Encourage loyalty among employees by rewarding them with recognition rooted in company values
The number one concern for HR was employee engagement. It’s still a major challenge for employers and HR professionals. However, today employee retention and turnover is the main concern in the workplace.
What is the solution? Recognition of employees. Recognition is not limited to any — it can also be values-based.
The values that a company was built upon are the foundation of all business activities. Recognition can be a great way to retain employees. According to an American Psychological Association survey, only half of Americans feel valued by their employers. Wilsoncenter.
Values are something that is not.
An analysis of over 800 HR professionals conducted by the Society for Human Resources Management and Glob force in 2015 found that connecting values to recognition positively affected retention for 68% of respondents.
According to the survey, 81 percent of companies have formal recognition. However, only 58 percent tie this recognition to company values.
There are many employee recognition programs that can be created. Here’s how to keep your brightest employees happy by creating an employee recognition program that reinforces company values.
1. Identify core values-based traits and behaviors.
What are the most important traits, behaviors, and practices for company success? To achieve that success, what company values must be adopted?
These questions will help you identify areas that need to strengthen through recognition and what areas require more attention. According to the Globoforce survey, 31% of respondents said that a values-based recognition program helps them meet their learning and development goals. Only 11% of those without it.
2. Align employees with company values.
To align employees with company core values effectively, they must understand how these values relate to their daily tasks. Communication is key to this connection. Employees can better align with company values and work effort by communicating these from the top.
Highlight how individual and company-wide goals can reach by reinforcing company character. Publicly recognize and reward those who achieve this.
Step 3: Focus on the process and not the results
Values-based recognition is different from other employee recognition programs. It focuses more on what the process looks like than the end results. The desired outcome will achieve by demonstrating the behaviors, traits, and practices that align with company values.
The APA survey showed that employers reward employees for their individual job performance (46%), long service (44%), and team performance (29%). Only 18% of respondents recognize employees who exhibit certain behaviors. Wilsoncenter
Recognizing and rewarding employees for their efforts to achieve work-related goals is key to creating a values-based recognition program that works. This is especially true if they follow the company’s moral code. Recognizing the process rather than the results encourages peers to adopt the same processes. This is much more effective than trying to duplicate the results.
Tap My Back allows team leaders and motivators to identify the actions (Taps), that are available for recognition.
4. Be an example.
The best and most effective way to get employees to follow the company’s moral code of conduct is to just lead by example. Employees will emulate your organizational values by living them at work.
In everything you do, be a role model for the company. To encourage others to follow your example, show appreciation for employees who embody the core values of the company.