Why There’s a Need for Tangible Awards for Your Employees
It is just natural for an employee and his co-workers doing some really excellent job for a company to be recognized for their efforts.
Recognizing the contributions employees make to an organization helps solidify the company’s awareness and affirmation of something which a company holds as valuable and highly priced. People are wired differently and public recognition is not warranted for every social style, yet even the most introverted person will appreciate being appreciated for a job well done.
Appreciation of employee performs through tangible means help boost an employee’s engagement to his work and this in turn make him more productive, since it is a fact that engaged employees are more productive than those who a detached.
So if there are company efforts to praise and reward jobs that are well done, it not only helps motivate the employee to perform better, it also affects the other workers to work harder so that they, too, will receive one for themselves. So if any company aims to foster employees’ engagement this way, then they cannot go wrong.
Another results of companies expressing support for the efforts of their employees help the company in employee retention. Companies should take employee retention seriously because if there is high staff turnover, the effect can be a low morale for the remaining ones and they would someday want out too. The value to retain an employee is less difficult than the effort that needs to be exerted to find a replacement and the training that goes with it. The time required to find and train a new employee also affects utilization and inflate the company’s fiscal cost.
If you have employees really engaged with your business then promoting your brand is one of the things they will surely do than someone who does not care about it. If you reward employees for their hard work, then it would encourage employee engagement and loyalty to the organization.
It must also be remembered that when we speak of output or productivity, it does not only mirror out the effort of the pacemaker or its leader, it also portrays that there has been a peer-to-peer cooperation that rest underneath it. Therefore there is a need to recognize not only the productive leaders but the people in the team who have contributed the most for this results. So this is not about who have worked there for a long time, but who has worked hard for the team to succeed. There is a great team that excludes mediocre workers. And if rewards for efforts are put in place, then they can work each day with that kind of determination. This is the essence of team culture.