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Recognition and Reward (part 1)


by Larry Poyner

Everyone enjoys receiving praise or recognition for their good work. One of the primary reasons for high turnover in many work environments is simply because the employees do not feel appreciated. The desire to receive praise begins as children and continues throughout our lives.

Recipients of praise get different things from the recognition as we all value different aspects of rewards. However, there are some benefits the recipients recognize. These include

· A sense of security and acceptance

· A sense of personal accomplishment

· Feeling of satisfaction

· Recognition of remarkable accomplishment

· Recognition of behavioral changes

· Recognition for extraordinary efforts

One of the great side effects for rewarding someone for positive behaviors or positive reinforcement is others will see the recognition and want to imitate those behaviors to receive rewards as well. These ancillary benefits are oftentimes reason enough to justify the efforts that go in to reward programs.

However, we need to be mindful of the fact that most of our workforce does not function at the very top of the performance scale. If our recognition programs only seek out and reward unusual performance, a negative message could be sent to the bulk of the work force who accomplishes the majority of the work in an organization. To avoid losing the benefits of a reward or recognition program, we must also notice the positive achievements of these average workers and reward them with fitting rewards that will give them confidence them to persist in their daily push to move the organization ahead.

Timeliness is a very important part of any recognition program. We must make sure to minimize the delay between the recognition and the behavior that is being rewarded. The benefits that may have been realized are often lost if granting an award or recognition is delayed. Different or more negative performance and behaviors may actually have taken place in the mean time. This could in turn reinforce these wrong behaviors. Additionally, a loss of morale could be weighed due to the improper timing of a reward. If someone truly has an outstanding accomplishment and the performance goes unrecognized, the person could become disheartened, resulting in a reduction of his or her performance and impacting team morale.

We must appropriately institute reward and recognition programs that generate the greatest direct impact and benefit to the employee and the organization. We must clearly bind the reward to the accomplishment and deliver it in a timely fashion. This ensures the recognition programs will work for you and not against.







One Response to 'Recognition and Reward (part 1)'

  1. robert - September 15th, 2006 at 8:09 am

    This is one of the best solutions to pick up moral. The feeling of being wanted. The feeling of being part of the team. The feeling of being important in the position you hold.

    Very well written article


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