually given when employees and clients hit milestones. Some examples of informal recognition include:
Thank-you cards
Gifts or awards given to staff or client
Copying an employee or client on a complimentary email sent to the employees’ supervisor
Buying a team lunch or giving a client a recognition award for hitting a goal is an example of informal recognition.
Formal
Formal recognition is a bit more detailed. You will create a program that has structure and criteria that goes along with your corporate goals. Formal recognition has a nomination and selection process, just like what the Oscars and Grammys do. Then you have a ceremony where your employees or clients are honored in front of their peers. Some examples include:
Years of Service
Performance Awards
Safety Awards
Sales Goals
Top Performers
Formal recognition is red-carpet style. Formal. Fancy. Big. Typically, it takes place at a company event.
Use these three types of recognition with your employees and clients and watch how they help your company reach your goals. Use the types that work best with your employees and clients, so you have the greatest impact possible. Recognition is just one tool managers must use to build culture in their organization.
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*Portions of this blog are used with permission from Crystal-D