The greatest resource a company has is the employee. They are the reason the company can function properly and stay as an employer-of-choice for people. How does this happen? How does a company attract and retain people? The answer is found in motivation through recognition. However, there are organizations that do not take the route of recognizing employees. They feel the paycheck the employee receives is recognition enough. They feel the only form of recognition that will work is monetary. These are places that may function at certain levels where the monetary bonus is rather large, but on any other level, there must be other forms of recognition besides money. A person is driven by more than just money.
The reason a company may not be getting the employees they want is reputation. If a business is known for treating their current or former employees negatively, they will be hard pressed to find new talent. Recognition begins with management understanding their workforce. When it comes to procuring items for recognition, EDCO is one of many choices where items geared toward recognition are found.
When it comes to recruiting, the best practice is to look for talent and experience. To find top tier talent, especially in positions that generate revenue such as sales, hire a sales recruiting firm. Recognition and retention is key to the success of recruiting. Otherwise, the recruiting efforts are lost and good money is wasted. An employee is looking for good benefits, good pay, and recognition for a job well done.
Employees want to work for a company that is stable and fair. However, companies might be using outdated recruiting practices. This dilemma is because millennials are more interested in having opportunities for growth within a company. They do not want to consider benefits or retirement. They are looking for immediate answers and quick opportunities. With this in mind, it is more difficult to hire and retain millennials as they do not go for the same objectives as older workers.
Where millennials feel they succeed is within an organization that champions recognition and drives employees toward feeling a part of the organization, rather than just a number. They want to feel like an important contributor to the business and recognition makes that happen for the millennials. However, recognition works like that for everyone involved. It makes people feel like they want to stay with the company because they feel motivated to do a better job and keep their level of recognition secure.
The role of management is to lead, coach, retain, and hire. The last two involve the same practice in that they are keeping the employee engaged until they feel they are contributing to the organization and nothing else matters. Management wants the employee to feel recognized for their efforts; a recognition that goes beyond monetary reward. The employee should feel that motivation from their manager is a recognition.
A manager would not motivate an employee who is not putting forth the most effort. Employees who work like they don’t care, and do just enough to get by, will never be motivated to go further. A management team may not have employees who are motivated to aspire to a higher position with more responsibilities.
Not everyone is going to be driven or motivated in the same way. Chances are, these employees are motivated by one thing only– the paycheck. They are motivated intrinsically, therefore, recognition would really do them no good.
An employee who is driven intrinsically to perform and aspire beyond their current position is motivated to do more, take on new tasks, and acquire new knowledge. The management granting these things to the employee is recognizing the employee for the work they do and their performance. An employee who is wanting to aspire is not driven necessarily by tangible gifts or even monetary gifts, but recognition in the form of responsibility is most likely their ultimate choice. When given responsibility, the employee who is motivated to aspire beyond their current position should feel recognized by the faith and trust their management team as placed within them. Motivation and recognition go hand in hand in that regard. Recognition can be used for motivation. Motivation results in more recognition.