Recognizing And Rewarding Employees

Riya was a dedicated, hardworking employee. She gave her 100%, stayed late, helped others, and never once asked for praise. She believed her work would speak for itself. But it didn’t. ¬Her efforts went unnoticed. ¬No appreciation. ¬No recognition. ¬No promotion. Still, Riya stayed—until one day, she didn’t. She found a better opportunity. One where she was seen, heard, and valued. And she quietly moved on. Dear Companies, Employees don’t leave all of a sudden. They leave after being unheard and unseen for too long. Key Learnings for Leaders & Organizations: ✔️Not all high performers are loud. Look beyond the voices that dominate meetings. Some of your best people may be quietly delivering excellence. ✔️Appreciation is free. A small thank-you or public recognition can go a long way in employee morale. ✔️Promotions should reflect contribution, not just visibility. Talent and effort matter more than volume. ✔️Listen actively. Many employees won’t voice dissatisfaction until they’ve already made the decision to leave. Don’t wait for the resignation letter to value someone. By then, it’s too late. Employees stay where they are respected, not just retained. #leadership #career #success #hr

Imagine this: One of your most dedicated team members led a crucial project that significantly boosted the team’s #performance metrics. Yet, during #appraisal time, they received a mere 6% hike. It is disheartening at times and raises a critical question: Are we really valuing our employees correctly? For many organizations, the #performanceappraisal cycle is the ultimate yardstick for measuring an employee’s #potential and performance But let’s face it, while the evaluation cycle is a good #measurement tool and run by well-oiled machinery, the dependency factors are complex. Employees blame #managers for not having paid them the dues in such scenarios but miss the larger picture. The system has its limitations which are driven by multiple factors like company affordability, market condition, inflation, maintaining pay parity (fairness) and economic conditions which play a significant role in determining salary hikes and revisions. Exceptional work, #innovations, and #dedication can’t always be quantified within the confines of an annual review. Currently, the market is in a slow-down phase, affecting all industries. This economic reality often translates into lower appraisal percentages, which might not reflect an employee’s true potential or hard work. It’s time to rethink recognition: We, as leaders and organizations must look beyond the traditional appraisal system to truly recognize and reward exceptional work. While Rome will not be rebuilt in a day, here are a few tips and tricks for managers to ensure reward and recognition are not looked at as mere annual tick marks: a. Immediate #recognition - Don’t wait for the annual review. Celebrate successes as they happen. b. Personalized rewards - Tailor rewards what genuinely motivates each employee. It could be a shout-out in a team meeting, a personalized thank-you note, or even an extra day off. c. Professional #development - Invest in your employees’ growth. Offering #opportunities for #training and development can be a more meaningful reward than a percentage increase. d. Flexible incentives - Consider flexible incentives like project-based bonuses or recognition programs that run throughout the year. e. Stand-up for your team members - It is utmost critical for managers to stay true with their team members and back them in any way needed. This is driven by #empathy When employees feel undervalued, it can lead to dissatisfaction and higher resignation rates—a trend we can’t afford in these challenging times. Businesses must strive to make their employees feel valued and psychologically safe, even when financial rewards are constrained. Having read this post, imagine yourself in your managers’ position, look at all the factors affecting the appraisal cycle and maybe your view about your revised salary will change from decent to ‘exceeds expectations’. We evolve and grow as #HR by making everyone feel valued every day, not just during the appraisal cycle. #leadership

A company’s greatest asset isn’t its technology, #brand, or #revenue—it’s its people. But what happens when hard work is ignored, office #politics take over, and leadership rewards the wrong individuals? 👉 The best #employees—the ones who innovate, solve problems, and drive #growth—start looking for the exit. Here’s why: 🔹 Lack of Recognition: When #promotions are based on favoritism rather than merit, talented employees feel undervalued and overlooked. No one wants to give their best when effort goes unnoticed. 🔹 Toxic Work Culture: Promoting the wrong people often leads to poor #leadership, micromanagement, and a toxic work environment. This doesn’t just affect individuals—it drags entire teams down. 🔹 Lost Motivation & Innovation: When employees see mediocrity being rewarded over real contributions, their drive to go the extra mile fades away. Creativity and problem-solving take a backseat. 🔹 High Turnover Rates: Great employees have options. If they feel stuck in a place that doesn’t value them, they’ll leave for better #opportunities, healthier work environments, and leadership that truly appreciates talent. What can companies do? ✅ Promote Based on Merit: Leadership roles should be earned, not given. Employees who drive results, support their teams, and create #value should be the ones leading. ✅ Foster a Culture of Recognition: Celebrate #achievements, #appreciate contributions, and ensure that hard work doesn’t go unnoticed. ✅ Encourage Growth Opportunities: Provide employees with clear career paths, mentorship, and the #chance to step into leadership roles based on skills and impact, not favoritism. 💡 The best talent doesn’t leave companies—they leave poor leadership. If businesses want to retain top performers, they need to #reward the right people, create growth opportunities, and build a #culture that values real contribution. Have you ever seen great employees leave because of bad leadership? Share your thoughts in the comments! 👇 Connect and follow me - Dev Raj Saini LinkedIn LinkedIn News India #Leadership #WorkCulture #CareerGrowth #EmployeeRetention #WorkplaceSuccess

