#BTColumn – Recognition in the workplace

Disclaimer: The views and opinions expressed by this author are their own and do not represent the official position of the Barbados Today.

Employee recognition has been accepted as the means by which management can help to motivate their employees.

Employers who engage in the practice of employee recognition tend to do so for the purpose of showing appreciation for the contribution of the worker, to the development and or productivity of the workplace as a commercial enterprise or organization which delivers some form of service.

The thought of being appreciated means a lot to the average individual, as this brings a sense of personal satisfaction. According to Social Psychology Professor, Robert Cialdini, “Employee recognition embodies the principle by showing to others in a tangible way that a person’s efforts have been outstanding.”

Making a determination on how outstanding the efforts of an individual employee have been during the course of a year can sometimes be subjective.

This can be the basis for the creation of confusion within the enterprise or organisation, as those who have been overlooked often contend that favoritism and bias were underlying factors in the decision-making process. The absence of criteria for the selection and determination of who should be the recipient of a tangible award is usually the core of the problem. This causes questions to be raised about fairness and transparency of the process.

The other dark side to work recognition is that of worker exclusion. Very often workers at the lower end of the enterprise and organization are treated with disrespect and discourtesy. There are several groups of workers who fall into this category. They perform their duties as any consummate professional would do.

Regardless of the fact that such persons are integral to the daily operations of the workplace, department or organization, they are left to feel belittled and unimportant.

In many instances, they are not invited to participate in meetings, training exercises or attend social functions or presentations. To add insult to injury, some information is not shared with them, and regrettably, they may learn about it in the media or outside of the workplace or organization.

This level of gross disrespect and inhumane behaviour that is perpetuated by senior management officials and Heads of Departments speaks volumes to the perceptions they hold of others. These work colleagues, who are expected to perform at their optimum, to ensure the goals and targets are achieved and operation efficiencies and standards are maintained, are very often looked down upon.

All of this may be deemed as unfortunate, but the fact which is most worrisome, is that this behaviour seems to be institutionalized. This dates back to the days of slavery, when after the harvesting of the sugar cane crop, the slaves were treated to a gift of rum and salt beef.

Almost four hundred years later, some enterprises treat workers to a bottle of wine and a ham. Some workers who are not as lucky are given a half-day or day off for Christmas shopping. A fortunate few may be sponsored a staff luncheon or a staff party.

It is about time that enterprises show a great appreciation for the efforts of their employees, whose productivity provides them with high profits.

It seems unfair that only high value senior management personnel are recipients of incentive bonus payments. Corporate enterprises and other organizations must demonstrate that they are prepared to observe equity and fairness in the treatment of all levels of employees.

It has been stressed that worker recognition is the key to motivation and productivity. With this in mind, it must be underscored that a worker who demonstrates commitment, loyalty and dedication to the job, has positive work ethic and attitude, is responsible and self-motivated, will hardly be inclined to go the extra mile and to put the organization first,
if the appreciation for their worth is not taken seriously.

Those who lead or manage may wish to reconsider their actions and behaviour. Remember that your success depends on the support of the staff. Don’t be a pound wise and a penny foolish. Forget about favoritism and even nepotism and instead, focus on identifying and seizing the opportunity to praise or credit your employees or work colleagues, whom you manage individually or collectively, for their good work. You may also wish to include them in sharing the accolades and praises showered on the enterprise, department or agency, when they are given, from whatever source.

Dennis De Peiza is a Labour Relations & Employee Relations Consultant Regional Management Services Inc. Visit our Website: www.regionalmanagement services.com