(from Ladders) HR professionals report that their current employee recognition programs aren’t working – they are not having a positive impact on employees or workplace morale. In some cases, they even create negative reactions. Why? Because recognition is different from authentic appreciation. The primary emphasis of recognition is improving performance to make the company (or manager) look better. Many employees resent this. Conversely, authentic appreciation has dual objectives: to improve performance but also to support and encourage the employee. Appreciation can also more easily be expressed peer-to-peer, unlike recognition, which tends to be delivered top-down.
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