Many organizations rely on traditional employee recognition methods to reward team members. While these can be effective, they often do not resonate with every individual. As a result, the impact doesn’t land as intended. Common approaches include:
Publicly celebrating achievements in meetings or on company-wide platforms;
Bonuses, raises, or gift cards;
Gadgets, office supplies, or branded merchandise;
Team outings, lunch with the boss, or company events.
While these methods have their merits, they often fall short for various reasons. Public recognition might embarrass some employees, monetary rewards can seem impersonal (and let’s face it, it’s never “enough”), and material gifts may not be meaningful to everyone (who needs yet another company-branded mug anyway?) Most often, the effects of these are very short-lived because they are mostly superficial in nature.
The key to dishing out impactful demonstrations of appreciation go beyond these standard practices is by going about it in a way that is more personalized. Yes, this will require you to get to know your team members a little more - something I have yet to hear employees complain about. So, whether the organization you work with has standard practices in place for employee recognition or not, I will go over some ways leaders can go the extra mile to show appreciation for their team members when the standard practices don’t seem to cut it.
Getting to the Crux of the Motivational Issues
The core of effective recognition and rewards lies in understanding and valuing the individuality of each team member. While some organizations spend incredible amounts of money on office perks and outings, the truth is that with time, these luxuries either come to be an expectation or become a non-factor when it comes to motivating team members.
Here’s how leaders can do their part in ensuring every team member feels appreciated and is more likely to remain engaged in their work:
Understand Individual Preferences
Take the time to learn what each team member values. For example, some team members may prefer public recognition, while others might value private, heartfelt thanks. You can quickly see that if an employee deeply values their privacy, public recognition can seem more like a punishment than a reward.
Regular Check-Ins
Invest time in understanding each team member’s personality, strengths, and motivations.
Not only are regular 1-to-1's great for tracking progress, but they are also a fantastic opportunity to have ongoing conversations about career aspirations, current challenges, and generally getting to know your team members better so that you can better understand means of recognition they find most meaningful. If working together in an office, regular casual walk-abouts are also a great ways for impromptue conversations that can give leaders some insights into their team members’ preferences and dislikes.
Inclusive Decision-Making
Involve team members in deciding how they want to be recognized and rewarded. This can be done through surveys, suggestion boxes, or direct conversations. Everyone has their own so-called “love language” - the way they perceive and are most receptive to displays of “love” or in this case, appreciation. When a leader understands what makes their team members tick, they can better match to their language of appreciation – which is much more likely to be received in a way that it was intended to be received.
Consistency and Fairness
Ensure that recognition and rewards are consistent and fair across the board. Avoid favoritism and strive for equity in acknowledging contributions. Ensure you stay on top of performance management to ensure every team member is set up for success - and rewards.
Celebrate Small Wins
Recognize day-to-day achievements, not just the major milestones. This helps maintain motivation and reinforces positive behavior. It also signals to your team members that you are “tuned” in.
Custom Reward Considerations
Once you have a better understanding of what each of your team members appreciate, customize the rewards to their needs and/or interests. For example:
Tailor rewards to the individual's interests and preferences. Gifting a subscription to a service the employee would enjoy, such as a streaming service, audiobook subscription, or a meal delivery kit.
Provide a clear pathway for growth and when possible, offer opportunities for advancement. Growth can be highly motivating for some. Offering training, courses, or conference attendance that aligns with the employee's career goals can also be a great way to keep them engaged, reward them for their work AND help them on their professional journey.
Offer both public recognition for those who thrive on it and private acknowledgment for those who prefer it.
Instill a process where team members can nominate and recognize each other for their efforts. It creates a positive and uplifting culture where team members feel comfortable and encouraged to recognize each other’s efforts.
Celebrate team achievements collectively to foster a sense of community and shared success.
Recognize contributions through wellness programs, such as gym memberships, mental health days, or wellness workshops. If the company benefits covers this - then a gift card for their favorite athletic wear store could be a good complement. If possible, flexible work arrangements have also been shown to help contribute to employee wellness, such as extra days off, the choice to work remotely, or flexible hours as a reward for hard work.
Promptly delivered handwritten personalized notes to reinforce positive behavior and maintain momentum from leaders usually tend to be well received when expressing genuine gratitude for specific contributions.
Allowing team members to nominate and recognize each other for their efforts.
Intrinsic Motivation and Self-Awareness in the workplace
While external recognition and rewards are important, it's crucial to remember that true motivation is often an inward process. Let’s face it: if an employee is unhappy with where they are in their career or feels unfulfilled by the work they do, no amount of gift cards or fancy coffees will improve their motivation. However, leaders can help team members become more intrinsically motivated by facilitating opportunities within the workplace to increase self-awareness and personal growth.
Here's how leaders can help their employees gain more awareness and insight into what brings them joy professionally:
Promote regular self-reflection practices, such as journaling or mindfulness exercises, to help team members understand their motivations and goals.
Give employees the freedom to choose how they complete their tasks. This can enhance their sense of ownership and hence, intrinsic motivation.
Help team members find alignment between their work and their personal values and passions. Many people simply don’t know what their values are, and so don’t know how to connect the dots between the work they do and what’s important to them. A simple values exercise can help re-invigorate a job or career when they can see how their work relates to what’s important to them.
Offer feedback that focuses on personal growth and development rather than just performance metrics.
Encourage a culture where challenges are viewed as opportunities for growth and learning, rather than threats to success. Culture is contagious. As a leader, demonstrate the values of learning and growth - your team members are much more likely to follow suit.
By moving beyond traditional methods and adopting a more personalized and thoughtful approach, leaders can create a work environment where every team member feels valued and motivated to continue their great work. To achieve the motivational boost as intended, recognition and rewards should not be one-size-fits-all but rather a reflection of the diverse needs and preferences of the team.