Recognition is a fundamental human need. Employees reacted to recognition expressed through awards of their good work because it confirms their work is valued.

Applying the principles of Employees recognition, really encourage everyone to aim for a better result thus will instill in the mind the value of working to the norms of the entity moreover needs to go over what is already achieved because they want to be recognized not only in terms of work grade but also in some cases for monetary incentives for excellent job done.

As part of companies appreciation of what was done exceptionally, one must not forget

that there are two aspects to employee recognition. The first aspect is to actually see, identify or realize an opportunity to praise someone. If you are not in a receptive frame of mind you can easily pass over many such opportunities. This happens all too frequently. The other aspect of employee recognition is, of course, the physical act of doing something to acknowledge and praise people for their good work.

            Moreover, understanding how to reward employees by ensuring that they feel appreciated and acknowledged by management and their fellow coworkers can have an enormously positive impact on performance, productivity, and ultimately company profits.

            The cornerstone of the propositions should be the agreement among team leaders that employee recognition will happen each and every day. Leaders must ensure that employee recognition is fully integrated into the very foundation of company beliefs. Some of the things that can assist leaders in developing employee value propositions include:

• Asking employees (or surveying them) how they would like to be recognized
• Making sure the team developing the propositions includes participants from different business functions and job levels
• Developing propositions that are measurable (through surveys or focus groups)

The end-result of recognizing and awarding employees best performance and achievements will benefit not anyone else but the company itself.

By: Mrs. Arlene M. Tamoro