Often times an employee’s perceived level of recognition and appreciation can determine their commitment to a company. While it is not necessarily the deciding factor in whether or not to seek out another job, it can definitely help sway a person’s mind.
Over the years I’ve had many part-time and entry level positions in various industries. These roles have helped me realize what type of management style I preferred working under, and what type of company cultures to seek.
I understand the importance of engagement with management and employees; unfortunately, many of these jobs left me with a sense of disdain for the organization and only motivated me to move on.
I strive to excel in all my roles, and to gain a feeling of value within my position. The problem with many of these positions was that my work was rarely appreciated.
Sure, the pizza delivery guy isn’t making a giant step to forward your company, but he is (hopefully) taking all the little steps to help you along as well.
Praise in a company should start at the bottom and work its way up; though often the trickle-down effect is thought to be adequate. Yet it’s really the last thing that will help the business succeed.
We are all human beings, and we all need guidance. Whether that guidance is in the form of constructive criticism or friendly reminders, how an employee will utilizes such guidance depends more on their connection to the job or company.
Too often employees are told they are doing something wrong. On the other hand, they’re much less often rewarded for their good work. The recognition factor is massively important in establishing a base of value for the employee. Without that value factor, the employee cannot feel as though they can grow into an asset for the company.
That guidance may come down to a simple ‘good job’, or ‘keep up the good work’. A little praise can go a long way, especially if your employees are working in a larger environment and there isn’t the immediate intimacy of a small company. Recognizing your employees’ good qualities and encouraging them should be a key component of your company’s culture. Ultimately, your company is not only defined by the work it produces, but also by the people who produce the work. Their attitudes and impressions of the company can drive productivity and excellence if they are nurtured in a rewarding environment.
If monetary compensation is not an issue, potential for recognition, praise, and growth will begin to shape your company culture and help outfit your company with a robust team to lead and support.