Given the seeming complex dynamics within most organizations (collective bargaining units, professionals, hourly employees, etc.), one of the first things we at Ivy Sea recommend is to begin with a survey (or a "pulse check" with a representative sampling) and identify employees' ideas and suggestions for improving communication and recognition efforts. This helps to yield the most effective data for how to proceed with a strong program that takes into account some of the challenges that exist in many work environments today.

Surveys suggest that, while financial rewards are often welcomed by employees, other types of rewards are actually more favored and more effective at reinforcing positive contributions and behaviors. Employees often rank learning opportunities, professional development opportunities, feeling like a valued part of the team (and knowing the value of their contribution to the team), and old-fashioned "thank you" efforts (spoken, note cards) more highly than financial rewards. Here are several real-world recognition gestures given high marks by employees on the receiving side:

• At some companies, some of the most appreciated efforts (by employees) included some really low-key activities. At one company, leaders visited a department that had done something special (could also be "had done well") and distributed a piece of fruit, a piece of candy, and a low-key but sincere "thank you" to each employee in the department. It was a simple gesture, and hugely appreciated. The "event" was covered in the company newsletter, which was a second avenue of recognition for the department.

• Another effective way to recognize people within the organization is to have a "share the learnings" communication (e-newsletter, intranet section with a "teaser" that gets emailed to employees, print newsletter, etc.) where people share their learnings (and thus get recognized for thinking through a problem, taking a successful approach) with their colleagues. Recognition is complemented by a great professional development tool.

• One organization said "thank you" to a team that had performed well by distributing $25 gift certificates for a local bookstore (the BookSense program provides gift certificates that can be used at independent bookstores around the country). Like the fruit/candy effort, this was hugely appreciated and very affordable. Other options would be certificates for coffee at a nearby coffee shop, grocery, etc.

• Another special way to recognize efforts that might otherwise be overlooked is to ask employees to cast their vote for a coworker whom they feel goes out of his or her way to be of service to others in the organization and who does his or her job with a high level of expertise and service. Those nominated could be recognized at the event – as a surprise – and awarded with a certificate recognition, a gourmet gift basket or other small gift. [From "Tips for jazzing up that company meeting" on the Ivy Sea Online web site]

• Another organization very infrequently awards checks of up to $500 in recognition of time- or money-saving tips that an employee has contributed, or to recognize an employee who's gone above and beyond the call of duty (e.g. taking over "double duty" for a colleague who's out sick, for example). The check is awarded at a staff meeting and the "news" is shared in company communication vehicles. At some other organizations, a day off is rewarded.

• And, simple as it seems, one thing that's worked very well is having managers (and leaders) write plain, old-fashioned thank-you notes recognizing and thanking an employee for participating, doing something particularly well, just being on the team, etc.

These tips might give you a good start as you conduct your own research, reflection and dialogue about how you can let your employees know they’re valued members of your organization. There are many other approaches, based on the organization, regulatory or collective bargaining requirements, and employee perceptions. Often, the managers that channel information (including recognition) to employees also need the same exhibited by their leaders/managers, so there isn't a quick fix; a systemic approach is most effective in the long-term. But if you begin with the simple "thank you" messages, particularly if you’ve not been doing it regularly already, you’ll be making an improvement and off to a positive start.

Remember, this information is food-for-thought, not customized counsel. The most effective interpersonal and organizational communication program is one that's been tailored to meet the unique needs of your group. If you have questions, connect with a communication advisor or e-mail us for suggestions.