Recognition as a Tool for Reinforcing Company Values and Objectives
According to Deloitte, 54% of employees prefer verbal "Thank you" for their day day-to-day accomplishments
The statistics here demonstrate that the power of a simple 'thank you' has not waned off its charm. Gratitude is all it takes, no matter how big or small, to ignite motivation in employees.
This motivation drives them to go above and beyond in their roles, exhibit higher levels of creativity, and contribute to a positive workplace culture, inevitably boosting employee performance and organizational growth.
Recognition has long been key to motivating and engaging the workforce, boosting retention. However, in today's dynamic business environment, it has evolved from a simple practice to a strategic tool for reinforcing company values and objectives.
By thoughtfully recognizing and rewarding behaviors that align with organizational goals, leaders can foster a culture that embodies the company's mission and vision.
Curious how recognition can reinforce values and objectives? Read on to find out.
The Evolution of Workplace Recognition
Historically recognition was transactional, limited to service awards or year-end bonuses. It was reduced to typical standardized practice, infrequent and more tenure-driven than performance, lacking real impact on employee motivation or behavior.
The shift from transactional to strategic recognition marks a significant change in organizational thinking. Understanding that recognition supports workplace culture and not just short-term goals, organizations show a willingness to align recognition with company values and objectives, enhancing its impact.
Recognize and affirm people when they contribute to the mission you share. Do this, and you will ignite their purpose and potential.
– Mike Byam
This shift from transactional to strategic recognition underscores its broader purpose: building a strong, value-driven culture that supports long-term success.
Aligning Recognition with Company Values
According to a study by Gartner, a well-designed recognition program can boost average employee performance by 11.1%.
Recognition serves as powerful positive feedback, affirming that employees are on the right track and their actions align with company goals.
However, aligning recognition with company values, defining and communicating your values clearly to your workforce is essential. Company values form the foundation of an organization's identity and guide its operations. Clearly defining these values becomes significant as they shape behaviors, guide decision-making, and heavily influence the company culture.
Company values should be measurable and visible in everyday actions and integral to your vision, mission, and goals. Your employees must understand and embrace your values by witnessing how their work contributes to and supports them.
This is achievable with a little nudge on your part in the form of regular coaching, training, value-oriented feedback, and involving employees in the creation and review process. Without a proper understanding of what a company stands and vouches for, recognition efforts become nullified.
According to a study, 86% of value-based recognition programs show an increase in workers’ happiness.
Therefore, defining company values ensures that recognition becomes more targeted rather than arbitrary, thereby reinforcing specific behaviors and achievements that embody these values.
When employees understand these values, they will know better what is expected of them and what behaviors are rewarded. Consequently, this will serve as a driving force for employees to display such expected behaviors.
In the report on R&R trends by AON, SHRM, and Vantage Circle, Reinforcement breaks down into 2 dimensions - Specificity and Alignment
Specificity helps employees focus on behaviors that drive organizational success. Without a clear set of promoted behaviors, recognition programs can become ineffective. Specificity enables targeted reinforcement. A clear understanding of the behaviors that deserve recognition, recognition givers become equipped on what to recognize.
Alignment ensures that recognition programs are connected to organizational success by aligning behaviors that drive business objectives. A well-aligned program not only rewards actions but also strategically encourages behaviors that contribute to business goals. This ensures that the right recognition is given for impactful behaviors, with repeated demonstrations acknowledged appropriately.
Source: Report on R&R trends by AON, SHRM, and Vantage Circle
While companies are increasingly focused on recognizing the right behaviors, there's a need to enhance the effectiveness of this recognition.
Over 60% of companies use a combination of results and behaviors to determine who gets recognized. However, it's not just about acknowledging the top performers; it's also about recognizing desirable behaviors to foster a culture of recognition. This focus should be balanced across different program elements and delve deeper into the significant aspects of behavioral reinforcement.
To foster a culture of recognition focused on desirable behaviors, companies should emphasize the following:
- Integrate the core values and desired behaviors into performance reviews,
- Train managers to recognize and reward them.
- High-frequency elements, like peer-to-peer appreciations and spot awards, should largely focus on behaviors.
- Provide specific feedback and link recognition to development opportunities.
- Regularly review and adjust the program to ensure it aligns with desired behaviors.
