Recognizing firefighters, whether they are volunteer or career, for their efforts and accomplishments is important to increasing engagement and loyalty. Recognition may also motivate firefighters to do more great work.
I have read reports that indicate as many as 80 percent of existing employees feel more motivated and inspired to work harder when recognized by their leaders. There are a variety of departmental, state and national award programs available to the innovative and creative fire service leader. Do your employees know the recognition programs available to them? Does your leadership know the recognition programs and how to nominate one or more of the employees?
Management has a duty and responsibility to educate employees and supervisors to engage with recognition programs to make them most effective. Many of our employees may feel undervalued because of a lack of recognition and appreciation. Since there is always room for improvement, here are six of my top tips for effective firefighter recognition programs.
1. Be creative
Keeping the recognition program creative is very important to the success. Do not over-stretch the budget; rewards can be non-cash too. It is the gesture that’s important.
2. State clear objectives
Continuously clarify the oobjectives of the recognition program. Have a clear understanding of why the program is being implemented in the first place. Before you start an employee recognition program, identify the objectives and goals that you want to achieve.
3. Establish a structure
For any big plan to work, a structure is crucial. Plan and set a budget for the program and organize the entire program to fall under this structure. Structure is not just setting a budget. It also requires you to set a pattern for your recognition programs.
4. Timely recognition
To give a recognition award for some action or activity that occurred months earlier is not always motivational. The longer the time is between the event and the recognition the motivational value of the recognition is likely to diminish.
This is not to say that an annual award is not important, but to hold all recognition for an annual event is not motivational. Also, giving out too many awards at an annual awards ceremony lessens the value of the most important awards.
5. Encourage employee engagement
Promote the recognition program in your company, station, battalion or department. Promotional activities also allow employees to communicate with each other and this contributes to a healthy workplace culture too.
We know that firefighters most often say about recognition “it’s just part of the job of what we do.” The reality is that we all like to be recognized for our activity or actions.
6. Accept feedback
Don’t stop with just promoting the recognition program. Encourage new ideas from your employees and ask for continuous feedback about the recognition program. Also consider their ideas and change the program structure if a majority of employees want the program to be different from the way it is structured.
Types of recognition programs
There are many kinds of recognition programs. Which of these are available to your employees?
- Length of service milestones.
- Professional development opportunities for a weekend fire school or special course.
- Donation in their name to a charity of interest.
- Encourage peers to congratulate others for accomplishment. Peer recognition is a critical component of all recognition as it adds value to the overall program and it is really a special event when a member of a crew is recognized by their peers for an outstanding event or action.
- Core value recognition is given when an activity or action supports the core mission or values of the organization, reinforcing what the organization stands for.
- Hand written notes are the mark of a true leader who values communication and the contribution of the employee. In this digital age, for a leader to take the time to hand write a card of appreciation means a whole lot more than 100 emails.
- E-cards have value, but not as much as the handwritten card. E-cards are usually easy to send and create and allow for some personalization of the message, creating value for the recipient.
- Gift cards to a favorite sporting goods store or online merchant might carry more value than another plaque for some people tired of receiving another plaque.
- Merchandise awards such as T-shirts, hats and other clothing items.
- On the spot awards with a card readily available to distribute immediately after a special activity adds value to the recognition act and is done within minutes of an event.
- Chief’s award are often special recognition from a superior.
- Lunch, made by the company officer or catered, can be a special occasion motivator.
There is a difference between saying thanks for a job well done and recognizing great work. Depending on the level of achievement, there are different awards that are appropriate and each type of award has a different impact on employees.
The best recognition strategy that an organization can have includes a variety of options to say thanks, and helps managers understand the best way to recognize their specific employees. Finally, the most meaningful rewards tend to be unexpected, specific and demonstrate that the organization cares about the employee as people.
