Sep 09, 2024
Formal recognition is usually structured on a large scale and planned ahead of time. This is the traditional type of employee recognition, often provided in the form of a bonus, raise, or positive performance review. Additionally, formal recognition almost always comes from managers, leadership, and other senior members of staff.
Informal recognition is not an “organized” form of recognition and typically isn’t planned in advance. It tends to be small-scale and occurs sporadically. A few examples of informal recognition include giving a shout-out during a company-wide meeting, sending a peer an eCard, or deciding to buy the office lunch on a random day. Informal recognition can come from peers or leadership.
Everyday recognition is even more informal than most types of informal recognition. As the name implies, this includes small, everyday gestures that demonstrate appreciation, such as thanking an employee for a good day of work when they leave the office. Everyday recognition can come from anyone at your workplace.
Employees often feel a sense of pride and surprise when recognized by their leaders, reinforcing that their contributions are noticed by those higher up. Here are some thoughtful ways leaders can show appreciation to both individuals and teams.
1. Positive Feedback: Regularly share encouraging feedback, whether through a quick email, a video call, or face-to-face. It’s simple but impactful.
2. Value-Based Awards: Recognize employees who embody company values with quarterly awards. This motivates individuals and keeps everyone aligned with the organization’s mission.
3. Public Shout-Outs: Recognize employees at an all-hands meeting, giving them a moment of visibility that highlights their efforts to the whole company.
4. Private Lunches: For employees who prefer quieter recognition, invite them to lunch to express your appreciation in a one-on-one setting.
5. Company Swag: Branded items like mugs, hoodies, or notebooks can go a long way. They’re practical and allow employees to show pride in their workplace.
6. Experiential Rewards: Consider offering experiences as rewards for exceptional performance, such as cooking classes, skydiving, or a weekend retreat.
7. Catered Meals: Treat your team to a special lunch or dinner. Make it unique with fun extras like a popcorn stand or an ice cream cart.
8. Office Outings: Organize fun team outings, like mini-golf, trivia nights, or escape rooms. Avoid alcohol-centered events to ensure everyone feels included.
9. Surprise Time Off: Give employees an unexpected day off or implement early closures on Fridays, especially during summer, as a thank-you for their hard work.
10. Wellness Days: Promote health and well-being with on-site activities like massages, yoga, or meditation sessions.
Recognition from peers is equally important since co-workers often have the closest understanding of each other’s contributions. Encouraging peer recognition fosters stronger bonds and collaboration within teams.
11. Team Trophy: Pass around a team-specific trophy (like a fun object or stuffed animal) to the person who best embodies the team’s values.
12. Sticky Notes: Leave a handwritten note on a colleague’s desk or favorite coffee mug. Small acts of kindness throughout the day can make a big impact.
13. Homemade Treats: Surprise your teammate with a homemade snack or dessert as a sweet gesture of appreciation.
14. Handwritten Notes: In a digital world, a handwritten letter can leave a lasting impression and show deep appreciation for a colleague’s efforts.
15. Social Media Shout-Outs: Celebrate your peers on social media platforms, giving them public recognition that highlights their hard work.
16. Compliment Chain: Encourage colleagues to “pay it forward” by giving compliments to people who aren’t on their immediate team, creating a more inclusive culture.
17. Recognition Software: If your team uses collaboration tools like Slack, implement recognition software that allows peers to easily share kudos for a job well done.
Implementing an employee recognition program doesn’t have to be complicated. Whether you decide to create a formal recognition program or just take small, consistent steps to thank your team, the benefits are clear. Thoughtful recognition strengthens team connections, motivates employees, and fosters a culture where hard work is genuinely valued.
Leading Others is an eight-week workshop series designed to help you get the most out of your team and build your leadership skills. Contact our team for more information or discuss building high-performing teams on 1800 868 254, or set up a meeting.
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Aug 08, 2024
Creating a well-structured employee development plan empowers your employees, enabling them to align their career goals with the company’s direction, which, in turn, fuels the business’s success. Mastering the craft of formulating these plans is a nuanced process involving thoughtful steps that not only pave the way for the organisation’s prosperity but also ensure its employees are on a path of continuous personal and professional growth.
Before you start making a development plan, make sure you know the skills and competencies required to achieve the organisation’s strategic goals. By finding gaps between the current workforce’s skills and the skills needed for future success, you can lay the groundwork for thorough and effective planning. Let’s set the stage for success!
