The 4 Essential Types of Employee Recognition

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Upon attaining a regular job, it is inevitable to fall into a routine that could possibly lead to constant tiredness and burnout. Having the same work hours and daily tasks might make you feel stagnant and simply bore you if the management does not focus on satisfying you as an employee. 

According to Elizabeth Scott, one of the most common causes of burnout is lack of types of employee recognition and compensation. Whether or not these rewards are monetary, it is the responsibility of the employers to make sure that their staff are aware that their efforts are of great value to the company. This ensures at the very least that the employers are doing their part to maintain the wellbeing of their workers.

Employee recognition, in fact, has become one of the key competitive points of companies in hiring their employees. They want to show potential staff members that as they venture into working for that company, they will be rewarded accordingly. 

Since each company realistically does not have the same kind of resources, not everyone will be able to afford to give monetary rewards to their employees. Let’s not think inside that box, though! There are so many more options that can fit within the company’s resources. The secret to executing this well is taking a look at the four key types of employee recognition.

1. Public recognition

As self-explanatory as it is, public recognition entails acknowledging an employee’s hard work outwardly to the entire company or even to its public audience. As implied, recognizing one’s efforts by declaring them to others will allow them to give their co-worker their deserved kudos as well.

A way this can be done is by making a public announcement on the company’s social media platform. This way, customers and clients will be aware of the valuable employees of the company and their excellent service. Another option could be to release a statement about it in the company’s newsletter. 

If announcing things publicly doesn’t align with the values of the company, it could be better to go about it internally so that at least other colleagues could be aware of the good news. The last option, while also internal, is to send a company-wide congratulatory email. This will be more hushed as it will land in workers’ private inboxes instead of being loudly declared to everyone.

2. Private recognition

If the situation calls for a simpler and more intimate mode of recognition, it wouldn’t take that much to go one-on-one with them to offer your congratulations. Perhaps the employee gets anxious with public displays of recognition and would rather keep it on the down-low.

Leaving them a small note and giving your compliments could be a good start. You could also possibly call them to your office for a meeting to talk to them and thank them. Simple affirmations truly go a long way for most people!

Lastly, you could even send them a small edible treat as a token of appreciation. Small and uncomplicated things like this could work for more introverted people, as any effort is better than none!

3. Promotion

Let’s say the case is that the employee has been doing so great that they could be ready for a job promotion. Given that your company has the space and resources for that change, why not do it? Allowing an employee to know that they are trusted enough and that their efforts are so recognized that they could be given more responsibility is something that could definitely boost their confidence and morale. 

If not a full promotion, then you could maybe offer them an opportunity to represent the company in an external event. Another option is that you could give them a special project as well—one that you know they would be very interested in and is usually outside of their typical work routine.

Lastly, the simplest way to “promote” them could also just to ask them for their opinions on matters. It would mean the most to them that their boss trusts them with their input on different kinds of affairs. In summary, allow the employee to know that their insights are valuable and that they are trusted enough to take on other responsibilities.

4. Monetary rewards

Given that the company has sufficient financial resources, recognizing an employee could be done by giving them a pay raise or a bonus. If they’re the breadwinners of their families, who knows how far a raise could go. Besides that, other monetary rewards include offering them an all-expense-paid vacation, or even tickets to a leisure or entertainment event like a sports game, concert, or movie premiere. 

All in all, any kind of recognition will be good for both the employer and the employee. It doesn’t matter which way it is done, since we can’t expect all companies to afford the same things. What’s most important to consider is what the employees want and need. Remember to satisfy them because it will fulfill their motivation to work and stay in the company.

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