Five ways to build great corporate PR with employee recognition

During these uncertain times of economic crisis and market shake-up, the best message for media outreach is communicating the strength of your corporate inreach. Your workforce is the key to build your brand equity and demonstrate growth. According to Roy Saunderson, President of Recognition Management Institute and author of the business book favorite, GIVING: The Real Recognition Way, employee retention, motivation and dedication are essential for improving the bottom line. Worker positive attitudes are critical for increasing  higher productivity. Saunderson’s research, studies and data all drive home that companies who embrace a recognition culture set the stage for employee pride which translates into strengthened employee engagement. Below are five ways shared by Roy Saunderson for companies to start a PR employee-company campaign by respecting and recognizing  employees.

#1. Demonstrate Respect. Courtesies, like acknowledging the presence of employees and greeting peers and associates, calling them by name, and asking about their personal and family welfare tells people you care. What you do on the inside will permeate the services and products provided to the outside. Make respect a foundation principle.

#2. Give Feedback. Don’t wait for the annual performance appraisal. Schedule at least monthly one-on-one feedback sessions to give employees comments on their performance and to receive feedback on your own actions. Transparent communication will foster the same actions towards colleagues and customers. Feedback is still the breakfast of champions.

#3. Build Positive Relationships. For recognition to be valued and to really work requires positive relationships between immediate supervisors and managers and their direct reports. Relationships are built upon sincere and consistent actions and words which show people can be trusted. People believe those they can trust. Customers buy from those they can trust.

#4. Value Consistent Contributions. Some employees never produce record sales or high production results, but they’re the solid performers who daily perform great work. Take time to give verbal or written recognition for their consistent actions. Be specific in telling them what they have done versus just “good job!” State how their contributions have made a difference to you, the customer or the company. Promote their contributions.

#5. Reward Above and Beyond Performance. When someone demonstrates the corporate values in an excellent manner or goes out of their way in service towards a customer, that person’s actions need to be rewarded. By rewarding such behaviors you are saying to other employees and your customers what you value and what you want to see encouraged. What get’s rewarded gets repeated. 

For more info buy a copy of GIVING: THE REAL RECOGNITION WAY and
read a recent column by Roy Saunderson or visit Recognition Management Institute to learn more