An Overview of Employee Recognition

In some organizations, employee recognition means giving an award (perhaps monetary) to a few employees who are proclaimed to have done something exceptional. But is this approach to recognition too narrow and exclusive? Is it the most effective use of organizational resources?

Taking an inclusive, systems approach to recognition means more than developing a traditional awards program. Effective recognition systems include activities on three dimensions: day-to-day, informal, and formal.

Successful organizations make recognition a priority. They realize that well designed recognition provides the organization and its employees with several positive results. An effective recognition program

• opens channels of communication,
• increases productivity,
• reinforces organizational values and culture,
• enhances recruitment of desired applicants,
• improves retention of key employees,
• acknowledges noteworthy achievements,
• builds mutual commitments and relationships, and
• enhances self-worth and self-confidence.

While there is more than one way to design an effective employee recognition program, many successful programs share common attributes. The most effective recognition programs typically

• use a systems approach to develop a "culture of recognition,"
• reflect the organization's values and business strategy,
• are clearly defined and well-publicized,
• involve employees in program design and implementation,
• are multi-layered (organization-wide and unit-specific),
• have a mix of formal and informal programs,
• are creative and fun,
• change periodically to avoid stagnation,
• are timely and provide a specific reason for the reward,
• are supported with tools and education, and
• match the reward to the person to make it personal and meaningful.

The University of Arizona encourages employee recognition programs throughout our organization. Human Resources provides tools and information to support these endeavors.