Recognition as a tool for reinforcing company values and objectives

Recognition as a tool for reinforcing company values and objectives

Recognition has come a long way from simple “Great job!” gestures. Today, it’s a strategic asset for building an empowered, value-driven workforce. This newsletter reveals the latest strategies for embedding recognition into your company’s core so that every acknowledgment supports engagement and advances your organizational goals.

Did you know how a simple “Thank you” can impact the workplace? According to Deloitte, 54% of employees prefer verbal recognition for their day-to-day accomplishments. 

Ready to amplify the impact of each “Thank you”? Here’s how to make it happen.


1. Transform Recognition into a Strategic Tool

Historically, recognition was transactional and limited to service awards or year-end bonuses. It was reduced to typical standardized practice, infrequent and more tenure-driven than performance, lacking real impact on employee motivation or behavior.  

In today’s environment, recognition must be frequent, relevant, and aligned with specific behaviors that support your company’s values and objectives.

This shift from transactional to strategic recognition underscores its broader purpose: building a strong, value-driven culture that supports long-term success.

Recognize and affirm people when they contribute to the mission you share. Do this, and you will ignite their purpose and potential.  ~ Mike Byam 

 

 2. Align Recognition with Company Values   

 Before you align recognition with company values, it is essential to define and communicate your values clearly to your workforce. Therefore, clearly defining these values becomes significant as they shape behaviors, guide decision-making, and heavily influence the company culture.

This can be achieved through regular coaching, training, value-oriented feedback, and involving employees in the creation and review process. Without understanding the company values, recognition efforts become nullified.

On this note, did you know? 

According to a study, 86% of value-based recognition programs show an increase in workers’ happiness. 

Therefore, defining company values ensures that recognition becomes more targeted than arbitrary.

When employees understand these values, they will know better what is expected of them and what behaviors are rewarded. This serves as a driving force for employees to display such expected behaviors. 

In the report on R&R trends by AON, SHRM, and Vantage Circle, Reinforcement breaks down into two dimensions - Specificity and Alignment.

Specificity helps employees focus on behaviors that drive organizational success.  

Alignment ensures that recognition programs are connected to organizational success by aligning behaviors that drive business objectives.

While companies are increasingly focused on recognizing the right behaviors, there's a need to enhance the effectiveness of this recognition. 

Over 60% of companies use a combination of results and behaviors to determine who gets recognized. This focus should be balanced across different program elements and delve deeper into the significant aspects of behavioral reinforcement.  

To foster a culture of recognition focused on desirable behaviors, companies should emphasize the following:

  • Integrate the core values and desired behaviors into performance reviews. 

  • Train managers to recognize and reward them.  

  • High-frequency elements, like peer-to-peer appreciations and spot awards, should largely focus on behaviors. 

  • Provide specific feedback and link recognition to development opportunities. 

  • Regularly review and adjust the program to ensure it aligns with desired behaviors. 

 

3. Linking Recognition to Organizational Objectives 

While aligning recognition with company values is crucial, it’s equally important to understand that these programs support broader organizational objectives like enhancing productivity, driving engagement, and increasing retention.

The chart illustrates companies’ growing emphasis on using recognition to drive behavioral change. Fewer than 40% of recognition programs aim to promote behaviors that business leaders and managers prioritize. This disconnect can lead to misalignment between the desired outcomes and the program's design. 

Therefore, companies should emphasize leadership training and alignment, equipping leaders to understand how core values translate into actionable business behaviors. Recognizing value-aligned behaviors that contribute to achieving business goals is crucial.


4. Foster a Culture of Continuous Recognition   

A one-time acknowledgment feels good, but continuous recognition has a lasting impact. When recognition is consistent and included in your daily operations, it naturally fosters a culture of excellence and accountability.  

 

5.  Design Recognition programs that align with values and objectives 

 Designing your recognition program is a critical process that requires careful attention to your work culture, company values, and objectives. A well-designed recognition program is all it takes to make a difference.


6. Leverage the Role of Leadership in Using Recognition as a Tool for Reinforcing Company Values and Objectives 

According to a Gallup workplace survey, employees responded to who gave them their most meaningful and memorable recognition. The data revealed the most memorable recognition comes most often from an employee's manager (28%), followed by a high-level leader or CEO (24%), the manager's manager. 

Leaders hold the upper hand in shaping workplace culture by encouraging active recognition. A leader's acknowledgment carries significant weightage that can profoundly impact employee morale by validating their efforts.   

CEOs can help align employees with the companies mission, values, and strategy. A more aligned team is a more engaged team, and a more engaged team leads to a stronger business. -- Doug Butler

Effective recognition from leaders must move beyond generic compliments and include more personalized and meaningful acknowledgments that align with company values, thus giving way to building personalized and meaningful acknowledgments based on trust and respect.


7. Measure the Impact of Recognition

Learn more: How AIRe helps you in quantifying recognition programs and measure their impending results


Conclusion 

The future of work demands recognition that goes beyond appreciation to become a strategic driver of business success. As an HR or a leader, you have the unique opportunity to transform recognition from a feel-good initiative into a powerful tool for cultural and organizational growth. 

With this understanding of recognition's impact, it's now your turn to invest in programs that will sustain a positive work culture and enhance productivity, supporting your long-term business goals.


Article written by: Riha Jaishi


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