MOTIVATE & CELEBRATE “When you can align recognition with company strategy and have measurable outcomes, that outpaces the cost,” she says. COMMUNICATE CHANGES CLEARLY If reward programs are scaled back, be transparent about why, advises Griffin. “Shift the thinking from ‘We had to make some cuts’ to ‘We need to refocus on what works’ and give employees a voice; allow them to be involved in shaping the new approaches,” she says. “The more we share how the business is doing, the more we create a sense of shared ownership.” McVanel suggests conducting ‘stay’ interviews to find out what employees want if future budgets allow and introducing ‘in the meantime’ initiatives. “Say, ‘We’re thinking about pausing work early once a week and having optional Friendship Fridays or Wellness Wednesdays to spend this challenging economic year on intentional recognition and reconnection. Then, we’ll know better how to reinstate rewards in a way that is most meaningful to you.’” Don’t forget to emphasize what’s not changing: the company’s commitment to valuing its people, adds Griffin. IMPLEMENT CREATIVE, COST-EFFECTIVE IDEAS The most expensive recognition program is the one that doesn’t work, notes Griffin, who suggests conducting an audit of current practices. She often sees organizations offering sporadic $5 gift cards or random pizza lunches. “There’s a better way to optimize your budget in a more intentional way,” she says. For example, embrace influential experience-based recognition: If your team is interested in charitable works, offer a monthly afternoon off to volunteer wherever they want. “They get the power of choice, and you’re giving your leaders flexibility because a small sliver of time off isn’t going hit your budget in an overwhelming way; it’s a high impact way to recognize without feeling cheap,” says Griffin. Know what you’re giving and why, adds McVanel. “If you’re going to spend money, make sure it’s what the person wants. And if you have reduced budget, this may be your best opportunity to re-evaluate the right fit,” she says, “Ask yourself: how valuable were the things you were spending on? Recognition is relational currency. We assume people want shiny, glossy things—trips, swag, gift cards—but have we asked them?” she says. Leaders may be surprised to learn employees prefer to go on a mission trip to build homes rather than lie on a beach at a resort, she adds. Often, the most powerful forms of recognition are free, and every organization can incorporate them, says Griffin. “Micro recognition that’s timely, specific and personal can be done in a meeting you’re already having,” she explains. “Talk about weekly wins, do shout-outs and create a culture where you share good things. Recognition is ultimately about creating a human connection. Tight budgets don’t reduce the need for that human connection; they increase the importance of being intentional.” “If you’re going to spend money, make sure it’s what the person wants. And if you have reduced budget, this may be your best opportunity to re-evaluate the right fit."
