3 tips for retaining employees through recognition

Good employees are worth hanging onto — and it’s expensive when you don’t. Really expensive. Forbes has reported that replacing someone who leaves an organization can cost, on average, six to nine months’ worth of the individual’s salary. Yikes.

Sure, there are many factors that weigh into a person’s decision to go or to stay. But there’s one that employers have more control over than they realize: recognition. 

Organizations that prioritize employee appreciation, a Gallup/Workhuman survey revealed, have workers who are 56% less likely to look for a new job. Recognition is 

also a powerful recruitment tool, giving an advantage to companies that have woven it into their culture and making them more attractive to potential workers. (HR recruiters especially love when they can share these programs with applicants!) 

Employee recognition awards clearly pay off, but unfortunately many organizations don’t know how to do them (or how to do them well). Here are three tips for building a framework for spotlighting contributions. 

1. Decide what to highlight. No matter what, your awards should align with what’s important to you and your culture! Popular themes are years of service, company values or leadership behaviors, project launches, innovations, teamwork, metrics (like sales goals or growth), employees of the month/quarter/year, and customer reviews or ratings. Determine which ones you want to focus on, then outline the criteria for recipients.   
2. Be intentional and authentic. It takes commitment for recognition programs to be successful. Leaders must be all-in on putting forth the effort to identify what they want to recognize, as well as clearly articulate why a person or team is chosen. Be specific so people immediately recognize how their everyday efforts and special contributions made a difference.   
   

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   No matter what, the appreciation has to be authentic. Be thoughtful and truly enthusiastic about every single award handed out. When it comes to the awards themselves, they should reflect your brand and culture. Crystal awards are a beautiful reminder of the investment you are making in ensuring your teams know how valued they are, and they can be customized with any combination of colors, logos, text and images.   
    

3. Do it regularly. What’s the frequency, Kenneth? As often as possible! The key to meaningful recognition, above all else, is to be consistent. Decide on a rhythm you can stick to and that fits into your calendar. You can either integrate your appreciation within already-planned meetings or set aside regular time throughout the year to focus on delivering kudos (and keep this time sacred).  

Crystal D has worked with thousands of customers who recognize their people for their contributions. We have examples and ideas that can help you launch your own program, as well as crystal awards for every recognition need and budget. Reach out and contact us!