Bob Nelson is known to have remarked – “People may take a job for more money, but they often leave it for more recognition.” This is the hormonal push one gets due to recognition.
Another wise pearl of wisdom came from Stephen R Covey, the author of The Seven Habits of Highly Effective People – “Always treat your employees exactly as you want them to treat your best customers.” In other words, recognise their worth.
And, as what can be taken as a somewhat mild warning, said Susan M. Heathfield – About.com Human Resources Expert – “Recognition is not a scarce resource. You can’t use it up or run out of it.” By which we mean, in a way, employees feel starved of affection in a workplace if they are not recognised for what they have done, for the value they have added to the bits, to the roots.
And finally, said Dale Carnegie, Leadership training guru, “People work for money but go the extra mile for recognition, praise and rewards.” – it is the wish to get recognised, either verbally or in materialistic forms that employees can be made to do that little extra bit which may make all the difference.
The link between employee engagement and recognition.
Thus, this is the manner in which we can link up employee engagement and recognition. Employee engagement is a property of the relationship between an organisation and its employees. And there is a paradigm shift in the traditional employer-employee relationship.
An engaged employee is one who is totally absorbed in his or her work. They are very enthusiastic about what they do and thus help the company engine move forward with the push they give to the whole work vehicle. They bring solutions to the existing loopholes and issues, and they celebrate wins.
It is a wise company management which realises that for their employees to be “engaged,” they need to be recognised. This could be a citation, a few words of praise given as a public address, a certification, or some other form of incentive or bonus, ultimately the due credit needs to be given, they need to be acknowledged which imparts positivity in the work culture as well.
People may take a job for more money, but they often leave it for more recognition.
Always treat your employees exactly as you want them to treat your best customers.
Recognition is actually a living entity of sorts.
It is something which the given person can show off in front of others as a proof, as an evidence, of some good work having been done. Also, it is not something which everyone has gotten – it is obtained only by a chosen few. For that matter, it is something like a living entity which can be used to show your worth to others, and on the other side, your zeal.
It is more than obvious that recognition will bear its imprint on employee engagement. We, as humans, love to have others love us for what we do. Recognition is an ample proof of this. Hence, we love recognition, wait for it to happen to us. And, why should not employers give it to us if we are truly deserving?
Recognition is not a scarce resource. You can’t use it up or run out of it.
People work for money but go the extra mile for recognition, praise and rewards.
Employers are known to recognise.
Employers do give. That’s what one of the many traits of a leader. As and when they feel the person concerned will cherish even more in their work routine and that they should be shown to others as achievers – to add that bit of zing in the working gait of the entire company and to derive the healthy competition to charter towards success as a whole team. To energise, and to channelize work synchronisations even more. So that the whole vibe of work becomes even more positive than what it was.
No leader should ever forget, recognition can never be ignored and replaced.
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