It’s easy to think that the world is all doom and gloom at the moment. We’re heading into uncertain economic times due to the consequences of COVID-19.
So it’s time now, more than ever to celebrate success where you can. Celebrating success is a great way to recognize your workforce and build an engaged and productive workforce.
Now, you don’t have to throw a parade every time you make a sale. The point is to remember to celebrate it in all its forms. There’s no rule that says you have to wait for something huge to happen to appreciate it.
Recognize that praise is vital to performance
How does your business reward or recognize employees for good performance or achievement?
A survey by the American Psychological Association (APA) found that a third of respondents had received no recognition of any kind in the previous year. Only half of those surveyed felt that they were valued by their employer.
Since there is a proven link between employee engagement and company success, you need to make this a priority. So whether you custom flags or custom cars, you need to find a way to actively engage your employees.
If you can achieve this in the right way, you can increase employee motivation, confidence which in turn leads to productive, happier teams that really care about their company.
As mentioned, achievement tends to be thought of as something huge like a big anniversary, or a record contract.
However, the smaller, unmeasurable things deserve praise too. For example, if someone steps up in a crisis, makes a business process more efficient, or a team member learns a new skill, or someone received good feedback from a client.
Celebrate in a meaningful way
There’s no need to go overboard and throw a party for everything your employees do right, so you’ll need to recognize achievement in a proportionate, meaningful way. This can mean having a conversation with them, praising their achievements (don’t save it all up for an annual performance review), a small prize or bonus, or a company-wide celebration for a huge milestone.
Don’t assume everyone wants the same thing
If you’re not sure what your employees will respond to, why not ask as part of a wider employee survey.
You might find out some things that surprise you. For instance, someone might respond better to an extra day’s vacation or the chance to pursue a project at work rather than a monetary bonus.
Also, be careful to take into account the character of the person/team you’re rewarding. Handing out bottles of alcohol as a reward is a little old fashioned and will mean nothing to someone who doesn’t drink very much.
Similarly, someone who is shy or introverted isn’t going to appreciate you making them stand up for a round of applause at the next company meeting. You can’t be expected to know every preference and every quirk of employees but do try to keep these things in mind when you’re deciding how to reward people.