We’ve all received praise that’s been forced. In most cases, it doesn’t leave much of an impression. That goes hand in hand with employee recognition. Your employees can smell forced appreciation from afar. And if they’re already unhappy, an impersonal shout-out in the weekly meeting won’t make things better.
Introducing The Program To Employees
Authentic appreciation can be hard to achieve without a little force. When you’re developing a whole new program, you have to push it into the organization’s culture. And implementing a recognition strategy takes time. Employees need to be eased into the program. You’ll have to give workers a nice nudge to facilitate adoption.
So are recognition programs authentic or forced? Forced recognitions can actually be made authentic. Here are the differences between the two:
Authentic Employee Recognition
- Showing timely appreciation: the more time that passes, the lower the impact of recognition
- Specifically articulating how an employee did a good job and why they’re being thanked
- Tailoring recognition to each employee: perhaps one employee prefers public praise, while another hates to be in the spotlight
Forced Employee Recognition
- Recognition on a scheduled basis feels mechanical, but as long as you don't rely on the routine by itself, it provides consistency
- Praising for the sake of praising can sound insincere, but sometimes you should tell someone they’re awesome in general
Just like apologizing, the art of recognition takes some work. And whether you think an employee recognition program is authentic or forced, we think we can all agree on something: “Thank you” is often the most important phrase you can say.