November 3, 2024 • 15 mins
In today's episode we’re exploring a crucial aspect of workplace culture—building a culture of recognition.
Recognition is more than just a pat on the back—it’s a key driver of employee satisfaction and engagement. Whether you’re a leader, an HR professional, or someone passionate about creating a positive workplace, this episode is packed with insights to help you understand the power of recognition.
We’ll cover:
- benefits of recognition
- how it impacts employee morale and retention
- explore different types of recognition programs
- offer tips on how to integrate recognition into your daily operations
You can find the show notes for this episode here
Would you like to submit a question to the show? Let us know on our website or via LinkedIn.
Brought to you by Aster HR, the Work Wonders Podcast is hosted by Angela Gauci & Susan Rochester and is recorded at Launch Pad at Western Sydney University.
All information or advice included in this podcast is general, has been developed as a starting point for your business, and should be tailored to your specific requirements. It should not be considered legal advice. We have made every attempt to ensure the accuracy and currency of this information at the time of recording. However, references to things like employment laws are subject to change. For specific advice relating to your business, please get in touch with us.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:06):
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're exploring the crucial
aspect of building a culture ofrecognition in your workplace.
We'll dive into why recognitionis so important and build on
what we've talked aboutpreviously around employee
morale and retention.
We'll share practicalstrategies with you, too, about
how to implement these things inyour business.
Speaker 2 (00:42):
That's right.
Recognition is more than just apat on the back.
In fact, it's a key driver ofemployee satisfaction and
engagement.
So, whether you're a leader oran HR professional, or you're
just interested in creating apositive workplace, this is the
episode for you.
Speaker 1 (00:57):
You're right, susan.
We're going to cover off,obviously, the benefits of
recognition and exploredifferent types of programs that
you might be interested instarting in your business or
implementing, and offer you tipson how to integrate that into
your daily operations.
So let's get started.
This is the Work Wonderspodcast.
Hi Susan, hi Angela, if Ihaven't told you lately, susan,
(01:24):
you are doing a wonderful job.
Speaker 2 (01:25):
Oh, thank you.
Thank you for that recognition,and so are you.
Speaker 1 (01:31):
Oh, thank you.
Well see, that's what we'retalking about today.
Recognition is aboutacknowledging and appreciating
the contributions and efforts ofall employees.
It's a really powerful tool.
You see, I threw that to you onthe fly, but it did make you
feel something, I'm sure.
Oh, it did Boosted my moraleand it's yeah, it's really
powerful.
It's not only going to do that,but it reinforces the
(01:53):
behaviours that I do want, orany business leader would want,
and that you want to see more of.
Speaker 2 (01:59):
And when you think about it, it's obvious, isn't it
?
Yeah, I mean, it really fulfilsour fundamental human needs the
needs of belonging, feelinglike we're valued, and also even
self-actualisation, if weremember Maslow's hierarchy.
Yeah, so when employees feelrecognised, they're more likely
(02:21):
to feel valued and motivated tocontinue contributing, doing
what they're doing at a highlevel.
That's what we want.
Speaker 1 (02:27):
Yes.
Speaker 2 (02:28):
And that regular recognition is going to keep
them more engaged and productive.
So, whether we admit it or not,we all want to be seen.
Speaker 1 (02:37):
Yes, so it's not just about making employees feel
good.
Recognition has a direct impacton morale, as you said, and
also productivity.
So, when you think, whenemployees know that their hard
work is noticed, keyword,noticed and appreciated, it's
going to create that positivework environment that we're all
looking for that just sort ofdrives them to do more and do it
(03:01):
more, and do it more andimprove their performance even.
Speaker 2 (03:09):
Yeah, and in fact there's companies, often in the
tech sector.
We take, for example, adobe andLinkedIn.
They each have very strongrecognition cultures and that's
led them to have better teamworkand collaboration, and the
employees in that environmentare more likely to be positive
towards each other andsupporting each other as well.
Speaker 1 (03:28):
Yeah, true, okay.
So we know now what we'retalking about this recognition
piece.
