MAJORITY OF AMERICANS “NOT FEELING THE LOVE” WHEN IT COMES
TO RECOGNITION BY EMPLOYERS, COMMUNITY GROUPS AND OTHERS
GLENVIEW, Ill. (Aug. 20, 2011) – When it comes to getting recognized for
their personal efforts, whether at work, helping others in their community or
volunteering, almost 7 out of 10 Americans say their work goes widely
unrecognized.
According to a 2011 survey of 1,000 Americans, fielded by TNS
Worldwide and the Awards and Recognition Association
(www.recognitionisrewarding.com) this summer, 69 percent of Americans have
not been recognized for personal efforts in the past year—either through work,
civic or volunteer programs.
“It’s no secret that given the current economy employees are being asked
to do more and more, and community organizations are stretched thin of
volunteers so it’s surprising that companies and groups aren’t taking time to say
“thank you” to those working hard,” said Louise Ristau, executive director of
ARA, the industry organization promoting recognition.
According to Ristau, it doesn’t take a lot of time or money to implement a
recognition program, just a little effort.
“Taking notice of those around us giving extra effort and making a
difference, can be one of the easiest things we can do—from writing a note,
giving a pat on the back, or creating an award,“ she said.
Ristau and the team of experts at Recognition is Rewarding.com, the
Association’s recognition group, recommend starting with simple gestures that
can infuse positive energy and help boost morale.
“Recognition is something we can do regardless of the status of the
economy, which is particularly important when employers aren’t able to provide
staff with raises and bonuses,” she said.
GOOD DEEDS GO UNNOTICED—ADD ONE
Recognize, Reward, Repeat
The ARA has five tips for employers to start their own program to
recognize their employees. All are designed to develop recognition that is
equally powerful for both the organization and the employee. Tips include:
- Make sure all employees must be eligible for the recognition.
- Be sure that both employers and employees have specific information about what behaviors or actions are being rewarded or recognized.
- Ensure that anyone who performs at the level or standard stated in the criteria receives the award.
- Take steps to recognize all honorees as close to the performance of the actions as possible so the recognition reinforces behavior the employer or organization wants to encourage.
- Be impartial. Don’t design a process in which managers “select” the people to recognition. This type of process will forever be viewed as “favoritism” or talked about as “It’s your turn to get recognized this month.”
According to Ristau, another key to successful recognition is selecting the
most appropriate kind of award. Tangible, public awards are proven to be the
most effective, better than money or other means, to honor performance and
achievement, she said.
Questions to ask when considering what type of award to use include:
- Does it represent what was accomplished?
- Is it attractive enough to wear or keep at home or in the office?
- Is it consistent with the purpose and image of the organization and/or accomplishment?
- Is it right for the level of representative of the importance of the achievement?
- Is it in line with the budget/effort?
- Is the award well-crafted from high quality/affordable materials?
For additional guidelines for award program, visit www.rcbawards.com.
About the Awards and Recognition Association:
The Awards and Recognition Association (www.ara.org), an organization of
nearly 3,000 member companies dedicated to increasing the awareness of the
value and significance of awards and recognition programs.
