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Page 1 of 2 Employee Recognition: Simple Gestures Matter
The economic downturn is making it difficult for some companies to offer adequate pay raises or bonuses. IT managers unable to offer financial rewards to top-performers should not underestimate the power of sincere and timely praise.
Also See:
How CIOS Maintain Morale in Uncertain Times
How Mentoring Increases IT Retention
Question:
Our organization has gone through layoffs that directly affected the department, and my remaining team has really stepped up to the plate. They have been working harder—and longer—to keep up with a growing workload. I want them to know their efforts are truly valued, but our budget is so tight that raises and bonuses are out of the question right now. Do you have any suggestions for other ways to recognize employees for a job well done?
Katherine Spencer Lee responds:
Your budget situation may prevent you from providing additional financial compensation to your IT personnel at this time, but keep in mind that money alone is never enough to keep top-performers feeling appreciated, motivated or confident that the work they do is meaningful. That's true in any economy.
There is another cost-effective and high-impact way to show your employees they are valued: personal recognition. Yet many managers do not realize the value of this approach or understand the importance of providing positive feedback and acknowledgement in a timely fashion. They either wait too long to commend staff for good work, or worse, fail to do it entirely.
But in today's environment, IT managers should be making an even greater effort to demonstrate to their staff that the work they perform is essential to and appreciated by the organization. In a survey by Robert Half Technology, 36% of CIOs polled said rising workloads are the greatest source of stress for their staff. Given that current economic conditions are forcing many IT departments to do more work but with fewer resources, the pressure your employees are likely experiencing should be acknowledged.
Following are a few tips for recognizing your employees in non-monetary ways to maintain morale and productivity, as well as enhance retention:
Say thank you. Although thanking an employee for his or her contributions may seem like obvious advice, it is often overlooked. IT staff move so quickly from one project to the next that it's easy for supervisors to forget about yesterday's accomplishment. But when you know an employee helped the department meet a difficult challenge or critical deadline, be sure to immediately send that person a short e-mail to thank him or her for the help. Even better, pick up the phone or express your thanks in person.
Put it in writing. Sometimes, your employees deserve a handwritten note of appreciation for delivering a particularly notable performance. Crafting this type of correspondence does require extra time and thought on your part, but it can have a long-lasting, positive impact on your employee, especially if your department depends on electronic communication as the primary method of interaction.
Make the person a star. When an employee deserves acknowledgement, consider not only thanking him or her personally but also letting others in the department or organization know of the success or contribution. For example, you could praise employees in a staff or company meeting. Or, you could write up a quick "news item" about the achievement and have it published on the company intranet or in the employee newsletter. Highlighting staff achievements in a public way can boost workforce morale and motivate others to perform at a similar level.
Invest in growth. Consider rewarding outstanding performance with professional development opportunities. IT professionals, in particular, value the opportunity to expand their skill sets, and this investment not only will benefit individual employees but also can strengthen the performance of your entire team. Internal and online training options are usually the most cost-effective. When outside training is appropriate, ask top-performers who attend classes or seminars to share their new knowledge and skills with coworkers once they return to the office.
If they feel truly valued, your IT personnel will be more willing to endure the rough patches—and remain with the organization once conditions improve—than if they are left wondering whether their work makes a difference. So, when an employee deserves your praise, be quick to give it.
Katherine Spencer Lee is executive director of Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations worldwide and offers online job search services.
Next: Getting Creative With Employee Recognition
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