So recognising an employee'sachievements or what they're
doing is one of the mosteffective ways to retain someone
in a job.
When an employee feels valued,they're less likely to go
hunting for something else.
Speaker 2 (03:47):
Simple common sense, but there's research that backs
it up.
I seem to be the one who'salways talking about the
research.
It could be something to dowith my background.
Consistently, research showsthat recognition is a key factor
in reducing turnover.
In fact, there's a 2022 surveyby OC Tanner that found that
companies with strongrecognition programs have a 31%
(04:11):
lower voluntary turnover rate.
So just to put that inperspective, imagine if your
turnover rate was reduced by 30%.
Speaker 1 (04:20):
Yes, a third fewer people.
That's interesting, okay.
So, as we said at the top,there are different types of
recognition programs that youcould use.
So there's formal ones likeEmployee of the Month Awards, or
annual sort of meetings orceremonies.
If you like to reward people onparticular things, maybe how
(04:40):
they meet your values, orsomething like that you could
provide really structuredopportunities to celebrate those
things.
Those sort of programs help youto set it in stone with.
This is the way we are here.
This is our culture.
We always talk about this everyyear, or we're always talking
about our values, or whatever itmay be.
It's sort of institutionalisedit is, isn't it?
Speaker 2 (05:04):
On the other hand, informal recognition is just as
important, and that can bespontaneous praise during a
meeting, something like I justdid Exactly Very spontaneous.
I wasn't expecting it, you know.
It might be a thank you note,or it might be peer-to-peer
recognition.
Speaker 1 (05:24):
Oh yeah.
Speaker 2 (05:25):
So the key is really to make that timely and
meaningful, so it feels genuine.
Speaker 1 (05:30):
Yeah.
Speaker 2 (05:31):
And also so that it's directly linked to the
employee's efforts and that it'snot just another task.
Speaker 1 (05:38):
Yes.
Speaker 2 (05:40):
So don't make it into the sort of thing.
Well, you know you have torecognise three employee efforts
a week or something like that.
It is also built into theperformance reviews.
Normally, if you're doingperformance appraisals, that's a
point where you're going torecognise the employee's efforts
(06:01):
.
However, you can't just rely onthat.
Speaker 1 (06:06):
No, you're right and it has to be authentic because
we come back to that thought ofpeople know when you're not
being genuine.
Speaker 2 (06:12):
Yeah, that's right.
Speaker 1 (06:13):
And so it's actually probably not worthwhile if
you're not going to be genuineand be sort of you know, like
you said, task-oriented andgoing thank you.
I was just thinking that thereyou go, thanks for that.
I'm saying thank you, are youhearing me?
Yeah?
Speaker 2 (06:31):
that's right.
Thank you for this month,that's right.
Yes, not as effective that thatshould do you for the next 28
days I'll see you in four weeks.
Um so how can you build aculture of recognition into your
organization, angela?
Speaker 1 (06:45):
okay.
Well, one effective strategy isto integrate just recognition
into daily operations, make itnatural.
You know, leaders should beempowered to think about just
making it part of the way thatthey lead their team, the way
that they're a manager.
So thinking about things like aweekly shout out or a nice kind
email to someone, or justsaying on the way past.
(07:09):
You know, I noticed that you didthis this week and that was
really great, or it might besomething like in a team meeting
.
Hey, I just want to acknowledgeso-and-so had a key project to
deliver by Friday and they didthat on time.
That was wonderful.
So it could be in a teamenvironment, it could be
individual, but about trying tothink about it in a really
matter-of-fact, natural sort ofof way.
Speaker 2 (07:31):
I'm just thinking.
You said matter-of-fact,natural sort of way.
Yeah, it's not going to come asnaturally to some people as
others, is it?
Speaker 1 (07:40):
Yeah, that's true.
Speaker 2 (07:42):
Yeah, I just think of people I've come across in my
consulting and coaching whereit's like, well, yeah, the job's
done, that's good consultingand coaching where it's like
well, yeah, the job's done,that's good, let's move on.