Now that you know what your company needs, decide on specific goals and aspirations with your employees through one-on-one conversations. These discussions provide insights into employees’ career aspirations, strengths, and areas for improvement, helping tailor development plans to individual needs. Use SMART criteria—specific, Measurable, Achievable, Relevant, and Time-bound—as a guideline when setting these goals.
Employee development plans should include a variety of training methods, such as on-the-job training, mentorship, formal education, and shadowing. While practical, hands-on experience and job rotation can enhance learning, mentorship and coaching can provide the necessary guidance and support to maintain employee motivation. Encouraging participation in relevant workshops, courses, or certifications and offering opportunities to learn different roles within the organisation can also significantly contribute to employee development.
Make sure to invest in providing the necessary resources and support so employees can effectively achieve their development goals. This support includes allocating time for learning, financial backing for educational endeavours, and access to internal or external training programs. Regularly reviewing and updating development plans is another essential aspect. Scheduling frequent check-ins allows for discussions on progress, addressing challenges, and making necessary adjustments so plans remain relevant and effective over time.
Once your employees’ development plans are in place, monitor their progress against set goals using performance metrics and feedback. Celebrating milestones and accomplishments can boost morale and encourage ongoing commitment to development goals. Encouraging a growth mindset within the organisation fosters a culture that values continuous learning and development. Employees should be motivated to take ownership of their growth and view challenges as opportunities for improvement.
When developing effective employee development plans, it’s crucial to engage in a comprehensive and adaptable process that connects each employee’s personal aspirations with the organisation’s overarching goals. This investment in employee growth not only benefits individual careers but also plays a key role in nurturing a strong, capable, and successful organisation.
Remember that getting outside help is okay! Get in contact with our team if you’re in need of HR help or just some advice. We are happy to help!
Guides to help you uncover human resource insights, and make the right changes to improve team delight.
Amelie is our Marketing Lead and currently studying for a B.A. in Business and Visual Arts. She brings her visual arts skills and eye for colour and detail to our graphics and design for the business.
Amelie uses her skills as a digital native in our Marketing team and works across our social media channels. Amelie provides administrative support and assists the recruitment team in finding great candidates.
Sarah joins the team at Total HRM following her time in a regional real estate company, most recently in HR. She brings a solid understanding of the unique dynamics and challenges within small and medium-sized businesses.
Prior to real estate, Sarah worked in the airline industry, providing her with excellent skills in customer service and how to remain calm in a crisis.
Known for her positive energy, Sarah approaches her role with enthusiasm and a genuine desire to support and uplift those she works with. With her experience in HR and recruitment, Sarah is committed to fostering a culture of inclusivity, professional growth, and employee well-being. Her ability to connect with people and create a positive work atmosphere contributes to the overall success of teams and the business as a whole.
Ashly is one of our most experienced HR Business Partners with over 20 years of experience in manufacturing and hospitality, both local and overseas, ranging from large multinational companies to small family-owned operations. Throughout his career, Ashly regularly led teams with over 30 employees while continually growing the business and aligning business strategies with employee capabilities.
Ashly has qualifications in Applied Management and Human Resources and a strong leadership and people management background. Ashly combines his experience with his qualifications to develop great workplace cultures while delivering practical support.
As our Business Services Manager, David keeps everything that is Total HRM ticking along – from overseeing administration and finance functions, liaising with clients and suppliers, to IT troubleshooting and keeping everyone on track to deliver effective customer service to all our clients.
In a business landscape of ‘information overload’, Kim’s pragmatic approach simplifies the ever-changing HR trends and legislation to obtain meaningful and maximum benefits for her clients.
Kim is well known for her ability to understand the ‘real’ issues within businesses and to provide solutions for sustained business growth.
Kim has over 20 years of experience in human resources and 15 years of business consulting experience, and she holds post-graduate Business and Human Resource qualifications.
She has vast and varied experience in senior consulting roles across varying disciplines and HR management positions within retail, manufacturing and professional service sectors.
Linda is the Managing Director of Total HRM and has worked for over twenty five years in business and consulting, including executive and senior management roles. She has worked here and overseas in numerous industries, including mining, energy and government. Her experience in areas such as production, strategic planning, finance, OHS/WHS, and lecturing in Human Resources Management at La Trobe University provides her with a unique blend of business and HR capability.
Linda has led comprehensive organisational restructures and implemented programs to improve the effectiveness of businesses with clear alignment between individuals’ contributions and organisational outcomes. She works with various local boards and executive teams in the region. She is a Certified Professional Member of the Australian Human Resources Institute.