If there’s one thing businesses need to understand, it’s that employee recognition isn’t just a nice thing to do in the workplace. No, employee recognition is a potent tool, one that rewards and reinforces the outcomes that your workers create for the business.

Effective recognition of people leads to a reinforcement of the behaviors and actions that you, as leaders and managers, would like to see repeated. Recognition then reinforces people’s understanding of the behaviors that are expected of them. By recognizing your employees, you are contributing to their self esteem, self worth and positive self image. The fact is that positive reinforcement leads to employee engagement, which is why companies like https://www.power2motivate.com.au recommend it so highly.

The employee recognition process, when effective, empowers both the employee and the organization. It causes the employee to feel rewarded and recognized and it lets you, the employer see positive behavior be continually observed. Here are some tips that you should use in order to ensure your employee recognition system is effective.

  1. Establish the criterion that establishes what performance is behavior that will be rewarded. If you tell your employees what behavior you want to see, you’ll be more likely to see them successfully act that way. Give specific and clear information about what actions or behaviors will be recognized and rewarded.
  2. Make sure all of your employees are eligible for recognition. Do not, under any circumstances, exclude any of your employees. Then, any employee that performs at the level you’ve set in your criteria will be able to receive the appropriate reward.
  3. Recognize the employee(s) as close to when the actions were performed as is possible in order to reinforce the positive behavior more effectively. Employers often rely on monthly recognition, but this is not frequent enough, and sees little success in reinforcing behaviors. The same goes for gifts, plaques or recognition meted out on an annual basis.
  4. Don’t have managers select the people who receive recognition, or employees will see the process as one that allows for favoritism. Additionally, it might lead to the idea that every employee will get recognized “in turn”. This damages the very idea of reinforcing positive behaviors.
  5. Randomize employee recognition so that it provides an element of surprise. If you provide lunch as thanks to a group every time they make deliveries on time, they become entitled to that lunch and no longer see it as rewarding behavior.
  6. As supervisor, apply the criteria consistently. Provide organizational oversight if you must.
  7. The accomplishment of goals should come across as sufficiently challenging for the employee recognition process to succeed. If employees feel that just about anyone will be rewarded after putting in the bare minimum, the process won’t be effective.


Rewards and recognition that help both the employer and the employee get what they need from work create a win-win situation. Plan a recognition process that will wow your employees, and you as well with its positive outcomes.