How recognition programmes can promote desired employee behaviours
Two-thirds (67%) of employees believe praise from their manager is an effective motivator, says Pluxee in its latest blog 11 Examples of Non-Financial Rewards for Employees.
It digs deeper into the statistics in its Guide to Building a Sustainable and Cost-Effective People Strategy, sharing the role a recognition programme plays in retaining top talent.
How a recognition programme drives behaviours
When you explore the psychology behind reward and recognition, it’s understandable how a recognition programme can be so impactful.
It’s not just about praise.
The American Psychological Association says the strength of a reward, its reward power, is linked to its relevance and desirability to the individual.
Workplace motivational theories are steeped in psychological roots and come down to basic human needs.
In its blog, Harness the Power of Motivation with Maslow, Herzberg, and Pink, Pluxee UK shares three renowned psychologists' theories.
Maslow’s Hierarchy of Needs explains how humans have basic hygiene factors that the workplace must fulfil before the motivational pyramid can be effective. 
As you can see from the pyramid, recognition sits at the top as a motivational factor.
Aligning recognition with desired behaviours
A recognition programme must also include financial or non-financial rewards to continue to hold weight.
Praise matters, and we’ll explore the different ways you can build meaningful recognition into your workplace culture.
Still, there comes a point when you must strengthen appreciation with rewards.
A fundamental element of a successful recognition programme is to ensure the way you reward employees reflects the behaviours you’re trying to achieve.
Let’s say you’re trying to encourage employees to reduce carbon emissions by car sharing or cycling to work.
You should consider an eco-friendly approach to how you recognise them. For example, a digital certificate is better than a printed one.
Before you reach the reward phase, getting the fundamentals in place is vital. What behaviours are you aiming to encourage?
Teamwork, innovation, going the extra mile, exemplary customer service? The list could go on.
What matters is deciding what’s best for your business.
Set the parameters for each behaviour or value, define the criteria for recognition and be consistent.
It’s also essential to lead by example, ensuring your people leaders demonstrate the behaviours they’re trying to encourage others to adopt.
Innovation is interesting because you must first create a culture where employees are confident in thinking outside the box, taking risks, and accepting that they may fail.
You can’t expect innovation if the environment doesn’t nurture it.
Creating team challenges or competitions and recognising and rewarding the most innovative solution is an excellent way to kick-start your new recognition programme.
Types of recognition programmes
There are different ways to recognise those who adopt your desired behaviours.
There are formal awards and ceremonies which are commonly held at the end of the year. There’s informal, day-to-day appreciation – a thank you for a job well done.
Then, of course, you can take your praise public.
However, it’s best to ensure that each individual is happy with this option, as some may prefer appreciation to be shared privately.
Then there’s the reward element of your recognition programme, which could include ad hoc bonuses and eVoucher incentives.
One of the most powerful parts of a recognition programme is peer-to-peer recognition.
We believe this for several reasons, and we’ll start with the impact on your employees.
People expect to receive feedback from a manager, it’s part of people management.
So, when impromptu feedback comes from a peer, just because they want to recognise a colleague’s work, it’s a real self-esteem booster.
Peer-to-peer recognition also enhances your workplace culture and can even drive desired employee behaviours.
What better way to encourage collaboration than to create a culture where employees are encouraged to show their appreciation to each other?
Whatever approach you take, lead with authenticity, ensure consistency and live and breathe your organisation’s values and behaviours from top to bottom.
Supplied by REBA Associate Member, Pluxee UK
Pluxee UK, is a leading employee benefits and engagement partner that opens up a world of opportunities to help people enjoy more of what really matters in their lives.
