Don’t we all love a pat on the back when we put an extra effort into something? Though employee recognition is not always on the top of the list of an organization’s priorities, it does play an important role.
We all know the basic rule when it comes to employee appreciation or appraisal, you appreciate them in return for some extra effort. Every year, employees try to work a little harder during their annual performance reviews because that’s when they need recognition the most. Their pay raise usually depends on how they showcase their performance during the months closer to annual performance reviews.
Let’s understand why this approach is problematic. Various departments in every company constantly work on different deadlines from time to time. But their performance and efforts aren’t recognized always, the only time their performance matters is during the annual performance review, because it directly affects their pay raise.
Here, pay raise works both as a motivating factor as well as a demoralizing factor. Employees put all their effort only when there is a monetary factor involved. This approach might work for a few months, but to keep employees engaged and motivated in the long run, as a manager, you need something more.
What is it that employees actually need from managers to stay engaged at work? Well, the answer is quite simple, guidance, appreciation, monitoring and rewards.
Though employees seem to understand and fulfill their job responsibilities, at times they can be really motivated when their managers give them guidance. When we say guidance, it doesn’t mean that you breathe down their neck always and micromanage them.
It is always good to get the manager’s perspective when you’re working on something. So, make sure that your employees get enough guidance from you through various channels available.
Managers tend to use learning management systems to help employees learn and develop their skills from time to time. At Engagedly, employees are given free access to online courses and managers assign them courses from time to time.
This approach creates in the employees a sense of being valued and feeling important for the organization. There are various LMS software out in the market that you can use to guide your employees.
When was the last time you appreciated your employees without expecting them to put an extra effort into the next big project that you want them to work on? Well, most managers cannot recall the answer to this question. That is because, appreciation is something that we don’t really focus on.
It is true that employees are paid for their work, but it should not be the reason for you to refrain from appreciating the efforts that they put into work from time to time. Understand that employees are human and have emotions. One of the most important things that employees crace for is, validation from the higher level. So, do not hold back, appreciate even the smallest accomplishments of your employees. But also make sure you don’t do the following mistakes when appreciating them:
- Don’t be generic in appreciating your employees. Put some effort into understanding what they went through to achieve their goals
- Don’t beat around the bush. Be clear and specific. Don’t leave employees wondering if you really appreciated them or if it was just a pep talk.
- Don’t recognize the same employees always. Know how the efforts of other members on the team affect the success of your organization and acknowledge them.
- Don’t be late. We all know that late recognition is equivalent to no recognition at all. It doesn’t really matter.
Like mentioned before, monitoring doesn’t mean that you micromanage your employees. But as a manager, it is important for you to know what your employees are working on. This is not monitoring someone’s performance but it is monitoring their progress, so that you can guide them if they need your help. – Read more
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