O que você faz se os esforços de reconhecimento de seus funcionários estão fracassando?

If my efforts to recognize employees aren't hitting the mark, I'd start by listening. I'd talk to the team to understand what kind of recognition they value. Then, I'd get creative. Maybe it's personalized notes, small rewards, or public shoutouts. Consistency is key; I'd make sure recognition happens regularly. And most importantly, I'd make sure it's genuine – people can tell when it's not sincere.

Yes, it is very important to keep an open dialogue with your team and you need to engage at every level to understand their aspirations. With every level I mean, starting from entry level executives to mid and higher level management team. With age and growth an employees aspiration and motivation is bound to change. The tenure an employee has had in your company adds to this change as well. The skill lies in bringing all your learnings to the table, brain storm and come with a recognition format that can run periodically and will fit the budget allotted to this activity. Keep checking for the good practices followed in the industry and competition.

The start, stop, continue method is an easy way to get everyone talking. What is currently working? What should be done differently? What should we implement? These are great questions to get employees talking in order to better assess the problem.

One of the things that I have experienced is that recognition should be just in time and tailored to the individual and situation for its best impact. Mostly these programs are well intended, duly structured and governance that lacks the nimbleness and options for manager or employee to choose. Most programs designed for manager to recognise their directs limits cross functional and peer to peer recognition, thus creates wall between functions. Some organisations have ongoing engagement feedback mechanism that allows flexibility and possibility of deep dive at various unit levels that gives a closure sense of pulse and feedback. This feeds into bouquet of options to recognise just in time across teams and levels.

In my experience listening is the most important thing for employer employee. Employee must be made to feel that they are contributing to operation . If employees do not voice opinion, good manager will find ways to get it out of them . As in school, no bad students, only teachers that are not skilled enough to draw best out of students.

Focus on rewarding the behaviors you are amplifying, that way it will motivate employees to shift towards values that enables a certain behavior

Coming from an organization which focuses on its core values, I believe that the program will never run flat if you have clear goals AND their communication while delegating tasks in the team. Connecting the targets and organizational goals to the core values of your organization will not only bring in integrity but also bring in a sense of pride in the employees who will feel content on being recognized for something that aligns with what their organization stands for. As for the people responsible for recognition, it should be a rule to celebrate achievements no matter how small. Sometimes a kind word goes a long way. Having a personalized touch to every appreciation is also something that works well!

Tailor recognition approaches to the unique preferences and motivations of diverse teams, acknowledging that what resonates with one group may not necessarily resonate with another. Employ a mix of formal and informal recognition methods, such as personalized notes, public praise, or small tokens of appreciation!

Alinear el reconocimiento con los valores y objetivos de tu organización es clave para su efectividad. Esto significa premiar comportamientos y resultados que reflejen lo que más valoras, como la innovación o la satisfacción del cliente. Asegúrate de que los criterios para el reconocimiento sean claros y conocidos por todos, fomentando así una cultura donde los esfuerzos alineados con los objetivos corporativos sean consistentemente valorados y celebrados.

Aligning recognition with values and goals is crucial for fostering a positive workplace culture and motivating employees. If recognition efforts fall flat, reassess by seeking feedback from employees, adjusting recognition criteria to align with values, and ensuring consistency in acknowledgment. Offer diverse forms of recognition, personalized to individual preferences, and communicate the significance of recognition regularly. Reevaluate goals and values if necessary. Ultimately, transparency, consistency, and genuine appreciation are key to revitalizing recognition efforts and reinforcing a culture of appreciation and motivation in the workplace.

Different employees may have different preferences regarding how, when, and by whom they wish to be recognized. Some may prefer public praise, while others might value a private note. Some may welcome monetary rewards, while others might prefer non-monetary incentives. Some may desire frequent feedback, while others may appreciate occasional recognition. You can use employee surveys, personality tests, or observations to learn more about your employees' preferences and consequently adapt your recognition methods. This personal approach ensures that recognition is meaningful and impactful for each individual, enhancing their motivation and engagement.

A big part of onboarding new employees to your team is to find out what motivates them and learning how they like to be recognized, or rewarded, when going above and beyond. There is no "one size fits all" when it comes to employee recognition, and if your company budget is small, there are plenty of free, or low-cost, ways to show appreciation in a way that is still meaningful to the employee. The biggest step, is taking the time to recognize the effort in the first place. Everything else is secondary.

The answer to this clearly lies in "Vroom's Expectancy Theory". Just like all 5 fingers of the human aren't the same, every associate in an organisation has different motivational factors. For some hygiene & motivational factors are the same i.e., monetary. For some, it might be time off with their family, for some remote work might be the thing they ever wanted. Organisations just need to be congruent with the Expectancy, Instrumentality and Valence of the associates of their organisation.

Encourage flexibility and choice in recognition options, allowing employees to select the form of acknowledgment that best suits their preferences and comfort level.

With the economy as it is, employees don't want stuff they want money. Sending them swag is just not cutting it. It's hard to give money and you must be careful with gift cards or expenses that exceed a certain amount of money because you would have to add it as earned income to be taxed. Review State laws on gifts for their and your State. However, we have found Amazon gift cards are nice. They can be sent by email and loaded electronically to the employee's account. The birthday gift for 2023 was an Eco dot. Everyone loved it. You could offer to pay for a full year of their favorite streaming service like Hulu, Netflix, or Disney. Get creative and think outside of the box.

