Personal recognition for doing an excellent job is important for employees.

So, you depleted many days in search of that perfect employee, three to four interviews later you pull the trigger and hire what you think is your next allstar, but is just a guess if they will be a wonderful asset to your corporation. It will take months to train a new hire adn even longer for them to "get" your companies message. Now you have actually did it! you hired the next champion! Now what? Staff member will eventually leave. All race horses eventually go lame? Money tends to be a good motivator, but even better is true employee recognition. Let's take a moment ot look at how you can effectiely recognize your staff. Though, in a recent poll, money is the second best motivation, the first being authentic acknowledged achievment for a job well done. Recognition and Awards have been around for thousands of years. Recognition and Awards have been around since the dawn of time. It's no secret people are motivated by accomplishment and naturally strive to achieve positive appreciation. Each company is different and there are several different ways to motivate and recognize employees. I would like to focus on the top form of motivation, awards. 1.) Awards and Recognition. An award by definition is a monument or souvenir that is earned by an individual or a group to distinguish a mark of excellence.. Employee Recognition Awards can be a plethora of diverse things including trophies to rattle off a few personalized gifts to only name a few. An award may carry a monetary worth or it may just carry an emotional worth, like a new title or induction in an elite club or it could be a public acknowledgment of excellence, without any physical token or prize. Awards can be very effective motivators, though they can also be very expensive. You should to capitalize on the effectiveness of the awards by following these steps. a.) Make a huge deal out of the presentation of the award. The more extravagent the ceremony the greater the impact of handing out an award. The more elaborate the more significantthe award will be when you give it out. You are setting the bar to be achieved so be sure you set it high. Explain how other workers can receive an award. c.) The award itself should always be personalized.c.) The award itself must always be personalized. The value is astronomically elevated if the award has the recipients name on it. Keep in mind Dale Carnegie says a persons name is the sweetest utterance in any language. Stay with the recognition program, keep setting the bar to knew hights. Most employee recognition programs fizzle out after a few months. Stay with the program, keep setting the bar higher and higher. In conclusion, key staff members are hard to find, let alone keep them around for a long time. In no way undervalue the influence of recognition¦ money never hurts either. M,S.