Let's boost the Employee Experience with recognition

In a nutshell, employee experience is what we see and experience while at work, from the moment a candidate starts the recruitment process to their very last day. It brings together employee engagement, culture, all aspects of the workplace, HR, management, and anything else that might impact people.

Whilst much attention is given to our time in a role, it's essential to remember that what happens before an employee's first day is just as important.

An employee’s journey with your business starts the moment they become a potential recruit. The second they hit send or submit on a job application, they’re transacting with your organisation and will form opinions based on their experience.

The job seeker will be assessing everything from how long it takes to acknowledge or reply to the quality of your communications.

Breaking down recognition...

In HR circles, the word recognition is a regular part of our vocabulary and is usually linked to a wider business strategy of recognition and reward.

In its simplest terms, recognition means giving someone acknowledgement and validity and showing appreciation for service and achievement.

The concept of validity is important, especially in larger businesses where it’s easy to feel like a cog in the machine. Defining the impact your personal efforts make in SMEs and startups is easier. With fewer people employed by the business, each employee has the chance to be seen.

In larger organisations where employees form and work as part of a team, communicating and recognising individual efforts can be more challenging. This can certainly be the case if business leaders aren’t close to the daily activities that form essential functions and outputs.

If an employee feels like their hard work and personal effort aren’t recognised, it will have a negative effect on their workplace experience.

The role of line managers

Where this gap exists, line managers, department heads, and team leaders must bridge it, ensuring they give each employee appropriate recognition.

As an emotional driver, there’s plenty of psychological research on validation.

“We all have a human need to be appreciated for our efforts, and so when your colleagues don’t notice [your contributions], it makes you feel as though you don’t belong.” Annie McKee

McKee’s tips on how to self-validate can also be applied to managers, suggesting that people take time at the end of each day to evaluate what did and didn’t go so well. If managers adopt this process during regular one-on-ones, giving detailed feedback and creating learning opportunities, employees will feel seen, heard, and validated.

Showing appreciation

66% of employees say they would “likely” leave their job if they didn't feel appreciated.

According to a survey run by Employee Benefits, one in three organisations did nothing to celebrate Employee Appreciation Day. That same article shares the variety of ways employers showed their appreciation, from finishing work early to gifting a bonus.

Your recognition strategy

83% of employees say they work harder when they’re shown appreciation.

There are many theories that explain why recognition and reward are essential to motivation and employee engagement, and if you want to learn more, read what Maslow, Herzberg and Pink have to say.

One thing that’s been shown time and time again is that recognition is more effective when a reward is given, especially in the current climate. Many employees are cutting back on non-essential items, treats, and gym memberships to afford the rising cost of living.

Employers have an opportunity to use rewards to make a significant impact on employee wellbeing.

Financial anxiety is costing businesses due to lost working days and reduced productivity. If your reward strategy goes some way to alleviate your employees’ financial burden, you’ll boost engagement and motivation levels.

Never underestimate the power of gratitude, as Forbes claims it increases happiness by 25%.

eVoucher Codes & eVoucher Cheques

It’s essential to offer the right rewards.

To be recognised is to be seen and understood. Employees want an employer who’s engaged with them and in tune with their needs. For example, sending a chocolate hamper to a person with diabetes wouldn’t make a good impression and would significantly lessen the impact of that reward.

In this instance, the employee wouldn’t feel recognised at all because their personal circumstances, which are likely to be on file, haven’t been considered.

This is why eVouchers and Gift Cards are essential to a successful reward and recognition strategy because you can’t get it wrong. At Pluxee UK, we have the widest choice of retailers and brands across 150 chains and 130,000 locations! The employee has the power to decide where and how to spend their reward. Whether they want to treat themselves or their family or reduce the cost of their weekly shop – it’s entirely up to them.

Pluxee Card

Another way to boost the employee experience within your organisation is to recognise that many of your people may need help stretching their salaries far enough to make ends meet.  

Our Pluxee Card is an effective and economical way to deliver a cash reward. Powered by Visa, your employees can spend their reward wherever Visa prepaid is accepted. In this case, it offers more choices than a gift voucher. Better still, we have over 80 retailers signed up to our cashback scheme. When your employees use their Spree card to purchase goods at a participating retailer, they can earn up to 15% cashback.

Furthermore, if you set up Spree to allow employees to add their own funds, they can continue making cashback earnings.

Boost the employee experience with Pluxee UK

When you understand the employee experience, why it matters, and take steps to improve it, you’ll likely see a return on your investment due to increased employee engagement, motivation, loyalty, and productivity.

Ask for one of our friendly engagement experts to give you a call to discuss our employee experience-boosting reward and recognition products.