And if you want to help leaders and staff learn how to give better recognition to one another, you just might have to change with those times. Especially when this comes to learning recognition skills.
According to a Quantum Workplace survey conducted in June 2021, there were 30 percent of employees who considered themselves hybrid employees—working from home and sometimes in the workplace. From this same survey, 35 percent of respondents reported working remotely.
How do these workplace challenges impact how to teach recognition skills? What should you be mindful of in these changing times?
When using nominal reward amounts in rewarding employees the typical options available to organizations are cash, points, and gift cards. Researchers have conducted many studies on the benefits of cash versus non-monetary rewards—what about points-based rewards? Further research by Dr. Patricia A. Norberg from Quinnipiac University in Hamden, Connecticut, provides insights from which these Top 10 Ways Points-Based Rewards Are Super Meaningful are based.
1.People think about points more often. For example, individuals who receive reward points tend to think about and plan out how they plan to use them more so than reward recipients who receive cash or gift cards do.
2.They’ll even talk about their points more. Think about personal loyalty points you’ve collected. Employees who receive reward points talk about their reward points more often than employees who get cash or gift cards.
3.Point recipients report higher satisfaction levels. Employees who receive reward points report significantly higher levels of satisfaction with their reward than those reward recipients who got cash or gift cards.
4.People receiving points remember how they used them. Employees receiving reward points were significantly better at remembering what they used their reward points for than those recipients receiving cash or gift cards.
5.There’s a higher perceived trophy status with points. Employees perceive points at a higher currency ratio value than associated with cash rewards, making them more meaningful to employees to hold up with pride.
6.Points get redeemed for more meaningful gifts. Studies show that cash gets used for more utilitarian and practical items such as bills and household necessities. Points get used for meaningful gift items that employees talk about.
7.Using point-based rewards encourages greater engagement. Employees receiving point rewards engage more with company reward sites than cash, which appears on pay statements, or gift cards they have to top up to use.
8.There’s greater potential of emotional appeal with points. Point-based rewards have greater emotional appeal to employees than cash. Emotional draw creates intrinsic connection for the employee with their company.
9.Points generate greater social-emotional impact. If you want a rewards program to create better word-of-mouth promotion across employees and higher levels of employee satisfaction, then points-based rewards appears to fit the bill.
10. Nominal points-based reward programs work. By all accounts, points-based reward programs offer an all round memorable, meaningful, and motivational option to consider in your reward program planning.
Recognition Reflection: Has the organization clearly defined the benefits of a points-based reward program to our employees?
Recently, my wife and I conducted a ten-week emotional resilience course for some members in our church congregation.
One of the weekly commitments that each of us worked on was keeping a daily gratitude journal. All we had to do was reflect on our day and write one or more things that we were thankful for on that day.
It certainly helped put a smile on our face at the end of each day. This was something totally in our control and cost nothing to put in place.
Imagine what leaders in your organization could do for employees if they thanked them better for everything they do. Here are some tips you can pass along to them.
The emergence of online employee recognition and reward programs is still a relatively recent phenomenon.
Sometimes we have to stop and remember that the Internet didn’t really start until 1983. And, for the interaction needed with online programs, this was emerging in the 90s with Web 2.0 launching in 1999.
With the emergence of the Internet, reward and recognition providers could now use technology systems to integrate with Human Resource Information Systems.
What do we mean by pull and push approaches to employee recognition programs?
Let’s set the scenario that you haven’t really been very good at giving recognition. It hasn’t been natural for you since you’ve only been a supervisor for less than a year. The leader you report to has set a performance management expectation for you to give more frequent recognition. They based all this on a recent employee engagement survey and the division you’re in didn’t do so well.
Now, HR has recently conducted training to show all supervisors and managers how to use the new online recognition program they launched at the beginning of the year.
But you have a problem. You’ve been hearing from workers that they don’t know how authentic and meaningful your recognition really is.
Here are some potential reasons this might be something you might need to work on.