This is an encore episode of #WorkTrends
Smart companies know recognizing employees is a win-win. It pulls in talented folks who crave appreciation and keeps everyone feeling invested in the company’s goals. Research even shows a whopping 69% increase in employee effort when managers acknowledge their hard work. But building this kind of culture? That’s the tricky part, especially in our crazy post-pandemic world.
That’s why I’ve invited an expert in employee appreciation and recognition programs to share her expertise with us.
Meet Our Guest: Shireen El-Maissi
Please join me in welcoming Shireen El-Maissi, a seasoned HR and talent acquisition professional who currently serves as Director of People and Talent at Blueboard, a platform that helps organizations implement and manage effective employee recognition programs.
Shireen brings nearly eight years of experience in talent strategy, recruiting, people relations, and employee development to this conversation. And her creativity and enthusiasm for workplace appreciation is infectious. So I invite you to join us as we discuss factors that can make or break employee rewards and recognition…
The Importance of Creating a Culture of Recognition
Welcome, Shireen! Let’s start with a central question: Why do you think creating a culture of recognition is important for all companies?
Human beings need acknowledgement. It is part of our survival. Gratitude helps us connect with something larger than ourselves. So, when appreciation and recognition are built into an organization’s culture, engagement increases.
In fact, companies where appreciation is embedded into the culture see about 6x higher employee engagement and retention.
So when you say thank you — whether that’s verbal or through something like Blueboard’s recognition platform — it creates a much deeper connection with your larger organization.
Linking Recruiting With Recognition
When attracting new talent, where do recognition programs fit in?
Interviews should be a sneak peek into your work culture and the employee experience. That means you’ll want the process to be highly authentic.
Think of interviews as an opportunity to help people understand what it would actually be like to work for your organization. For example, showcase some ways you recognize people by giving them the gift of time and opportunities to experience life outside of work.
Recognition as a Process
Great advice, Shireen! If we oversell or we’re not transparent, we’re not doing ourselves any favors. Because that will come back to haunt us down the road. Why not just be real upfront?
Absolutely. That’s one reason why we conduct “check-ins” with new hires after 30 days, and again at 90 days. A key question we ask is if the job matches their expectations.
Plus, we want everyone to know what Blueboard rewards are really like, so all new hires receive a “welcome” experience on day one. Then at 90 days, we check back to see if they’ve used the experience and ask them what it was like. This helps us verify if these reward experiences are helping them connect with our organization’s broader mission.
Key Metrics When Creating a Culture of Recognition
How can HR get leadership buy-in for recognition programs like yours?
Throughout my career, I’ve focused on how to hire the best people and how to incentivize them to lean into the company’s mission. We know these people can do the job, but what will they contribute if they truly feel valued and connected with the company’s mission?
At Blueboard, we have a spot recognition program that is manager driven and leadership approved. It’s intended to be part of the organization’s broader ecosystem. And programs like this are leading to increased motivation and productivity. That’s the kind of data executives are looking for…
EDITOR’S NOTE: For more thoughts about a culture of recognition, listen to this full podcast episode. Also, for more #WorkTrends insights, check out our growing collection of episodes on Apple or Spotify and subscribe!
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