People work for many different reasons – some are motivated exclusively by money, others are driven by the passion they feel for their work while certain individuals may simply feel obligated. However, what is similar across the board is that nobody wants to be invisible.
In any given workplace, a team of people who are motivated, positive and enthusiastic about their daily tasks makes a tremendous difference to the atmosphere as well as to the quality of work and level of productivity. If staff dread the thought of coming into the office, feel undervalued and unimportant – the environment soon deteriorates. Unfortunately, there are managers who don’t feel that any extra recognition is needed, after all, employees are paid to do their job. The sad result is that many employees cite “lack of recognition” as a major cause for dissatisfaction.
In the current economic climate, global fears and anxieties have had an impact on companies both abroad and in South Africa. Many companies have had to consider drastic steps such as retrenchment in order to weather the financial stormy waters. The impact this has on staff morale can be severe, and there is no better time to reconsider what your company is doing to make sure that your employees feel inspired and motivated.
The good news is that addressing this is simple – and does not have to be an expensive endeavour. According to author Leslie Yerkes, “Recognition is one of the most underutilised tools. It’s so easy to do.” Although there is often debate as to what is the best way to show recognition, it is the first step to reenergising and inspiring your team.
It is crucial to recognise your staff at formal quarterly or yearly awards functions. However, acknowledging people every day in small, but thoughtful ways, goes a long way to boost the morale of that individual, team or group. So called “informal recognition,” which could be as simple as writing an email or a card, can make a dramatic difference to the office culture.
According to SARA, The South African Reward Association, “Managers who prioritise employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. It is a communication tool that reinforces and rewards the most important outcomes people create for your business.” They conducted an employee survey which found that “fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor ranked above all other choices.”
So, recognition is important, but how does one begin? Here are a few key recognition tips for everyday use:
It doesn’t matter whether the accomplishment is small or big; make a fuss around the office. Set up a notice board, send out emails or make a public announcement. It is a celebration and should be treated as such. Consider taking the time out to write one or two cards a week praising those who have performed. You may be surprised at the results.
Saying “well done” or writing a short note does not take planning, and does not cost money. Make sure that when someone does go the extra mile, you recognise it immediately. Consider an “instant award” such as a gift card, certificate or medal which you can hand out on the spot.
Your sincerity will shine through. Explain why your staff member has earned their award, whatever it may be, and thank them sincerely for their contribution.
In addition to recognising people for a task well done, it is equally important to cultivate a sense of motivation and commitment. Once again, simple steps can be taken that do not cost exorbitant amounts of money, yet can have significant effects. According to a BBC business study, “Staff who are well motivated are more likely to stay with the company. They grow in experience and become even more valuable to their employer.” In addition, “Motivated workers are more productive and higher productivity usually means higher profits.”
Here are some easy ways to kick-start a culture of positivity:
Make a regular meeting with your team a priority. In order to get your energising goal off the ground, start with a meeting where you share these goals. Share your excitement, your appreciation for all the individuals on your team and the company you work for.
Don’t fall into the trap of thinking that you know what is best. You can never talk to your staff enough. Ask them what they think, organise discussions and find out what is important to your team, and what would make them happier in the workplace.
Start off with small fun breaks that bring everyone together. Share some snacks, engage in a team activity and slowly your team will begin to relax and enjoy the fellowship between them. Remember, it starts with you – the only way to keep the motivation going is to be positive, motivated and committed yourself.
Surround your team with upbeat positive messages such as motivational diaries, calendars and posters. Be sure to recognise positive behaviour from your team.
Sometimes it can take a long time for your team and office to embrace a culture of positivity – an entrenched atmosphere and attitude will not change overnight. However, through constantly reiterating your commitment to the company and your people, believing passionately in what you are doing and having the determination to persevere, eventually change will come about.
These are only a few suggestions to encourage the creation of a culture that celebrates good work, encourages people to achieve their best and stimulates an environment of commitment and dedication to a common goal. These small and simple steps (easily undertaken by any individual) can have extraordinary results. In a business environment that is particularly challenging, it is crucial that managers engage with all members of their team, encouraging them to perform at their peak, for the benefit of both the individuals and the business.
For more information or advice on Employee Recognition you can reach Liz Maughan on 011 886 7845, or email liz@successories.co.za.
