Providing genuine employee recognition can sometimes get lost in the mix of day-to-day activities. However, it’s a crucial element in fostering a thriving promo company.

One study shows that employees who receive regular recognition are five times more likely to feel valued, six times more likely to invest in their work and seven times more likely to stay with their employer for at least another year. Most employees (65%) say they prefer non-monetary incentives. From promo items to simple thank-you notes, there are many ways leaders can show their sincere gratitude. 

Management consultant Marc Cugnon believes that leaders should think more often about how they can provide unique, meaningful feedback to employees of varying ages, backgrounds and cultures. In this issue of PromoPro Daily, we highlight his thoughts on how leaders can keep their staff members engaged and make them feel truly valued.

Don’t be generic. Think about how you would like to be recognized at work. It’s much more meaningful to be specific than to offer a blanket statement like “Good work.” Cugnon says for the recognition to hold value, it has to resonate with the employee. Some of your staff members might appreciate a promo item along with a one-on-one lunch. Others might appreciate receiving a special promo gift in front of the company at the next staff meeting.

Time it right. Sometimes, the most meaningful recognition doesn’t come at the end of a project but in the middle. Cugnon encourages leaders not to wait until the work is done to give people feedback. Instead, he suggests considering when the feedback or appreciation will have the greatest impact on the person receiving it. A sales rep might really appreciate hearing something like, “Hey, I know making all these calls has been tough. We need you on this, though, and you’re doing a great job.”

Be predictable. For recognition to be genuine, it shouldn’t be spotty or unfair, Cugnon says. Leaders shouldn’t create some kind of unattainable model for recognition that only rewards the highest achievers in a handful of discrete categories. Instead, he says leaders should make it easy for employees to know when they’re doing well. If rewards and appreciation feel random, then to some, they may seem unfair.

Walk the walk. At the risk of sounding cliché, Cugnon says, the best way to recognize your team is to foster an environment of respect and trust. Positive bits of feedback don’t feel authentic in toxic, high-stress offices. Instead, they feel like cheap decoys, he says. Show your employees you understand them and appreciate the unique value they bring by giving them work and putting them in positions that maximize their individual strengths.

Showing your appreciation isn’t just about boosting morale – it’s about creating a culture that thrives on sincere gratitude. Consider the points above to infuse more authenticity into your recognition efforts.

Compiled by Audrey Sellers
Source: Marc Cugnon is a management consultant who focuses on change and communications strategy.