Kristin Bassett
Managers – they can make or break your experience at work. Believe it or not, they have a major impact on your personal life, as well. In fact, managers have more of an impact on employee mental wellbeing than doctors or therapists. And managers are aware of their impact. According to a study we’ll release in March, 71% of managers feel personally responsible for their direct reports’ wellbeing.
Managerial recognition as a driver of appreciation
As discussed in the Appreciation Index report, the most powerful driver of how appreciated employees felt in the U.S. was the recognition they received from their managers. This highlights the profound impact managers have on the employee experience and the importance of providing managers with the right tools to ensure consistent recognition.
Ways managers can recognize their teams
The sky is your limit when it comes to managerial recognition. You can do something as simple or as complex as you’d like. But the easiest place to start is simply to say thank you!
Say “thank you”
Whether in a one-on-one, team meeting or town hall, take a moment to thank your direct reports for their work and the impact it had on you, the team and/or the business. That last part is key. You need to not only recognize what someone did, but why it matters.
Make it personalized
Not everyone likes to be recognized alike. Have an introvert on your team? Consider sharing their recognition in private. Have an extrovert? Maybe give them a bit of the limelight they crave and share the recognition publicly. Know that someone is working toward a certain personal or professional goal? Recognize the work they’re putting in to achieve that goal and the milestones they hit along the way.
Make it visible
For those who don’t mind public recognition, consider a way to make it visible as well as public. Setting up a virtual recognition feed will allow everyone to see the recognition others are receiving and act as inspiration to both send recognition to their peers and mirror the types of actions that receive recognition. Visible recognition can act as a ripple effect in that way!
Up the ante: add rewards
When possible, add monetary rewards for certain types of actions or outcomes you’d like to see your team take/create. These rewards don’t have to be large – they can range from $5 to $25 (or more) depending on the type of activity or outcome. A great way to do this is to provide certain eCards that align with your company values and monetize those. And don’t let limited (or non-existent) budgets stop you.
You can provide alternative rewards such as extra PTO, company swag, or the chance to pick something like the next restaurant you go to for a team meal.
Learn more about how Reward Gateway | Edenred can help you build a culture of recognition in your organization.
