The move to remote and hybrid working conditions was a rapid response to an otherwise impossible situation. This quick transition kept many people working and many businesses afloat during the pandemic lockdowns. However, there wasn’t time to plan carefully. Job preservation was the goal and fine-tuned job satisfaction would come in later. As it turns out, most remote solutions lack employee recognition and, thus, employee loyalty, – an understandable but critical oversight.
79% of Millennial-aged professionals report greater loyalty to companies that share recognition. 63% of surveyed employees say recognition is even more important when working remotely. Recognition is a powerful motivation for most employees, and yet only 36% of HR leaders have made it a top priority for the uniquely remote and hybrid years ahead.
How can you provide more recognition for remote and hybrid teams? Recognition increases employee loyalty, morale, and pride in their work. Let’s explore the ways to make meaningful improvements to recognition for employees at home, in the office, and in hybrid teams.
Hybrid Digital Recognition
Most teams now share team software. We connect to shared dashboards of goals and performance. We share a cloud of collaborative projects. Sharing a digital workspace is standard both in and out of the office. If bulletin-board recognition isn’t enough anymore, move that recognition spread into the digital workplace. Create a recognition spotlight on the shared dashboard or include a leaderboard that applauds several data-backed top performers on the team.
Increase Social and Peer Recognition
Coworkers can also provide recognition to each other. Today, Slack and other platforms have brought social media communication to the work environment. Employees share casual group and private chats, send e-cards, and share goals all the time. In fact, working social platforms kept teams together when whole companies were suddenly working from home.
Social recognition takes that community and encourages team members to uplift each other. Create special cards, graphics, and awards to “send” to someone, thanking them for performing well or being a good coworker. Coworkers can send congratulations on a range of good experiences, from birthdays to beating a tough deadline together.
Social platforms are ideal for remote and hybrid teams, as they are accessible from anywhere and mimic social media as a casual and everyday part of our lives.
Hand-Written Cards for Birthdays and Work-Anniversaries
Remote employees are still reachable by mail, and sometimes direct gifting is especially meaningful. Those working remotely are often touched when an employer sends a physical gift or a hand-written card for special occasions. Birthday cards and season’s greetings are the traditional cards to send, perhaps with a small swag gift for fun. But you should also think of something special to send remote team members on each work-anniversary when they have been working with the team for each full year.
Recognition Aligned With Meaningful Goals
Many employees want goals that mean something to them and the company culture. In 2008, Intel linked the company’s sustainability goals to employee pay. Everyone pitched in for the bonus, and the results were astronomical. By 2012, Intel saw a 35% decrease in across-the-board gas emissions. Employees not only cared about the cause but were also motivated by recognition and calculable reward.
What are your company’s shared meaningful goals? Each company culture is unique, drawing a team that aligns with its priorities. Maybe green business practice is your thing, or improving community resources, or developing technology that can also be used to help developing countries. When your company has a shared goal, include employee recognition for those who throw their weight behind the cause.
Build Recognition Leadership Structure
Involve your leadership and build a future-ready structure for employee recognition. This jump to remote and hybrid teams is an opportunity to build a recognition plan that can weave into every future element of your company culture and business plan. Assign managers responsible for data-backed recognition strategy and implementation. Then, ensure someone is in charge of future recognition planning and there is ground-level recognition for every role and team.
Learn More About Increasing Remote and Hybrid Employee Loyalty
Consider whether or not text messages work into your recognition strategy and further help remote workers by giving them a digital tool for benefits. Contact us to learn more.
