Creating a Culture of Recognition

“A manager wanted to instantly reward an employee for presenting a solution to a problem they were facing. With nothing else readily available except his lunch, the manager handed over his banana as a prize with a note written on it. The employee thinking this was funny shared the story with his colleagues. Little did he know that this simple gesture would spark the birth of the Golden Banana Award, which has since become the most coveted recognition within the organization”. [1] 

Recognition and Reward are present in a workplace where there is appropriate acknowledgment and appreciation. People are recognized in a fair and timely way. It is often an overlooked yet powerful tool to motivate employees and create psychological health and safety within the workplace. Recognizing employees for their hard work sends a message “someone notices and someone cares”. When properly done, it also creates standards that align with company values that other employees can strive to work towards. Studies show that employee satisfaction is highly linked with their relationship with management. This indicates that supervisors and managers are uniquely positioned to create psychological safety for employees by utilizing a system of recognition and reward.  

Make it personalized & sincere: Managers should take the time to understand what motivates each employee. This might involve having one-on-one discussions, conducting surveys, or simply observing their behaviors and preferences. For example, some employees may not want to be recognized publicly for their achievements. 

Tailor to the unique needs of the people involved: “Jellybean” rewards such as gift cards, cards, and other small tokens can be a fun and lighthearted way to reward employees. However, they could also lack meaning and come off as insincere if everyone is receiving the same item. This can be improved by offering more options for employees to choose from. For example, these could include monetary bonuses, extra vacation days, professional development opportunities, tickets to events, or longer lunches.  

Timing is crucial: Time delays weaken the impact of rewards. When employees receive a reward soon after their exceptional performance or meeting a milestone, it not only builds on the momentum but also reinforces desired behaviors. For example, in Community Social Services, if a manager receives feedback from their team or clients about an employee’s exceptional service, this feedback should be shared with the employee as soon as possible.  

Have guidelines on how people receive rewards: This creates transparency, equity, and fairness, where everyone knows how and why people receive recognition within the organization. It is also an opportunity to align the rewards with company goals, values and mission. 

“For every four informal rewards such as a thank you note, follow up with a more formal one. After four formal rewards, increase the reward, ultimately leading to raises, promotions etc” [1]  

Creating a culture of recognition within the workplace is essential for fostering psychological safety, motivation, and employee satisfaction. The anecdote of the Golden Banana Award illustrates the power of simple gestures in sparking a culture of acknowledgment and appreciation. To implement an effective recognition system, managers should personalize rewards, tailor them to individual preferences, and ensure timely acknowledgment of achievements. Transparency and fairness are key, with clear guidelines on how rewards are earned and distributed. Additionally, incorporating both formal and informal recognition strategies, such as personalized thank-you notes and low to mid-cost rewards, can demonstrate genuine appreciation for employees’ hard work and contributions. By prioritizing recognition, organizations can cultivate a positive work environment where employees feel valued, motivated, and committed to achieving common goals.