5 employee recognition myths you should avoid.

There are a lot of employee recognition myths that affect your recognition culture.

Employees thrive with timely, dynamic and authentic recognition. Recognising them in the moment, for their actions and achievements doesn't just make them happy - it creates a work environment where employees are will strive to deliver their best.

Talking to HR leaders, managers and business owners over the years, we have heard all the myths and misunderstandings about employee recognition. From 'we pay employees, that's enough' to 'the more we give, the more employees expect' there are a lot of misconceptions out there.

If you are considering launching a program, don't get fooled by these employee recognition myths.

Employee recognition myth 1: Recognition is only effective if it involves cash.

There are many employee recognition myths that people believe. Some people believe that recognition is only effective if it involves giving employees cash. We are here to debunk this one straight up.

Recognition is a powerful tool without any kind of reward. In reality, recognition can come in many forms, such as face-to-face praise, public messages posted in an employee recognition program, hand-written notes, awards and call-outs at a company meeting.

Regardless of the type of recognition, it is important to give your employees the acknowledgement they deserve for their hard work. A message of recognition can be financial or non-financial, It's the message that counts, not the reward.

Employee recognition myth 2: Employees will thrive even if recognition is not frequent.

Some people believe that any recognition is good recognition, regardless of frequency. Another employee recognition myth we are here to bust.

Employees may appreciate recognition when it is given infrequently, that is true. However, employees do great things every day and when they don't feel valued for their efforts, they are likely to feel frustrated and disheartened. Will they appreciate infrequent recognition? Sure, if it's delivered well. Will they thrive? No, consider this employee recognition myth busted. 

Recognizing employees on a regular basis can show them that you value their contributions and care about them as people, not just employees.

Employee recognition myth 3: The more we give, the more employees want.

This recognition myth is an old-school one that needs to be busted. 

Consider this. Employee recognition is free to give, creates trust and powerful connections and encourages employees to unite around the company goals. All humans seek more validation, in life and work, so your team wanting more recognition for their great work is not a bad thing.

If employees are seeking greater levels of recognition, it indicates they are achieving in their everyday activities. They are putting in extra effort seeking the appreciation that comes with it. If this is the case, giving them recognition - which is free and easy to give - will encourage them to keep striving to do their best for the company.

So yes, the more you give them more they may want, but the outcome is a great one. Consider employee recognition myth 3 busted.

Employee recognition myth 4: Employees needs hitting goals to be recognised.

This employee recognition myth is another one that is wrong.

Employees do not need to be achieving huge wins everyday in order to be recognised. Everyday actions are just as worthy of recognition as the big things. Why? It's the little actions everyday that lead to the company hitting it's goals. It's the daily effort of each team member that combines to create overall success for the whole team.

Many times, these little things that happen daily are ignored or just considered 'part of the job'. But if one person is not delivering, there is a chain effect. One missed action can lead to a bigger missed action which can lead to an unhappy customer. The daily achievements may be small and 'part of the job' but having them delivered well, by employees who feel appreciated, will lead to success.

Another employee recognition myth busted.

Employee recognition myth 5: Employees won't appreciate recognition if it's not delivered by a leader.

This employee recognition myth is also wrong. Employees appreciate recognition from their peers, managers and leaders, as long as it is delivered authentically.

In many cases, leader or manager recognition comes with a sense of obligation. Today's employees expect manager recognition so it can feel like managers are just ticking a box. They have to recognise their team to get the best out of them.

That is where peer-to-peer recognition is really powerful. There is no obligation for a colleague to call out great behaviour so when they do, it feels authentic and meaningful. They are calling it out for the express purpose who showing appreciation, not for any other reason.

Manager and leader recognition is important but this employee recognition myth is a bust.