You know we've all got a lot todo and I think probably we're
talking to small business ownerswho don't give themselves
enough recognition either.
Oh, that's an interesting one.
(08:02):
How often do you stop and go,hmm?
well done, you know even you'vewon that big contract, but then
you're suddenly in a spin abouthow you're going to deliver on
it.
You know, rather than takingthat break to go, hey, good, but
I'm also thinking, you know, ifwe've got managers working for
us who might be struggling withgiving genuine, timely feedback,
(08:26):
you know you can help them bycoaching them and encouraging
them with that.
Speaker 1 (08:31):
Yeah, absolutely.
Running a business is hard work, and staying on top of HR
compliance can feel overwhelming, especially with the multiple
changes to employmentlegislation in recent years.
Are your contracts, policiesand practices still compliant?
Are your staff engaged andperforming at their best At as
(08:51):
to HR, we make HR simple.
A HR health check is designedto give you peace of mind.
Spend an hour with one of ourexpert consultants to guide you
through our tailored checklistreviewing your compliance with
the latest employment laws andget a better understanding of
your culture.
After the check, you'll receivea detailed report with
prioritised recommendationshelping you stay ahead of any
(09:14):
potential risks or penalties.
Book your HR health check withus today via our website,
astahrcomau, and let us help younavigate the evolving landscape
of HR.
For now, it's back to theepisode.
Speaker 2 (09:31):
So there's also technology that can help with
recognition.
So there's various platformsthat are designed to facilitate
recognition and making it easierfor managers and also for peers
to recognise each other.
Frequently, While that's great,I have worked with
organisations where it's becomea bit of an intrusion or another
task or something as well.
(09:51):
So just a word of caution aboutmaking sure that that's used
properly.
People are trained into how touse it and how you're expecting
it to be used in yourorganisation.
Speaker 1 (10:02):
Yeah, it might work well for hybrid teams or remote
teams as well.
But yeah, it can't be thatin-person sort of, Because it's
important to tailor recognitionto the individual.
As I said at the start, there'ssome people that prefer or have
a preference to a financial, orthey think that tells them
they're doing a good job if theyget paid more or there's some
sort of bonus incentive.
(10:23):
Others it's not that.
It's more intrinsic.
I want to know that you careabout me and you value me as
part of the team, and a leader'sjob is knowing that and the
differences within their teamand what a person needs to feel
valued.
Some might really appreciatethat sort of public validation
in a team meeting or somethinglike that.
Others might be too scared bythat and prefer something more
(10:45):
personal, you know.
Exactly Individual one yeah, itmight not be a financial bonus,
it might be a gift card or saytaking some time off work, or
you know.
Yeah, there's lots of differentways to do it, but thinking
about it for the individual,yeah, that whole individual
thing is so important.
Speaker 2 (11:03):
I'm just thinking how you know you can go off to a
leadership training program orwhatever and be told, oh, you
need to do this.
Wouldn't that be nice?
Put everyone on commission.
I once worked on a sales teamwhere that was going to happen
with the people on the sales.
You know, myself and mycolleagues said no, we'd rather
(11:26):
you didn't, because what we loveabout how we work is the
collaboration between us.
Speaker 1 (11:31):
Yeah.
Speaker 2 (11:32):
And we don't want that turned into competition.
Speaker 1 (11:34):
No, yeah, that's a really interesting thought,
isn't it yeah?
Speaker 2 (11:39):
So you know different types of recognition are going
to resonate with your teammembers differently.
It's not one size fits all.
It needs to be personalised sothat it can actually have an
impact.
Speaker 1 (11:51):
Creating a culture of recognition in your
organisation is important.
So that's about just being partof the way you do things around
here.
It's embedded in your valuesand all of that sort of thing.
It's where everybody not justone person, not just one team,
but everybody's encouraged torecognise what's been going on,
whether it's peer-to-peerrecognition, not just your
(12:12):
managers, I mean.
Peer-to-peer recognition isreally powerful too.
