, 29 tweets, 13 min read Read on Twitter
Welcome to today's session of #HRwithEM, a weekly #TwitterSession #TweetChat to connect, learn and share career development tips, employee experience practices, as well as resolve burning #HR issues and/or questions.
Thank you to everyone joining us this evening. Please identify yourself and the location you are joining from, so we can acknowledge you properly. #HRwithEM #TweetChat
Feel free to tweet your question(s) at me with the hashtag #HRwithEM as the session is going on, and I would respond to all at the end of the session. Also, don’t forget to RETWEET all tweets for the benefit of your audience in order to extend this #KnowledgeSharingSession.
Today's #TwitterSession would focus on helping a young HR professional resolve this question. #HRwithEM
Why should organisations have a #recognition and #rewards programme? #HRwithEM
The only asset or resource that sweat all other assets in an organisation is people - the human beings - that work in organisations. No matter how fantastic the technology you have, it is absolutely nothing without the right people to manage it. #HRwithEM
The people in our organisations have feelings and love to be appreciated. Appreciation reinforces their worth and serves as a stimulant to enable them deliver more. #HRwithEM
In order to drive the business strategy in the direction that would enable the organisation excel, we need our people to behave in certain ways. Recognising and rewarding the desired behaviour would make them work towards achieving the business and their life goals. #HRwithEM
What are the key basics for establishing a culture of recognition? #HRwithEM
There are three key basics that every organisation should consider when establishing culture of recognition:

1/3 - A strong communications plan should be number one. You can never over-communicate, as this would be required at all stages of the programme. #HRwithEM
2/3 - Clarity of expectations is the second. You need to ensure that all eligible participants and beneficiaries of the recognition and rewards programme are clear on the expectations - i.e. what, why, when, where and how of the programme. #HRwithEM
3/3 - Any recognition and rewards programme that you intend to deploy MUST make sense to your organisation by not only helping you achieve your desired goals but also one that the organisation can sustain. It should help the organisation drive the right behaviour(s). #HRwithEM
What are the best practices in recognition and rewards programme? #HRwithEM
1/10 - Every recognition and rewards programme should start with a What's In It For The Business plan. The business case must clearly show this to make it easy to, first decide whether it's worth the effort and secondly to measure success. #HRwithEM
2/10 - Tie all recognition and rewards programme to helping achieve company goals and values. #HRwithEM
3/10 - It's best to introduce a recognition and rewards programme that allow peers to rate peers, thereby removing the challenges with a hierarchical only initiative. #HRwithEM
4/10 - The best programmes recognise people based on desired results and behaviours. #HRwithEM
5/10 - When an employee displays the right behaviour or achieve the desired result, this should be recognised and rewarded swiftly without unnecessary delays, complications and stress. #HRwithEM
6/10 - Line managers and supervisors should be trained to easily identify the right behaviours and equipped with capacity to instantly recognise and reward their employees. #HRwithEM
7/10 - Recognition and rewards should be done publicly so that every employee is aware of what behaviour is being appreciated. #HRwithEM
8/10 - Have in a place something like a leaderboard or badges that creates some excitement at each stage of the recognition process. #HRwithEM
9/10 - Every programme should have two components: #Recognition and #Reward

Some organisations use these terms interchangeably. However, the truth is that both are not the same. #HRwithEM
Recognition is an appreciation and should be a form of inspiration to employees.

Reward should be something tangible given to employees who are recognised. The reward should such that employees aspire to receive. #HRwithEM
10/10 - Ensure that you build in a feedback system in your recognition and rewards programme as this will enable you monitor performance and adjust where necessary. #HRwithEM
For employees who seem to prefer cash reward, there is the need from the onset to run a mindshift programme that would enable them value the sense of pride in their job and aspire to have a tangible reward that symbolises that pride in their work. #HRwithEM
When cash only is given as a reward, what then happens is that the memory of the reward is forgotten as soon as the cash is spent. However, a tangible reward which one can refer to lasts sometimes forever. #HRwithEM
We have come to the end of today's #HRwithEM #TwitterSession and I believe that we have done justice to the Question(s) of the Week.

I look forward to having you again next week, same day, same time!
Thank you to everyone who contributed in making this #TwitterSession a success.

Keep sending your burning #HR question(s) to enmichael@enmichael.ng, and join me every Saturday at 4pm WAT to learn how I would handle such a situation.

Have a beautiful weekend!
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