Introduction
Recognizing employees increases their motivation, performance, and job satisfaction. However, managers and companies do not praise their employees often because they assume that praise will negatively affect their performance. Many managers do not recognize their employees because they do not know how to do it without bias or their companies do not initiate reward programs. On the other hand, it is difficult for managers who are not recognized by their companies to recognize employees.
Finally, many companies assume that employees should be contented with their jobs and desist from seeking more favors. They believe that giving an individual a job is enough. Many companies do not understand the importance of recognizing employees.
Main body
As a manager, I would take several steps to motivate employees who perform well. I would recognize them through verbal praise and monetary rewards. Verbal praise would make them feel appreciated and valued for their good performance. In addition, monetary rewards would motivate them to replicate the actions that earned them rewards. High performing employees are motivated through stretch goals that keep them focused. Challenges are very effective sources of motivation for employees who perform well. Employees have an innate need to always improve their skills and increase their knowledge.
Therefore, it is important to delegate duties and challenging responsibilities to employees in order to ensure that their performance and development take an upward trajectory. Assigning challenging tasks and more responsibilities to employees helps them to develop confidence, firmness, and efficiency in their jobs. In addition, they help employees to develop positive attitudes and mindsets that are necessary for the attainment of organizational success.
There are downsides to giving employees too much verbal praise. Excessive praise boosts the egos of employees who consequently develop destructive behaviors at workplaces. They assume that they are the best employees and thus alienate their colleagues. Such employees fail to participate in teamwork and collaborative responsibilities because they consider themselves special. This creates divisions among employees.
In addition, too much praise creates divisions among employees especially if the praise is directed towards one or few employees. Finally, too much praise affects productivity because an employee might think that there is no room for improvement since their performance is exceptional. Such attitudes are detrimental because many verbal praises are mere words that are only meant to motivate employees to be more productive. A manager could alleviate these downsides by ensuring that recognition is given to all employees based on their performance. Praise should be given equally in order to avoid bias and alienation of some employees.
Conclusion
I would take several measures to ensure that the distribution of recognition to employees is fair and just. First, I would ensure that employees are recognized because of their contribution towards the attainment of organizational goals. In order to be fair, I would recognize all employees but in different proportions based on their level of performance. Secondly, I would develop an organizational system to oversee employee recognition.
The system would ensure that recognition is based on employees’ efforts towards the attainment of organizational goals and objectives. Finally, I would develop different methods of employee recognition such as level of performance, adherence to organizational policies and standards, and execution of duties and responsibilities. Employees should be recognized for specific reasons and not just for good performance. Recognition motivates employees and inspires them to take their responsibilities seriously. Therefore, I would ensure that employees understand the requirements for recognition in order to motivate them to earn the rewards.