Subscribe via RSS
View our Archives

The Importance of Recognition in the Workplace

Importance of Recognition in the Workplace

In the modern era, there is a greater database on every employee than in the past. With employee appraisals and such techniques as 360-degree feedback becoming more frequent and commonplace, there is now a lot more information available to use for providing feedback to employees.

In past eras, employees would be recognised for excellence by receiving raises, bonuses, or other “perks” that carried monetary value. In the current era, however, awards that have no monetary value are being used with increasing frequency to help engage and motivate employees.

While many executives believe that there is no risk involved in providing recognition that doesn’t cost the organisation any money, care should be taken in giving intangible recognition to ensure that there are no negative consequences for the organisation.

Ensuring the Relevance of Zero Value Awards

Recognition on social networks has become a popular way for organisations to say “thanks” to their employees. For example, employees may all have workplace-specific Facebook pages and be rewarded with “likes” for various tasks. While this is an inexpensive way to provide recognition for a job well done, it only works with smaller tasks.

For example, if employees work together on a project that produces major benefits for an organisation, a few “likes” on their company Facebook pages may seem more like a slap in the face than recognition for a job well done. The scope of the recognition must match the scope of the accomplishment or recognition can become trivialised. This cannot only reduce its effectiveness, but can become an insult and have a demotivating effect on an employee.

In the case of recognition similar to Facebook likes, it is recommended that all employees are provided the ability to give awards to their peers. This can produce a “scale” where the amount of recognition is more indicative of the value of the accomplishment.

Recognition on Auto-Pilot

In any workplace which has benefited from our Integral executive coaching or leadership development program, recognition happens as a natural by-product.

Integral Development programs are based on Integral Theory as conceived by Ken Wilber; they employ a holistic approach which develops individuals and organisations to their fullest potential. This creates a culture of professionalism and respect that creates recognition naturally.

Call 1300 176 789.

Ron Cacioppe

Ron Cacioppe is the Managing Director of Integral Development and holds a BSc, an MBA and a PhD. He has taught in the Graduate School of Management at Macquarie University, Curtin University and the University of Western Australia.

Comments are closed.

Subscribe to the Integral Development Mailing List

* indicates required