When Sally James went to her desk on a Monday morning she noticed a big box on her desk. Inside, Sally found inside a note from her employer and other team members, a pledge to her favorite charity and a gift certificate for a special dinner for her and her husband. You see, Sally had been covering extra shifts for her coworkers and was always ready to pitch in when projects required a speedy completion. Sally shared that the thought of opening that box stayed with her for months.

Sally’s employer made a habit of knowing and acknowledging the sacrifices and loyalty of the staff. Non-tangible rewards are the overlooked keystones of recognition and appreciation. We all like to know that others have noticed our contribution, but we appreciate it even more when it has been individualized to who we are and what we want.

Recently, a Gallup poll of 10,000 work groups revealed that recognition programs tailored to the preferences of the employees are the most effective in motivating employees. In his book How Full is your Bucket, Tom Rath, stresses that recognition needs to be deserved, individual and specific. Some employees want a public celebration, while others prefer a more personal and private recognition. Sometimes a pat on the back by the company president is welcomed by some, while an immediate supervisor or team thank you has more meaning to others.
What is most striking about the Gallup research is that 65% of employees reported that they received no recognition in the work place in the past year.

So how, you might ask, can companies meet these individual recognition needs? How do you know what kudos your employees want? Just ask! This might seem overly simplistic, but consider how just this simple inquiry adds a personal dimension of value to your organization. It not only communicates “We’re watching and we care”. It also sets a respectful tone to the culture of your workplace.

This doesn’t mean that money doesn’t matter, but research and surveys consistently indicate that the emotional recognition factor outweighs monetary rewards. Individuals, who receive regular praise and recognition, not only feel valued, but are actually more loyal, productive, and motivated.

So, start asking what your employees want to feel valued and recognized. It may be more important than that check in the envelope.