Employee Recognition starts with Thank You

Employee Recognition78% of employees don’t feel recognised!

That’s according to Debra Corey – one of the many interesting speakers at last week’s  “The Caterer People Summit“.

That’s a pretty shocking – and sad – statistic. She also cited of the money spent on employee recognition, 87% is spent on recognising long service (which is unlikely to have much impact on an ambitious 20 something), and her own research found that 72% of employees felt saying a simple “thank you” would make them feel more motivated and help build morale.

I know I’ve written about employee recognition many times before, but here are 6 of my own, thoughts on saying thank you:

  1. A thank you will have more impact if it’s spontaneous and in the moment; at the end of a busy shift, when you spot someone helping a colleague, when you see someone going out of their way to help the customer, whenever anyone demonstrates you values.
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  2. Saying thank you will have far more impact if you’re specific; what are you thanking them for, what impact that has had on the team, for your customers, for the business, etc.
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  3. Ensure your thanks extends to those beavering away behind-the-scenes. Your grounds and building maintenance teams, your housekeepers or cleaners, your finance team. All these people have an impact on your customers’ experience, either directly or indirectly, and ultimately on your business success.
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  4. Make your thank you’s personal and appropriate for the individuals. What would they appreciate most? Public recognition? A handwritten note from you or your owner/managing director? The opportunity to leave an hour earlier to tend to a personal matter? A small token gift relevant to an interest or hobby? Apart from the last idea, none of these cost; it’s never about the money. It’s the thought that counts.
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  5. Encourage your supervisors and line managers to show recognition. Recognition doesn’t have to be rationed, so encourage them to give this freely. Help them identify how powerful recognition can be. This, of course, starts with you and how you recognise them; be their role model!
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  6. Recognition doesn’t just come from the top. Make it easy for team members to show recognition for one another: when a colleague has stepped in to help someone who is struggling, when another department has mucked-in to support on a big event, when someone’s made a personal sacrifice to cover sickness.

Take action

If you only do one thing, make a point of thanking every one of your team members for something this week.


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