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Employee Recognition Can Make A Bigger Difference Than You Realize

The life of a manager or business owner isn’t easy. You’re the one responsible for your team’s performance. If your company’s proverbial trains stop running on time, you’re the one who will be (rightly) held accountable. The buck stops with you.

It’s no wonder then, that managers and owners are often the first ones at their desks in the morning and more often than not, the last ones to leave at night. It’s a tough job that can take up a lot of your time.

Unfortunately, if you’re not also finding the time to properly recognize your employees and reward their important accomplishments, then you’re only going to make your job even more difficult. The problem is, there are only so many hours in the day, so how can you make time for something like employee recognition too?

It’s actually easier than you might think, and just below, we’ll give you some ideas about how you can get it done without having to extend your office hours further:

Make Good Use Of Technology

Let’s start with one of the simplest and most obvious solutions. It can be impossible to remember everyone’s birthdays, and what each of your employees are currently doing. Make things easier on yourself by keeping notes. You can use a simple Word file, or Microsoft One Note, or, if you’re interested, there are a variety of apps that will help you keep employee information at your fingertips.

The idea here is that if you have a central point to access this type of information, and you keep it up to date as the activities of your employees change, then you’ll be able to zero in on important days and significant milestones as they occur.

Delegate!

Pull your most trusted employee aside and ask him or her at periodic intervals for an update on the comings, doings, and achievements of your employees. He or she is probably much more connected to the daily activities of your employees and as such, has a better view into the things they’re doing or have accomplished that are worthy of recognition.

Formalize It

Taking the delegation idea a step further, consider creating a 3-person panel to not only keep track of employee accomplishments, but who also have the authority to find suitable ways of rewarding and recognizing those employees.

Here, what we’re really talking about is setting up a formal rewards and recognition program that’s run and managed by your employees, with periodic input and oversight provided by you. The great thing about this is that it gives you a much more in-depth look at the reward-worthy activities your employees are undertaking, and enables you to leverage the panel to increase the overall quality of the rewards being offered.

One of the biggest problems with rewards programs administered by managers with little employee input is that important contributions are too often missed, and rewards tend to be less personal and therefore, less meaningful, which decreases the impact of the program.

The bottom line is, you don’t need to clone yourself to start recognizing your employees properly, and doing so will actually make your job easier.

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