Recognizing the Contributions of Employees of Abuja Companies

It is important that employees feel that their contributions are both valued and recognized. In the traditional top-down organizations, it is usually management that designs and implements recognition strategies for employees. Thinking of recognition as a system, it is the process that uses many ways of sending the same message. For example, “We see the good work you do, we value and appreciate it”. They plan their recognition systems to include formal and informal things, occasional formal rewards and whole lots of informal interpersonal stuff such as pats on the back. They don’t make the mistake of relying only on a once a year award of a plague or something.

Any recognition strategy must be designed and implemented with the notion that the employees are the” customers” of the program. It is these “consumers” that must specify the requirements of the system. A recognition system must fit into the organizational culture and climate. This is mostly portrayed in the most Abuja Entertainment companies. Sometimes it is better to delay a formal recognition system until prerequisites are in place. Within a climate where distrust of management is high, it will be very difficult to introduce recognition systems.

Recognition system should be consistent with the notion that today’s workplace requires a high level of teamwork and coordination with other employees. Abuja Companies have this system and it shows in their consistent growth. In a sense any individual achievement or contribution has been helped along directly or indirectly by co-workers. “Stars” need recognition but so do solid team members. Informal recognition can happen anytime. A formal system should be based on some form of measurements of results. Recognizing a good idea in an informal way is one thing. A decision to give an award should be based on data that illustrates that the idea brought measurable results.

The use of a quality improvement team to determine recognition needs is what keeps Abuja Entertainment growing from strength to strength. They make sure that the team understands what a recognition program is to accomplish and letting them figure out how to get the information they need. They communicate the intent and purpose used for the recognition system and makes the entire process as open and employee-based as possible. When employees understand that there is a rhyme and reason to the process, they are less likely to resent recognition of others.

They avoid situations where people are recognized for doing something as opposed to accomplishing something. They make recognition a standard and integrated part of any staff meetings. Encourage people to talk about their own accomplishment and to talk about those of their co-workers. The manager then sets the tone for informal recognition by publicly recognizing achievements or efforts by employees.