It reinforces, as you saidthere, that collaborative and
supportive sort of team dynamic.
Yeah, exactly.
Speaker 2 (12:23):
And celebrating milestones and achievements as
the team is another great way tobuild that camaraderie and that
positive behaviours.
So it might be where you'vedelivered a project on time or
you're celebrating a workanniversary, someone who's been
there for however many years.
It might also be acknowledgingpersonal achievements, the point
(12:45):
being that consistentrecognition practices are going
to help create a cohesive andmotivated workforce.
Speaker 1 (12:51):
Yeah, so it needs to be genuine and authentic and it
needs to be individualised forthat person.
Speaker 2 (12:58):
And, at the same time , it needs to be consistent.
Speaker 1 (13:00):
Consistent, yeah.
So you know, we're notexpecting too much, but if it is
part of your culture and yourvalues, of what you're all about
then you're going to want to doit anyway.
Speaker 2 (13:14):
Well, that's right, and it's going to require you
understanding your employees, soyou're going to have to talk to
them Dare.
Speaker 1 (13:18):
we say that yeah, okay, so we've offered to you
that we.
You know what's the importanceof recognition.
Why are we banging on aboutthis?
We've talked about the role ofit in your team and also given
you some strategies there totake away.
So hopefully you found thatthat's a helpful discussion and
something that you can take awaytoday, and even some ideas of
(13:39):
the different practicalstrategies, of ways that you can
implement this.
Maybe something rang true forwhat would work for your teams.
Speaker 2 (13:46):
Yeah, we encourage you to take a close look at your
current recognition practices,whether you have them or not,
and think about how you couldimprove or expand them.
So implementing some of thestrategies we discussed today
could make a significantdifference in creating a
positive, engaged and loyalworkforce.
Speaker 1 (14:04):
So thank you for joining us today as we continue
to talk about engagement andretention.
We hope that you found thishelpful.
Please, all the normal things.
Please hit subscribe, leave usa review and tell someone about
our podcast, and specificallythis season, if you think it
will help them as well.
We'd love more people to hearwhat we've got to offer.
Speaker 2 (14:24):
And don't forget to tune in next time when we're
going to be discussing howhybrid and remote work is
impacting engagement andretention.
Interesting.
Speaker 1 (14:33):
So take care and keep recognising the amazing work
that you and your team are doing.
Thanks for listening to thework wonders podcast brought to
you by astor hr.
(14:53):
Hit the subscribe button now tonever miss an episode, and if
you'd like to continue theconversation with us, you can
find us over at astorhrcom.
See you in the next episode.
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're exploring the crucial
aspect of building a culture ofrecognition in your workplace.
We'll dive into why recognitionis so important and build on
what we've talked aboutpreviously around employee
morale and retention.
We'll share practicalstrategies with you, too, about
how to implement these things inyour business.
Speaker 2 (00:42):
That's right.
Recognition is more than just apat on the back.
In fact, it's a key driver ofemployee satisfaction and
engagement.
So, whether you're a leader oran HR professional, or you're
just interested in creating apositive workplace, this is the
episode for you.
Speaker 1 (00:57):
You're right, susan.
We're going to cover off,obviously, the benefits of
recognition and exploredifferent types of programs that
you might be interested instarting in your business or
implementing, and offer you tipson how to integrate that into
your daily operations.
So let's get started.
This is the Work Wonderspodcast.
Hi Susan, hi Angela, if Ihaven't told you lately, susan,
(01:24):
you are doing a wonderful job.
Speaker 2 (01:25):
Oh, thank you.
Thank you for that recognition,and so are you.
Speaker 1 (01:31):
Oh, thank you.
Well see, that's what we'retalking about today.
Recognition is aboutacknowledging and appreciating
the contributions and efforts ofall employees.
It's a really powerful tool.
You see, I threw that to you onthe fly, but it did make you
feel something, I'm sure.
Oh, it did Boosted my moraleand it's yeah, it's really
powerful.
It's not only going to do that,but it reinforces the
(01:53):
behaviours that I do want, orany business leader would want,
and that you want to see more of.
