How can HR identify employees who may deserve recognition?

The origin of this part of employee recognition began early on when leaders noticed that employees worked harder when their efforts were acknowledged. This usually meant a manager observed something and made a personal decision that the employee deserved praise. Every manager is different and they weighed different factors. The benefit was that each manager was unique and possessed a unique leadership style that attracted certain types of employees.

The modern workplace is much different. Managers don't see their colleagues all the time, may not understand their specific job tasks, and are overwhelmed with information.

The following approaches can help HR identify people in deserve of praise.

Ask people to submit nominations. Simple but overlooked tactic.

Use data insights. L&D achievements. When a customer says something nice about the employee. Work efforts. We can share 34 specific ways clients are using data in their programs.

How many times do employees want to be recognized?

In the current work environment, recognition runs on 2 axes.

1. Frequency - 10 - 15 times per year

2. Reason - small to large contributions want to be noticed

   
   

What are the most common reasons employees want to be recognized?

1. Work achievements

2. Life events

3. Personal and work milestones

4. Project completion

5. Teamwork

6. Personal and corporate values

7. Growth and development

8. Mentoring

9. Safety

10. Expertise

11. And many others.

    
    

Can employee accomplishments be collected throughout the year?

Yes, it is important to regularly track and reward employees on a frequent basis. Monthly praise is effective.

Can recognition be tied to specific company goals?

It is important to align recognition to company goals and values. It is important for leadership to live the values and encouragement management to celebrate those values. Reinforcement is key.

How can managers get suggestions about employees to recognize?

A common approach is to send a summary of insights and suggestions to managers. The key trend is that technology observes employee contributions and the manager makes the personal decision to act on it.

Can AI help managers identify recognition opportunities?

Here is our position on AI in employee recognition. The goal is to always ensure the manager is stopping what they are doing to personalize praise. It is always a human-centered act and behavior.

AI can help learn each manager's personal style and offer more meaningful suggestions and insights. That's part of our work here when helping manage programs for clients.

Envision asking your Co-Pilot agent to identify 5 people in need of recognition. That's our role.

How do you turn an HR recognition strategy into an operating process?
This is where we help. After 17 years we understand the behaviors and reasons that motivate people to celebrate great work. The most important step is creating an easy to use and replicable process.

This begins with mapping out each stage of the award process including nomination - approvals - reviews - notifications - award fulfillment - employee questions - employee and manager training - budget compliance - reporting - insights - and AI suggestions.

HR defines the goals. KangoHR helps design and operate the process—including data collection, employee communications, manager workflows, recognition recommendations, reporting and ongoing administration.