Managers want to know: what works, how they can make you feel valuable, and what that looks like in reality. Supervisors already know that employee appreciation is crucial, but when it comes to how to enact policies you as employees want, sometimes they're in the dark. Here are the seven things that your bosses want to know.
Would employees rather their names are shouted from the rooftops — or are kept private as employees find out they are being rewarded during a quiet meeting with only the boss. There’s a big difference between putting a rewarded employee’s photo on the conference room wall and never mentioning it to anyone but superiors, and there’s a lot of gray area in between.
Should those awarded with recognition be told in person or via email? And from there, does "in person" mean during a team meeting or a private conference? What way would make employees more comfortable?
Weekly, monthly, quarterly, yearly — what should the timeline for employee recognition look like? On one hand, you might not want to wait until November to reward an employee for a project they did in May; but on the other hand, having too many award ceremonies could dilute their meaning.
Awards for sticking around the longest may not hit an employee’s heart as much as being recognized for top-notch work on a project, showing innovation, or helping coworkers. Tell your manager what kinds of employee behavior are the most meaningful to you. Tell your manager the kinds of behavior you’d appreciate being recognized for.
Would you, as employees, rather a straight monetary reward or a gift? What kind of gift? Would you prefer gift cards or a brand-new desk chair, paid breakfast and lunch for a week, or something else?
Many companies these day are recognizing employee achievement by offering a day off work, a long weekend, or shortened hours for a week. Is that something that would motivate you?
Employee recognition programs are one thing, but what are some tips for your manager to show you every day that they appreciate your hard work? Let them know if a simple thank-you is enough.
Effective employee recognition programs are tied to employee retention, happiness, and productivity. But the program can’t be effective unless all employees speak up to tell supervisors what works and what doesn’t. Remember, managers win, too, when you get what you’re hoping for.