Speaker 2 (01:59):
And when you think about it, it's obvious, isn't it
?
Yeah, I mean, it really fulfilsour fundamental human needs the
needs of belonging, feelinglike we're valued, and also even
self-actualisation, if weremember Maslow's hierarchy.
Yeah, so when employees feelrecognised, they're more likely
(02:21):
to feel valued and motivated tocontinue contributing, doing
what they're doing at a highlevel.
That's what we want.
Speaker 1 (02:27):
Yes.
Speaker 2 (02:28):
And that regular recognition is going to keep
them more engaged and productive.
So, whether we admit it or not,we all want to be seen.
Speaker 1 (02:37):
Yes, so it's not just about making employees feel
good.
Recognition has a direct impacton morale, as you said, and
also productivity.
So, when you think, whenemployees know that their hard
work is noticed, keyword,noticed and appreciated, it's
going to create that positivework environment that we're all
looking for that just sort ofdrives them to do more and do it
(03:01):
more, and do it more andimprove their performance even.
Speaker 2 (03:09):
Yeah, and in fact there's companies, often in the
tech sector.
We take, for example, adobe andLinkedIn.
They each have very strongrecognition cultures and that's
led them to have better teamworkand collaboration, and the
employees in that environmentare more likely to be positive
towards each other andsupporting each other as well.
Speaker 1 (03:28):
Yeah, true, okay.
So we know now what we'retalking about this recognition
piece.
So recognising an employee'sachievements or what they're
doing is one of the mosteffective ways to retain someone
in a job.
When an employee feels valued,they're less likely to go
hunting for something else.
Speaker 2 (03:47):
Simple common sense, but there's research that backs
it up.
I seem to be the one who'salways talking about the
research.
It could be something to dowith my background.
Consistently, research showsthat recognition is a key factor
in reducing turnover.
In fact, there's a 2022 surveyby OC Tanner that found that
companies with strongrecognition programs have a 31%
(04:11):
lower voluntary turnover rate.
So just to put that inperspective, imagine if your
turnover rate was reduced by 30%.
Speaker 1 (04:20):
Yes, a third fewer people.
That's interesting, okay.
So, as we said at the top,there are different types of
recognition programs that youcould use.
So there's formal ones likeEmployee of the Month Awards, or
annual sort of meetings orceremonies.
If you like to reward people onparticular things, maybe how
(04:40):
they meet your values, orsomething like that you could
provide really structuredopportunities to celebrate those
things.
Those sort of programs help youto set it in stone with.
This is the way we are here.
This is our culture.
We always talk about this everyyear, or we're always talking
about our values, or whatever itmay be.
It's sort of institutionalisedit is, isn't it?
Speaker 2 (05:04):
On the other hand, informal recognition is just as
important, and that can bespontaneous praise during a
meeting, something like I justdid Exactly Very spontaneous.
I wasn't expecting it, you know.
It might be a thank you note,or it might be peer-to-peer
recognition.
Speaker 1 (05:24):
Oh yeah.
Speaker 2 (05:25):
So the key is really to make that timely and
meaningful, so it feels genuine.
Speaker 1 (05:30):
Yeah.
Speaker 2 (05:31):
And also so that it's directly linked to the
employee's efforts and that it'snot just another task.
Speaker 1 (05:38):
Yes.
Speaker 2 (05:40):
So don't make it into the sort of thing.
Well, you know you have torecognise three employee efforts
a week or something like that.
It is also built into theperformance reviews.
Normally, if you're doingperformance appraisals, that's a
point where you're going torecognise the employee's efforts
(06:01):
.
However, you can't just rely onthat.
Speaker 1 (06:06):
No, you're right and it has to be authentic because
we come back to that thought ofpeople know when you're not
being genuine.
Speaker 2 (06:12):
Yeah, that's right.
Speaker 1 (06:13):
And so it's actually probably not worthwhile if
you're not going to be genuineand be sort of you know, like
you said, task-oriented andgoing thank you.
