When people talk about reward systems, the focus often shifts to money and benefits. In the day-to-day activities of the workplace, all too often the words “thank you” are seldomly heard. In many work environments, employees discuss what they like and dislike about their company and its leaders. Money and benefits aside, it is often the way employees are treated that makes a huge impression on feelings about the organization, conversations with co-workers, and ultimately, the impact it has on their clients.
In many organizations, employees know they are doing a good job because their supervisor or manager leaves them alone. The reverse is when a mistake is made and everyone in the office knows they have done something wrong.
While it may take some time out of a busy supervisor’s day, the simple act of taking a few months to let employees know when they are doing a good job by thanking them, can have huge returns. Most people like to know that their efforts and work are appreciated, that they are valued, and seen as individuals and not just an employee with an employee number. Taking the time to thank an employee for his or her efforts is also a great opportunity to reinforce employee behaviors.
In many organizations, rewards, such as gift cards for coffee and meals, can have a huge impact on employee morale and effectiveness.
Group events upon the completion of a significant project including end-of-the-month push, or other accomplishments can be rewarded with lunch.
In some organizations, individuals are publicly recognized for their efforts in front of their assembled peers. Beware: if the individual is an extrovert, he or she will typically love the attention. On the other hand, if the individual is an introvert, he or she usually shuns the limelight. It is better to ask the employee if a public acknowledgement is appropriate or private recognition is preferred.
One thing about thanking employees for their efforts and publicly acknowledging those efforts is that the accomplishments need to be real. Additionally, a thank you from the supervisor must be genuine and heartfelt. It doesn’t take long for employees to recognize that leadership is thanking people for the wrong things or in situations when the leadership doesn’t appear to really know who is really performing. Thanking poor performers for a less-than-satisfactory job sends the wrong message to individuals who are making an effort above and beyond expectations, or constantly meeting the organization’s standards. Remember, a thank you doesn’t have to take a lot of time or cost a lot of money, but the return for the effort can be enormous.