According to a study conducted by researchers at Bersin by Deloitte, it was discovered that even though 75 percent of companies claimed to have implemented recognition programs, only 58 percent of employees were actually aware of them. Companies that had recognition programs effectively boosting employee engagement experienced a 31 percent lower voluntary turnover rate compared to those without or with ineffective programs.
Cutting-edge and successful recognition programs have proven to be highly beneficial for enhancing employee engagement, performance, and retention. These programs employ a combination of top-down macro-recognition and individualized micro-recognition.
However, it should be noted that developing an effective recognition program requires time and effort, as it is necessary to find the right approach.
Understanding macro- and micro-recognition
Recognition programs in today’s market are often bulky and difficult to handle, resembling a large ship that is slow to change course or speed. In most incentive systems, occasional large-scale recognition is initiated from higher-level authorities. These programs are centrally managed and focus not only on acknowledging employees’ efforts and promoting behavioral changes but also on managing rewards such as earning a blender.
On the other hand, micro-recognition programs are comparable to a fleet of speedboats that can swiftly adjust speed and direction with minimal effort. Micro-recognition involves both top-down and peer-to-peer activities, and it can be tailored to specific projects, teams, departments, or even encompass company-wide awards. Since micro-recognition can occur frequently, its impact can be more directly associated with desired behaviors.
Each member of your team is motivated by different factors and has distinct requirements that determine the type of recognition that works for them. When your recognition program enables public acknowledgment of peer-to-peer praise with personalized messages, employees feel a greater sense of value.
Why both are integral to communication and culture
Rewards and incentives provided through top-down macro-recognition are crucial for boosting employees’ confidence. However, the impact of such recognition can be significantly enhanced when a system that enables regular peer-to-peer micro-recognition is incorporated into the overall program.
In this integrated approach, the focus shifts from merely earning more money through hard work to serving a noble and pure purpose. Additionally, when employees’ efforts are acknowledged frequently and in real-time, as facilitated by micro-recognition, it effectively reinforces desired behaviors. Leading organizations recognize the importance of this approach: According to the Aberdeen Group, 60 percent of these organizations consider recognition as a valuable method for driving individual-level high performance.