3 𝗦𝗶𝗺𝗽𝗹𝗲 𝗧𝗿𝘂𝘁𝗵𝘀 About Recognition That Will Transform Your Leadership. Last month, a client asked me why his top performers were leaving. The answer was painfully clear: 𝗧𝗵𝗲𝘆 𝗱𝗶𝗱𝗻'𝘁 𝗳𝗲𝗲𝗹 𝘀𝗲𝗲𝗻. Here's what 20 years of leadership coaching taught me about recognition: Recognition isn't a "nice to have" According to Gallup's research: - Only 1 in 3 workers strongly agree they received recognition in the past week - Employees who don't feel recognized are 2x more likely to quit in the next year - Recognition is the most forgotten element of employee engagement Most leaders get recognition wrong They wait for: - Annual reviews - Project completion - Major milestones But high-performing teams need continuous acknowledgment. 𝗦𝗺𝗮𝗹𝗹 𝘄𝗶𝗻𝘀 𝗺𝗮𝘁𝘁𝗲𝗿 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗯𝗶𝗴 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗼𝗻𝘀. Recognition must be: 1. Specific (tie it to actions) 2. Timely (within 48 hours) 3. Public (when appropriate) 4. Personal (show you notice details) The most powerful insight? Top performers don't just want praise. 𝗧𝗵𝗲𝘆 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸 𝗺𝗮𝘁𝘁𝗲𝗿𝘀. Here's what works: - Weekly recognition meetings - Peer nomination systems - Real-time feedback channels - Growth opportunity discussions - Personal development investments 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝗺𝗮𝗸𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗴𝗼𝗼𝗱. 𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗶𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝗮𝗻𝗱 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲𝗱. What's your most effective way of recognizing top performers? Share your insights below. Your experience might help another leader retain their best talent. P.S. Need help building a recognition-rich culture? Let's connect. [Source: Gallup - Employee Recognition: Low Cost, High Impact]

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯

In one of my earlier roles, we had semi-annual business reviews; 1-2 days of in-person sessions with senior executives flying in from global offices. One of the most memorable parts? The awards. But it wasn’t about who gets what. The real conversation was: “How do we make sure everyone goes back with something?” New categories were created. Creative recognitions were introduced. Not to be overly scientific or selective, but to ensure every team and office felt seen and appreciated. It’s a very different approach from academic or artistic awards, where the intent is to recognize excellence. And it’s definitely not like “awards for sale,” which are often about image over substance. This was different. This was about intent. The intent to keep motivation high. The intent to celebrate people, effort, and shared progress. And that’s one of the key aspects of leadership: To find ways to celebrate people, not just for outcomes, but for the journey. You don’t need to wait for perfect metrics or milestones. You can create your own moments to appreciate and uplift. Because recognition isn’t just about results, It’s about people. #Leadership #TeamCulture #Recognition #Mindset Surya Sharma

Why Are Employees Unhappy at the #Workplace? Understanding workplace dissatisfaction often reveals surprising insights. Here are 3 key reasons why employees may feel unhappy: 🚨 Feeling Invisible: When leaders fail to acknowledge employees’ emotions, challenges, or achievements, people begin to feel overlooked and undervalued. This lack of recognition can make work feel like an endless marathon with no reward. 🔥 Lack of Passion: Tasks that don’t align with an employee's aspirations or ignite their enthusiasm can lead to a loss of motivation. Without a connection to their dreams, work becomes just a grind. 💔 Misaligned Values: When the job doesn’t resonate with an employee’s personal values or purpose, it can leave them feeling disconnected and unfulfilled. How Can We Address These Issues? ✅ Foster Open Dialogue: Create a culture of transparent communication where employees feel heard and valued. Regular check-ins and feedback loops can build trust and engagement. ✅ Invest in Career Growth: Develop personalized career paths that align with individual goals. Supporting employees in pursuing meaningful roles boosts both satisfaction and loyalty. ✅ Align Goals and Values: Bridge the gap between company objectives and employee values. When employees see their work contributing to a shared mission that matters to them, their sense of purpose grows. Creating a workplace where employees feel connected, appreciated, and aligned with their goals isn’t just good for them—it’s essential for organizational success. How does your workplace address these challenges? Let’s discuss! Follow Rajat Khatri #beahappieryou #EmployeeEngagement #WorkplaceHappiness #Leadership #WorkplaceWellbeing

