Who should take responsibility for employee recognition in your organisation?

shutterstock_130122452The short answer is everyone.

Regardless of position or department, all employees should be empowered to contribute, because as much as we feel worth when we receive a pat on the back – the same applies when we give it.

Research suggests that being grateful can improve well-being, strengthen relationships and produce happy emotions. It also increases the likelihood that positive behaviours will be repeated, or that a person will want to help again in the future.

This is the contagious cycle of appreciation – better known as ‘The Gratitude Effect.’

But many organisations put paid to this by solely placing management in charge of workplace recognition. While it must be promoted and supported from the top down, the benefits of enabling and encouraging employee involvement cannot be underestimated.

Peer-to-peer recognition helps to form an equal opportunity culture where the chance to be recognised, and recognise others, is attainable for everyone. When inclusive, recognition not only provides public visibility into where talent lies, but is far more frequent, social and connected.

According to Gallup, these connections result in higher levels of job satisfaction and ‘employees that are willing do positive things for a business that they otherwise may not do.’

In many working environments, the need to feel appreciated is better met by an employee’s peers or the colleagues they consider as friends. Those on a similar playing field can have greater insight into what each other are contributing day-to-day, allowing the recognition they provide to be meaningful, specific and often more valuable.

Rose Stanley from the HR association WorldatWork describes peer-to-peer thanks as a “silver bullet” and consequently this ‘everyone’s invited’ approach is the third highest method of recognition seen in modern programs.

Together with the right tools, everyone from the CEO to the intern can have a much more profound impact in spreading appreciation.

Join forces, say thanks and spark ‘The Gratitude Effect’ in your organisation.

 


Image credit: Shutterstock.com
Sources: http://www.workforce.com/articles/five-ways-to-revamp-your-rewards-system,http://news.harvard.edu/gazette/story/2013/03/the-power-of-thanks/,http://www.spring.org.uk/2010/10/why-thank-you-is-more-than-just-good-manners.php,Forbes (Online), ‘New Research unlocks the secret of employee recognition.’, The white paper that clears up grey areas about peer-to-peer recognition, Baudville, The Gallup Organisation