Ten ways to recognise the value of employees within the company

4) The best recognition programmes focus on concrete business achievements. Opportunities should be sought to highlight employees or teams that have brought substantial value to the company by developing unique solutions to long-standing problems, creating innovative processes or tools to improve operations, or ensuring customer satisfaction.

5) It is essential to continuously seek feedback from one's employees and colleagues. One must then be able to turn to other groups or departments in the organisation for further insights. One can always learn from colleagues in other departments, with their different problems and ways of working.

6) Recognise contributions from all levels. It is essential to highlight the efforts of co-workers, especially those who tackle the most difficult tasks, making sure to include people with different skills and backgrounds. Recognition does not always have to flow from leaders to co-workers: when your colleagues recognise your work, it is even more satisfying. It is also important to recognise managers, team leaders should not be excluded from recognition programmes and appointments.

7) Linking engagement and career. This means offering employees the opportunity to work on interesting and noteworthy projects and linking recognition with the opportunity to learn new skills and advance in one's career. For example, if someone is recognised for their technological skills, they could perhaps conduct a training session to help others.

8) Recognising achievements early and through various channels to emphasise the attributes or behaviours that the company is promoting is essential. This could include public acknowledgements in corporate spaces, digital thanks or personalised gestures such as gift vouchers.

9) Recognition programmes should not feel like extra work or add to anyone's load, they are an opportunity to celebrate. From time to time, it may be an idea to invite associates or managers to a meeting with members of senior leadership to present an idea or solution that adds value to the company. Whenever possible, this could include in-person meetings, dinners, coffee breaks... to increase involvement. When work is positive and enjoyable, it increases engagement and motivation.

10) Playing the long game. It is important to make recognition a natural part of daily operations, encouraging enthusiasm and excellence as standard practice. It is also crucial to establish feedback mechanisms to continuously improve recognition efforts and evaluate satisfaction. The efforts and time devoted to employees should not be neglected, they deserve it and this investment will produce long-term value.

Recognition of employees is not only positive: it enables concrete results and those who make it a priority will excel in the long run. Building a great recognition programme takes work, a path of continuous improvement, mixing structured plans with spontaneous gestures and refining along the way. By celebrating employee successes through various channels and listening to feedback, companies of all sizes can increase employee engagement and achieve better business results.

*VicePresident Chief Information Officer, ADP EMEA and Latin America