Diversifying recognition methods is crucial to cater to varied preferences and motivations among employees, fostering a culture of appreciation and engagement. If recognition efforts fall flat, reassess strategies by soliciting feedback, adjusting criteria, and incorporating innovative approaches like peer-to-peer recognition or personalized rewards. Focus on authenticity, timeliness, and alignment with company values to reignite enthusiasm and drive performance. Additionally, provide training for managers on effective recognition techniques and continuously evaluate and adapt initiatives to maintain relevance and impact.

Essa diversidade precisa ser feita respeitando a cultura da empresa com o propósito do colaborador. Ja sabemos que muitas pessoas não sente-se reconhecidas por fatores financeiros. Portanto a analise do perfil comportamental alinhado a função do colaborador traz essa informação para as estratégias de reconhecimento diferenciado. Uma pesquisa com esse tema pode ser de grande valia, alem de um follow-up pós reconhecimento para se ter a certeza de que a ação realizada atingiu o objetivo.

Be a role model and recognize people formally and informally. Express gratitude to those leaders who do recognize their teams and cheer on employees who recognize their peers. Be the change you want to see.

I had implemented a diversified recognition program. Recognition can be monetary and non-monetary. I had introduced both. The frequency of Non-Monetary recognition was on Monthly basis and the frequency of Monetary recognition was on Quarterly basis. The Quarterly basis recognition had a collated nomination and a jury of members in the panel to decide on the winners. This can be capped from 8% to 15% of the total workforce. So that we don't end up rewarding every individual and not adding value to the recognition program.

Match the recognition method to the level of achievement or contribution. For example, small gestures like a thank-you note can be meaningful for daily efforts, while larger achievements may warrant public recognition or rewards.

Empowering employees to recognize each other fosters a culture of appreciation, boosting morale, motivation, and productivity. When recognition efforts fall flat, reassess the program's effectiveness by soliciting feedback from employees. Tailor recognition methods to align with company values and individual preferences, ensuring sincerity and relevance. Revise criteria to be clear and inclusive, and provide training on effective recognition practices. Additionally, showcase success stories to inspire others. Continuous evaluation and adaptation are key to revitalizing recognition efforts and maintaining employee engagement.

Peer to Peer recognition is very crucial. I had implemented this recognition and gamified it. Every week we used to send the list of employees who had received and given the more number of recognition, this drives more peer to peer recognition and the gamification plays a huge role towards the success of this type of recognition.

A cultura de feedback ativo entre os diversos níveis de uma organização é uma ferramenta poderosa para isso. Determinar os “protetores” dessa metodologia também é uma estratégia interessante, uma vez que essa pessoa torna-se responsável, além do lider, para incentivar e monitorar esses reconhecimentos.

Implement platforms or systems where employees can easily recognize and appreciate each other, such as a peer recognition program, a digital recognition board, or a dedicated channel on your internal communication platform.

We crave connection and validation – it's true in life, and it's true at work. So we encourage Peer recognition by building supportive work environment. Recognition from colleagues isn't just a perk; it's a strategic tool. This has given us engaged & productive teams who are happily working on achieving company goals ....Resulting gaining internal & external recognition. Resulting proud Crescent employee. #PeerPower

Specifically, when some employees are seems going under tough projects, share them appreciation mail for hard working efforts. Consideration of tiny elements like sharing appreciation mail, asking them preferences of their current work likes & dislikes, providing personal touch like team lunch and sharing their personal life current events can help us to evaluate upcoming changes required for recognition program.

Review the criteria used for recognizing employees' achievements and contributions. Ensure that recognition is based on objective criteria and aligned with organizational values and goals.

Every time we do the Recognition programme, its always good to try to recognise all teams and always get a feedback form filled by the employees , this always helps. And basis the feedback form modifications should be done accordingly in the next recognitio ln plan.

I'd start by asking the team what drives them in their current role, particularly, what part of their work do they enjoy the most. And I would involve them in the recognition program development, it is usually they who know the team will be motivated (and what will)

Reconhecimento é uma das grandes necessidades do ser humano. Portanto, q empresa que compreende isso e não faz disso apenas uma politica obrigatória dentro da organização, com certeza se destaca das demais, gerando uma maior retenção de talentos e consequentemente melhores resultados.

🌟 Need a boost to revamp employee recognition? Check out these quick tips: 1️⃣ Assess what's working and what's not. 2️⃣ Ensure recognition aligns with company values. 3️⃣ Customize recognition based on employees' preferences. 4️⃣ Diversify recognition methods to avoid monotony. 5️⃣ Empower employees to recognize each other. 6️⃣ Regularly evaluate and improve the recognition program. Elevate your team's motivation with these simple yet effective strategies! 🚀

The most important thing to consider when thinking about employee engagement and recognition is to really focus on the employee. You are meant to be motivating and exciting your teams, if you cut them out of the planning equation you've already made a misstep. Recognition and rewards decisions should always loop in the ideas and sentiments of your people - you obviously can not please everyone, but you can find common threads that drive engagement. On top of that, when employees are a part of an initiative at the planning phase, they are more likely to participate in it. Don't be afraid to ask your teams about what motivates them.

Short summary: Recognition can't be an initiative you try to see if it works. It's a regular, continuous way of life that needs embedding into every day life. It takes effort, education and a good process. But most of all, it's endless. Once you commit, you have to keep it going!