We all understand that employees are at the center of any organization’s success. How those employees feel about the company they work for—their leaders, their teams, and themselves—ultimately provides the fuel for job satisfaction and exceptional performance. However, it’s equally important that our employees know and understand that their leaders recognize just how important they are to the success of the program and the dynamics of the team.
Everyone has a lot on their plate, and it’s easy to get caught up in the day-to-day of what we do. But leaders who are too focused on busy work schedules, juggling multiple responsibilities, and managing complex tasks could overlook one of the most easily executed opportunities to keep their teams content and engaged.
Speak Up
What does it really take to offer a little well-placed praise now and then? We often hear of the importance of ensuring that nothing shared during a performance review should come as a surprise, but we must also remember that should never be considered exclusive to negative feedback. It is more of a reminder than a message; our team members are the heart and soul of our operation, and they should know how we feel. Praise—like anything else—can be overused and underappreciated when taken to the extreme, but a sincere expression of gratitude can go a long way toward building morale and inspiring performance.
Research consistently shows that employee recognition that is authentic, equitable, and personalized to the individual is critical for cultivating a fulfilling and productive working environment. Taking simple steps to acknowledge employees for their hard work can increase motivation, boost performance, enhance retention, promote teamwork, reinforce company values, improve employee wellbeing, and foster a positive culture. When employees feel appreciated, it validates their efforts and reinforces the idea that their hard work has real purpose. Even a simple “thank you” can boost morale, providing a sense of accomplishment and making employees feel valued and appreciated.
In the same respect, when leaders fail to acknowledge the efforts and hard work of their team, the results can be much different. The absence of recognition can actually be detrimental to productivity, leading to burnout, reduced morale, and, ultimately, a decline in performance. In fact, research also shows that it’s not uncommon for employees to feel their best efforts are routinely overlooked or ignored. Recent studies indicate that a lack of recognition is one of the leading causes of employee turnover, with almost half of US workers claiming they have left a job at some point in their career because they felt unappreciated. Additionally, 65 percent of respondents said they would work harder if they felt management better recognized their contributions.
A Few Simple Tips
Employee recognition doesn’t need to be time-consuming or over-the-top to be effective. The key is understanding what makes it meaningful and memorable for the employee. Here are a few best practices:
- Clarify: Recognize the particular actions or achievements to emphasize that you are paying attention.
- Make It Authentic: Feedback that is honest and sincere will always hold the most meaning.
- Make It Timely: Recognize contributions as soon as possible after they occur.
- Make It Personal: Tailor recognition when possible. Some employees prefer public recognition, while others may feel more appreciated with a private thank you.
- Encourage Peer Recognition: Peer recognition can be just as powerful and can foster a collaborative environment.
- Make It Inclusive: Everyone should feel like their contributions matter. Ensure that recognition is extended to all employees, regardless of their role.
Recognizing employees for their contributions is an essential element of a healthy work environment. In today’s highly competitive and dynamic retail setting, companies continually seek ways to boost employee performance, engagement, and retention. While salary and benefits are crucial, those alone do not guarantee long-term satisfaction or success—there needs to be something more.
As we start a new year, reflecting on what brought us to where we are today is always wise. Leaders who focus solely on the bottom line, metrics, or results and overlook the importance of the human aspect of leadership and fostering a positive work environment may not remain leaders for long. Employees are more likely to take initiative when they feel their contributions are noticed and respected, and just because performance is expected, that doesn’t mean it shouldn’t be valued and appreciated.