A recent Gallup survey showed less than half of employees feel strongly that their employers care about their wellbeing. And according to research from Slack with remote employees across five countries, only a sense of belonging was much worse than before the pandemic. Follow these unique ways to create a better sense of belonging with your work-from-home employees.
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If you have online recognition programs, you’ll likely have your organizational leaders asking you for guidance on when they should give recognition with no monetary reward attached and when should they give a reward.
The point you may have heard me expound upon before is that when you give recognition, you don’t have to give a reward. But whenever you give a person a reward, you must always accompany it with recognition.
Too often people equate recognition as rewards such that when you’re talking about recognition, they only see cash or some reward in their mind. Or if you only give people a written or verbal expression of appreciation, they’re wondering where the reward is.
It’s a shame when employees think like this, but they didn’t come to this idea on their own. If you set up your programs the wrong way in the first place, they can generate a strong dependence on using rewards versus recognition.
This still leaves us with the question, how do you decide whether to give recognition to someone or give a reward? Let’s find out what you can do.
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