Recognition and reward icon Recognition and reward

Involves appropriate acknowledgement and appreciation of workers’ efforts in a fair and timely manner

“In the arena of human life, the honours and rewards fall to those who show their good qualities in action.” – Aristotle

Overview

What is recognition and reward?

Recognition and reward is present in a work environment where there is appropriate acknowledgement and appreciation of workers’ efforts in a fair and timely manner. This includes appropriate and regular acknowledgements such as worker or team celebrations, recognition of good performance and/or years served and milestones reached.

An organization with a good recognition and reward program would be able to state that:

  • Immediate supervisors demonstrate appreciation of workers’ contributions.
  • Workers are paid fairly for the work they do.
  • The organization appreciates efforts made by workers.
  • The organization celebrates shared accomplishments.
  • The organization values workers’ commitment and passion for their work.

Recognizing and rewarding workers motivates them, fuels their desire to excel, builds their self-esteem, encourages workers to exceed expectations and enhances team success. This, in turn, provides staff with more energy and enthusiasm and a greater sense of pride and engagement in their work. In addition, workers who receive recognition are more likely to treat coworkers and customers with courtesy, respect and understanding.

When workers believe that their efforts are not appreciated, it can damage their confidence in their work and trust in the organization. At the least, workers are likely to feel discouraged. Alternatively, they may leave the organization. An imbalance between effort and reward is a significant contributor to burnout and emotional distress, leading to a range of psychological and physical disorders.

FAQs

  • Demonstrate appreciation for staff who “go the extra mile” at work.
  • When workers achieve personal and professional goals, recognize and celebrate with them.
  • Recognize effort as well as outcomes.

  • Train leaders on the importance of providing regular and appropriate recognition to team members.
  • Train leaders in providing respectful, constructive and effective feedback.
  • Acknowledge workers for their willingness to participate in ongoing training and development.

  • Openly acknowledge individual or team successes and accomplishments (e.g. at staff meetings, on posters or plaques, in e-newsletters).
  • Create a transparent system for informing senior management about positive feedback staff receives, for example from customers and clients.
  • Create regular recognition events (e.g. staff meetings, breakfasts, worker-of-the-month programs).

  • When particular tasks and milestones are achieved, provide individual and group-level recognition and incentives.
  • Regularly review salaries and provide adjustments when appropriate.
  • Provide performance-based incentives and bonuses, which may include non-monetary awards (e.g. time off, better shifts, preferred task selection).
  • Provide recognition in a timely manner.

Action

Next steps: Committing to implementing adequate recognition and reward in the workplace

A work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.

  • enhanced employee satisfaction, motivation and loyalty
  • improved teamwork and positive employee morale
  • increased retention and enhanced recruitment of skilled staff
  • enhanced employee/labour relations

  • Do issues related to recognition and reward present a greater risk to particular groups of employees (e.g. new employees, certain jobs, shift workers, etc.)?
  • What are the strengths in your workplace in terms of recognition and reward (e.g. what do you do well and what should you continue doing)?
  • What could your workplace do to improve in this area (e.g. what could you do more of and what could you do less of)?
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Recognition and Reward is psychosocial factor 7 from CAN/CSA-Z1003-13/BNQ 9700-803/2013 – Psychological Health and Safety in the Workplace. Retrieved from: https://www.csagroup.org/article/cancsa-z1003-13-bnq-9700-803-2013-r2018/. See also Guarding Minds at Work (Samra et al.): Retrieved from https://www.guardingmindsatwork.ca/resources.