Success Factors for Recognition Practices

Make sure Day-to-Day Recognition and Instant Awards are effective by addressing the following success factors. These success factors are derived from research by Dr. Jean-Pierre Brun of Laval University.

Be Sincere

Expressions of appreciation are only effective when they are genuine and sincere. Managers must be able to recognize strengths as well as weaknesses in employees.

Be Timely

Employee recognition must be conveyed as soon as possible in order to maximize the effectiveness of the act.

Vary Your Practices

It is important to introduce some variability in the form as well as the type of recognition. Because circumstances will change people’s expectations, it is beneficial to vary the practices used to convey appreciation.

Be Personalized

As very few universal recognition practices exist, employee recognition is best when tailored to the unique characteristics of a person or a group.

Be Legitimate

In order to be perceived as credible and authentic, recognition is better founded from a superior who knows the demands of the job than one who is too high to understand.

Be Specific

Emphasizing a specific achievement, effort or event strengthens the link between behaviour and reward.

Be Coherent

Rewards that fit within the context of the department’s values and mission are crucial in creating a healthy and enabling workplace.

Make It Meaningful—Let it come from someone who knows the demands of the job

In most cases, it is more meaningful for employees to receive recognition from someone who knows what it takes to do their job. Recognition coming from close supervisors, managers, and especially coworkers is meaningful and motivating to employees.

Of course, the exception lies in receiving recognition from Senior Management, which can be a source of great pride. The DM Awards of Excellence or recognition of nominations by an ADM constitute such practices.