I was just thinking that thereyou go, thanks for that.
I'm saying thank you, are youhearing me?
Yeah?
Speaker 2 (06:31):
that's right.
Thank you for this month,that's right.
Yes, not as effective that thatshould do you for the next 28
days I'll see you in four weeks.
Um so how can you build aculture of recognition into your
organization, angela?
Speaker 1 (06:45):
okay.
Well, one effective strategy isto integrate just recognition
into daily operations, make itnatural.
You know, leaders should beempowered to think about just
making it part of the way thatthey lead their team, the way
that they're a manager.
So thinking about things like aweekly shout out or a nice kind
email to someone, or justsaying on the way past.
(07:09):
You know, I noticed that you didthis this week and that was
really great, or it might besomething like in a team meeting
.
Hey, I just want to acknowledgeso-and-so had a key project to
deliver by Friday and they didthat on time.
That was wonderful.
So it could be in a teamenvironment, it could be
individual, but about trying tothink about it in a really
matter-of-fact, natural sort ofof way.
Speaker 2 (07:31):
I'm just thinking.
You said matter-of-fact,natural sort of way.
Yeah, it's not going to come asnaturally to some people as
others, is it?
Speaker 1 (07:40):
Yeah, that's true.
Speaker 2 (07:42):
Yeah, I just think of people I've come across in my
consulting and coaching whereit's like, well, yeah, the job's
done, that's good consultingand coaching where it's like
well, yeah, the job's done,that's good, let's move on.
You know we've all got a lot todo and I think probably we're
talking to small business ownerswho don't give themselves
enough recognition either.
Oh, that's an interesting one.
(08:02):
How often do you stop and go,hmm?
well done, you know even you'vewon that big contract, but then
you're suddenly in a spin abouthow you're going to deliver on
it.
You know, rather than takingthat break to go, hey, good, but
I'm also thinking, you know, ifwe've got managers working for
us who might be struggling withgiving genuine, timely feedback,
(08:26):
you know you can help them bycoaching them and encouraging
them with that.
Speaker 1 (08:31):
Yeah, absolutely.
Running a business is hard work, and staying on top of HR
compliance can feel overwhelming, especially with the multiple
changes to employmentlegislation in recent years.
Are your contracts, policiesand practices still compliant?
Are your staff engaged andperforming at their best At as
(08:51):
to HR, we make HR simple.
A HR health check is designedto give you peace of mind.
Spend an hour with one of ourexpert consultants to guide you
through our tailored checklistreviewing your compliance with
the latest employment laws andget a better understanding of
your culture.
After the check, you'll receivea detailed report with
prioritised recommendationshelping you stay ahead of any
(09:14):
potential risks or penalties.
Book your HR health check withus today via our website,
astahrcomau, and let us help younavigate the evolving landscape
of HR.
For now, it's back to theepisode.
Speaker 2 (09:31):
So there's also technology that can help with
recognition.
So there's various platformsthat are designed to facilitate
recognition and making it easierfor managers and also for peers
to recognise each other.
Frequently, While that's great,I have worked with
organisations where it's becomea bit of an intrusion or another
task or something as well.
(09:51):
So just a word of caution aboutmaking sure that that's used
properly.
People are trained into how touse it and how you're expecting
it to be used in yourorganisation.
Speaker 1 (10:02):
Yeah, it might work well for hybrid teams or remote
teams as well.
But yeah, it can't be thatin-person sort of, Because it's
important to tailor recognitionto the individual.
As I said at the start, there'ssome people that prefer or have
a preference to a financial, orthey think that tells them
they're doing a good job if theyget paid more or there's some
sort of bonus incentive.
(10:23):
Others it's not that.
It's more intrinsic.
I want to know that you careabout me and you value me as
part of the team, and a leader'sjob is knowing that and the
differences within their teamand what a person needs to feel
valued.
Some might really appreciatethat sort of public validation
in a team meeting or somethinglike that.
Others might be too scared bythat and prefer something more
(10:45):
personal, you know.