According to a study, 83% of HR Leaders say employee recognition strengthens their organizational values.
Here are some companies that exemplify how aligning recognition programs with company values can drive employee engagement, foster a positive workplace culture, and support overall business goals.
Linking Recognition to Organizational Objectives
While aligning recognition with company values is crucial, it’s equally important to understand that these programs support broader organizational objectives like enhancing productivity, driving engagement, and increasing retention.
Source: Report on R&R trends by AON, SHRM, and Vantage Circle
The chart illustrates the growing emphasis companies are placing on using recognition to drive behavioral change. Key objectives such as reinforcing values, strengthening culture, and promoting behaviors aligned with business imperatives are becoming increasingly important. While performance is a crucial outcome, there should be a greater focus on the core behaviors that lead to high performance.
Currently, fewer than 40% of recognition programs aim to promote behaviors that business leaders and managers prioritize. This disconnect can result in a misalignment between the desired outcomes (performance, productivity) and the program's design.
To address this gap and make behavioral reinforcement a top priority, companies should consider some recommendations. They should emphasize leadership training and alignment, equipping leaders to understand how core values translate into actionable business behaviors. Recognizing value-aligned behaviors that contribute to achieving business goals is crucial.
The Psychological Impact of Recognition
Recognition isn’t just a nice-to-have in the workplace—it’s a powerful psychological tool that can reshape your entire team’s experience. When employees receive genuine recognition, it goes beyond mere praise; it fulfills that deep psychological need for validation, belonging, and purpose.
Everybody is looking for validation, no matter who you are, and I think that's a need of the human condition - to look for affection or recognition or validation.
– ~ Alejandro Gonzalez Inarritu
The Ripple Effect: How Recognized Behaviors Influence the Entire Organization
Recognition not only impacts the individual but sets a standard for the entire organization. Seeing their peers recognized for specific behaviors and achievements gives employees a clear example of what the company values.
This encourages others to emulate those positive behaviors, fostering a culture of excellence and continuous improvement.
The regular and consistent practice of recognition can ignite a profound cultural transformation. It goes on to reinforce company values and objectives, ensuring that they are not just limited to theoretical ideals but lived experiences.
The collective impact of recognition on individual motivation, team cohesion, and organizational culture culminates in enhancing overall performance.
The ripple effect of recognition demonstrates that when employees feel valued, the entire organization thrives.
How do we Design Recognition Programs that Align with Values and Objectives?
Designing your recognition program is a critical process that requires careful attention to your work culture, company values, and objectives, as well as how you plan to achieve them. A well-designed recognition program is all it takes to make a difference.
The Role of Leadership in Using Recognition as a Tool for Reinforcing Company Values and Objectives
According to a Gallup workplace survey, employees responded to who gave them their most meaningful and memorable recognition. The data revealed the most memorable recognition comes most often from an employee's manager (28%), followed by a high-level leader or CEO (24%), the manager's manager
Leaders hold the upper hand in shaping workplace culture by encouraging active recognition. A leader's acknowledgment carries significant weightage that can profoundly impact employee morale by validating their efforts.
CEOs can help align employees with the companies mission, values and strategy. A more aligned team is a more engaged team, and a more engaged team leads to a stronger business.
– Doug Butler
Effective recognition from leaders must move beyond generic compliments and include more personalized and meaningful acknowledgments that align with company values, thus giving way to building personalized and meaningful acknowledgments based on trust and respect. A recognition-focused leadership approach sustains employee motivation, drives cultural transformation, and enhances overall organizational success.
Measuring the Impact of Recognition
Recommended Resource: How the report on R&R trends by AON, SHRM, and Vantage Circle help you in quantifying recognition programs and measure their impending results
Conclusion
The comprehensive discussion above has proven to be an eye-opener on how recognition initiatives have moved beyond mere feel-good gestures. With this understanding of recognition's impact, it's now your turn to invest in programs that will sustain a positive work culture and enhance productivity, supporting your long-term business goals. As strategic tools, recognition programs hold immense power to reinforce desired behaviors by aligning with company values and objectives.
This article is written by Riha Jaishi, a Content Writer at Vantage Circle. Apart from being an active and keen writer, she is generally found reading books and articles, feasting her eyes on food videos, and binging on her favorite shows and discussing them. For any related queries, contact editor@vantagecircle.com
