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Employee recognition myths

Employee recognition myths

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I don’t think there are many companies left out there who still don’t believe that employee recognition can deliver big benefits. But understanding that fact is only half the story.

Many companies get it and set up employee recognition programmes to try to achieve those big benefits – only for it to fall completely flat. Why is this happening? Because those companies are still clinging on to outdated beliefs about the best ways to recognise, engage and motivate their employees. 

From your experiences, where do employers get it all wrong? Post in the comments below. 

Here are what I think are the four biggest employee recognition myths of all. 

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Shonette new
By Shonette
19th Oct 2016 10:48

I'd agree with you about 'top down matters the most' - I've always found that feedback from colleagues and peers is very meaningful, especially when you are recognised for a specific success in a project, or helping someone out. Line manager recognition is still valuable, but the 360 approach is definitely better in my opinion.

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Samantha Arnold Profile Photo
By Samantha Antoniou (nee Arnold)
14th Nov 2016 17:39

Some organisations I've worked with have had the disheartening experience of launching an employee recognition programme only to discover it hasn't had the desired effect. One of the main reasons is because they can damage employees' perception of fairness because opportunities to get nominated might not be equal. For example, employees in 'front office' roles might have more opportunities to deliver work that gets recognised, whereas the hard working folk in 'back office' roles are the unsung heroes. So the same individuals are nominated and other employees will wonder why their hard work goes unnoticed. It can also depend on the productiveness of your manager/ colleagues to nominate you. This isn't to say that organisations shouldn't bother with formal recognition schemes - but they often require more thought than first realised.

I think the most popular type of recognition is the simple 'thank you' from managers and leaders. But I agree that it has to be genuine and be done in a way that feels natural to the person delivering the feedback.

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