Exactly Individual one yeah, itmight not be a financial bonus,
it might be a gift card or saytaking some time off work, or
you know.
Yeah, there's lots of differentways to do it, but thinking
about it for the individual,yeah, that whole individual
thing is so important.
Speaker 2 (11:03):
I'm just thinking how you know you can go off to a
leadership training program orwhatever and be told, oh, you
need to do this.
Wouldn't that be nice?
Put everyone on commission.
I once worked on a sales teamwhere that was going to happen
with the people on the sales.
You know, myself and mycolleagues said no, we'd rather
(11:26):
you didn't, because what we loveabout how we work is the
collaboration between us.
Speaker 1 (11:31):
Yeah.
Speaker 2 (11:32):
And we don't want that turned into competition.
Speaker 1 (11:34):
No, yeah, that's a really interesting thought,
isn't it yeah?
Speaker 2 (11:39):
So you know different types of recognition are going
to resonate with your teammembers differently.
It's not one size fits all.
It needs to be personalised sothat it can actually have an
impact.
Speaker 1 (11:51):
Creating a culture of recognition in your
organisation is important.
So that's about just being partof the way you do things around
here.
It's embedded in your valuesand all of that sort of thing.
It's where everybody not justone person, not just one team,
but everybody's encouraged torecognise what's been going on,
whether it's peer-to-peerrecognition, not just your
(12:12):
managers, I mean.
Peer-to-peer recognition isreally powerful too.
It reinforces, as you saidthere, that collaborative and
supportive sort of team dynamic.
Yeah, exactly.
Speaker 2 (12:23):
And celebrating milestones and achievements as
the team is another great way tobuild that camaraderie and that
positive behaviours.
So it might be where you'vedelivered a project on time or
you're celebrating a workanniversary, someone who's been
there for however many years.
It might also be acknowledgingpersonal achievements, the point
(12:45):
being that consistentrecognition practices are going
to help create a cohesive andmotivated workforce.
Speaker 1 (12:51):
Yeah, so it needs to be genuine and authentic and it
needs to be individualised forthat person.
Speaker 2 (12:58):
And, at the same time , it needs to be consistent.
Speaker 1 (13:00):
Consistent, yeah.
So you know, we're notexpecting too much, but if it is
part of your culture and yourvalues, of what you're all about
then you're going to want to doit anyway.
Speaker 2 (13:14):
Well, that's right, and it's going to require you
understanding your employees, soyou're going to have to talk to
them Dare.
Speaker 1 (13:18):
we say that yeah, okay, so we've offered to you
that we.
You know what's the importanceof recognition.
Why are we banging on aboutthis?
We've talked about the role ofit in your team and also given
you some strategies there totake away.
So hopefully you found thatthat's a helpful discussion and
something that you can take awaytoday, and even some ideas of
(13:39):
the different practicalstrategies, of ways that you can
implement this.
Maybe something rang true forwhat would work for your teams.
Speaker 2 (13:46):
Yeah, we encourage you to take a close look at your
current recognition practices,whether you have them or not,
and think about how you couldimprove or expand them.
So implementing some of thestrategies we discussed today
could make a significantdifference in creating a
positive, engaged and loyalworkforce.
Speaker 1 (14:04):
So thank you for joining us today as we continue
to talk about engagement andretention.
We hope that you found thishelpful.
Please, all the normal things.
Please hit subscribe, leave usa review and tell someone about
our podcast, and specificallythis season, if you think it
will help them as well.
We'd love more people to hearwhat we've got to offer.
Speaker 2 (14:24):
And don't forget to tune in next time when we're
going to be discussing howhybrid and remote work is
impacting engagement andretention.
Interesting.
Speaker 1 (14:33):
So take care and keep recognising the amazing work
that you and your team are doing.
Thanks for listening to thework wonders podcast brought to
you by astor hr.
(14:53):
Hit the subscribe button now tonever miss an episode, and if
you'd like to continue theconversation with us, you can
find us over at astorhrcom.
See you in the next episode.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.