📢 Everyone Has Unseen Battles 🙌 In our professional journeys, it's easy to overlook the personal challenges that each of us faces. Here's why embracing this understanding can transform our workplace: 🤝 Cultivate Empathy Understanding Beyond the Surface: Recognize that your colleagues might be dealing with personal issues that aren't visible. Active Listening: Take the time to listen genuinely when someone shares their story. 🌱 Foster a Supportive Environment Encourage Open Communication: Create spaces where team members feel safe to express their struggles. Promote Mental Health Awareness: Advocate for resources and conversations around mental well-being. 💪 Build Resilience Together Share Experiences: When appropriate, share your own challenges to build trust and solidarity. Offer Assistance: Small acts of kindness, like offering help on a project or simply being there to talk, can make a big difference. 🎯 Enhance Team Productivity Balanced Workloads: Be mindful of others’ capacities and offer support when someone is overwhelmed. Flexible Solutions: Implement flexible work arrangements to accommodate personal needs. 🌟 Strengthen Leadership Lead with Compassion: Leaders who acknowledge and address their team's struggles inspire loyalty and dedication. Model Vulnerability: Showing your own challenges can encourage others to be open and authentic. 💬 Encourage Continuous Learning Workshops and Training: Provide training on emotional intelligence and stress management. Feedback Culture: Create a culture where feedback is constructive and supportive. 🌈 Promote Inclusivity Respect Diversity: Understand that struggles can vary widely across different backgrounds and experiences. Inclusive Policies: Develop policies that support all team members, regardless of their personal circumstances. ✨ Remember: Behind every professional facade is a person with their own story. By acknowledging and supporting each other’s unseen struggles, we not only enhance our work environment but also contribute to a more compassionate and resilient community. #Empathy #MentalHealth #Leadership #Teamwork #PersonalGrowth #WorkplaceWellness #Inclusivity #SupportEachOther

Hospitality leaders, stop lying to yourselves. You keep saying culture matters, but when your employees walk into work, it is the same story every day. Burnout, no recognition, zero communication, high turnover, and then you blame it on a talent shortage. That is not a shortage, it is your culture pushing people out. People are leaving you because you are not giving them a reason to stay. And here is the reality you need to hear: if you do not change how you lead, you will lose your team, your reputation, and eventually your business. So how do you fix it? Not with slogans on the wall or HR-approved buzzwords, but with action. 1. Transparency every single day. Employees are not stupid. They know when you are hiding things. Share numbers, share goals, share challenges. If the hotel is struggling, tell them. If the cruise line is breaking records, celebrate it. When people feel trusted with information, they feel valued. 2. Stop with the fake recognition. A once-a-year plaque means nothing. Recognition has to be real time and personal. When a server handles a tough guest, acknowledge it in the moment. When a housekeeper goes above and beyond, make sure everyone knows. Public recognition creates pride, and pride builds culture. 3. Invest in growth. If you are not giving employees a path forward, they will find it elsewhere. Training should not be a one-off workshop. It should be consistent, measurable, and tied to promotions. People want to see a future. If you cannot show them one, they are gone. 4. Listen with intent. Most leaders do not actually listen. They nod their head, wait for their turn to speak, then dismiss ideas because they came from the front line. The best ideas in hospitality do not come from boardrooms, they come from people who face guests every single day. Create channels where employees can share ideas without fear of being ignored. 5. Lead by example. You cannot preach kindness and then blow up at staff behind closed doors. You cannot talk about teamwork while making decisions in isolation. Culture is not what you say, it is what you do. If you are late, disrespectful, or inconsistent, that spreads. If you are visible, humble, and fair, that spreads too. 6. Pay what the role deserves. Stop pretending culture can fix everything if you are not paying fairly. People will not feel valued if they cannot pay their bills. Payroll is not a cost to cut, it is an investment in retention. You lose more money rehiring and retraining than you ever save by underpaying. Here is the punchline. Culture is not soft. You can spend millions on marketing campaigns, but if your employees hate working for you, guests will feel it instantly. On the other hand, when your staff loves showing up every day, the energy is contagious. Guests notice, reviews reflect it, and revenue follows. Treat your people like they matter. Because in the end, they are the only thing standing between your brand and irrelevance.

Great leadership isn’t just about setting goals or driving results—it’s about recognizing and amplifying the efforts of your people.... Yet, in too many organizations, the opposite dynamic takes root: Bad leaders are quick to raise their voices when mistakes happen, but fall silent when excellence shines. This approach is not only demotivating but also counterproductive. When people only hear from their leaders during moments of failure, it fosters a culture of fear, stifles creativity, and erodes trust. As Kenneth Blanchard wisely said, "Catch people doing things right." Good managers understand the power of positive reinforcement. They celebrate successes, both big and small, and make it a point to acknowledge their team’s contributions. This doesn’t mean ignoring mistakes, but rather addressing them constructively, turning them into opportunities for growth. Why is this important? Motivation: People thrive when their efforts are seen and appreciated. Engagement: Recognizing good work fosters a sense of belonging and commitment. Continuous Improvement: Positive reinforcement encourages employees to push their limits and innovate. Good leaders create environments where recognition is the norm, not the exception. They know that consistent, authentic praise can transform a workplace and drive sustainable success. Ask yourself: Are you catching your team doing things right? If you enjoyed this content please share and follow Robertson Hunter Stewart for more on #leadership and #management