Each of us needs and welcomes praise and thanks, even if only infrequently. Nowhere is this truer than in the workplace, especially in these lean times when people are often working harder with fewer resources.

Everyone wants to know they're making a contribution and a difference. Recognition and appreciation can be motivating and serve to increase both employee engagement and loyalty. They also serve to reinforce the behaviour and actions that drive desired outcomes. Be mindful, though, that recognition should take into account how your employees individually want to be recognised, what would matter most to them. How do you find out what would work for your employees? You ask them!

Team vs. Individual Rewards

Team rewards are great as they help to celebrate success and bring team members closer together. They serve a very useful purpose both within and outside of the team. Whatever you do for team recognition, mix it up a bit. If you always "celebrate" in the same way, it is likely that the celebration reward will lose its specialness and start to feel like an entitlement. If you always celebrate team success with a lunch then soon enough the celebration factor will diminish.

While team rewards can be useful tools to drive outcomes, the most powerful recognition is individual in nature and this is where the majority of your appreciation efforts should focus.
All too often managers use a "one size fits all" approach to individual recognition. This might be public appreciation, a meal voucher, a spiffy certificate, or time off for a job well done. However, not everyone values the general recognition programmes. Additionally, given our multi-cultural workplaces, what represents appreciation in one culture might be perceived as embarrassing or humiliating in another.

However you choose to show appreciation and recognition, keep it simple, consistent and timely. Make it clear what kind of behaviour, performance and outcomes garner recognition. The last thing you want is to have your recognition programme look like favouritism. When you do give recognition, make sure the employee knows why he/she is being rewarded.

It's Not Just About Money

Often companies translate recognition into monetary rewards. While it's always nice to have a bit of extra dosh, for most people just knowing that their manager cares about them can be reward enough. Employees want to know they have done a good job and that you noticed. A "thank you" or "job well done" can go a long way.

Thank employees regularly, surprise them with food treats, learn about their hobbies, and know what really makes them happy. Base their recognition "rewards" on what they individually would find most rewarding and meaningful.

Think Outside the Square

Here are ten not-so-common ways to give recognition and show appreciation in accordance with employee preferences. The list can be endless. Think outside the square and work in conjunction with your employees to know how to reward them for maximum benefit.

1. Give an employee a half or full day off to work with their favourite charity
2. Provide the opportunity for an outside training course on a subject of the employee's choice
3. Set up a lunch between the employee and a senior executive
4. Write up the recognition in the form of a letter, pass a copy along to the CEO/GM and place another copy in the employee's personnel file
5. Write a thank you card and provide a small gift, perhaps containing the company logo
6. Offer opportunities for new projects, leadership roles, cross-training or participation on special committees
7. Allow them to represent the company at professional association meetings or at civic and philanthropic events
8. Give a gift card/voucher for the employee's favourite activity - meals, shopping, movies, family outings
9. Allow them to park their car in a special place for a month or give them a monthly pass for public transport
10. Have a box of "lucky dip" vouchers from which an employee can make a random choice

And ... don't forget about chocolate, chocolate, chocolate! That's always a treat.

Employee recognition and appreciation are important elements of any HR practice. Find out what matters to your staff and put in place a programme that consistently and transparently rewards those actions, behaviours and performance results that drive organisational outcomes. If you don't know what kind of recognition would matter most to your team, ask them. The more their recognition aligns to what's most important to them, the greater the positive impact on your employees and your organisation. 

Submitted by Managing Director, Gaye Harford in collaboration with Lorraine Warshaw