Praise a job well done! It was the answer I got most often during my six-month Employee Loyalty Survey in 1995. At seminars across the country, I asked attendees to tell me one thing that would improve their company loyalty. All levels were present, from entry-level to executive, and recognition is what working Americans want most!

I believe that most executives, owners, and managers secretly yearn for employees who have emotional ownership in their company. Employees who operate as if they were the owners of the company and always looked after the best interests of the company. Unfortunately, few are willing to do what it takes to cultivate this emotional property. I often hear managers say that loyalty is too expensive. But how much does it cost to say “Good job” or “Thank you”? Not a hundred! The cost is for the manager to give of himself, and for some, that price is too high. I’ve found that a little reconnaissance goes a long way.

Find creative ways to recognize your team. Don’t let your creativity limit you, ask your employees what they would like. Ask your colleagues what they have done. Listed below are 50 “easiest” low-cost recognitions offered by my seminar attendees.

1. A visit from the president.
2. Email of the president.
3. Notice to all employees of a special action.
4. Letter of acknowledgment in the worker’s permanent file.
5. “Featured Employee” section in the company newsletter.
6. “Well done” thoughts.
7. Company coffee mug.
8. “Attaboy or Attagirl” decals.
9. Paid time off.
10. Recognition at the meeting.
11. Flowers.
12. T-shirt.
13. Lunch with the president or another executive.
14. New title.
15. Balloons.
16. Gift certificates to local restaurants, theaters, or video rental stores.
17. Flexible hours.
18. Special parking space.
19. Private verbal praise.
20. Team Jackpot Luck Celebration.
21. Choice of work assignments.
22. Certificate of recognition.
23. Team congratulations song.
24. Select the workplace radio station for a week.
25. Late arrival or early dismissal card.
26. Have recycled soda cans in the workplace for one month.
27. Handshake and “Thank you.”
28. Special advertising articles of the company.
29. Boss for a day.
30. Care package for the worker’s spouse or children.
31. Wash the employee’s car.
32. Food: All-day snacks, pizza, donuts, or maybe something healthy.
33. “Out of the meeting” card.
34. Free vending machine privileges during the week.
35. Lottery tickets.
36. Gold star on the desktop.
37. Facial, pedicure or massage.
38. Serve breakfast at the employee’s desk.
39. Party at the owner’s or executive’s house.
40. “We’ll do it your way today” card.
41. Software, special keyboard, new chair, etc.
42. Announcement about employee achievements in the local newspaper.
43. Assign additional responsibilities.
44. Quiet/thought time guaranteed.
45. Include the employee in decision making.
46. ​​Decorate the office for the holidays.
47. Lunch or dinner at long meetings and training courses.
48. Listen to the employee.
49. Stimulus.
50. Allowed to attend a seminar of your choice.

In The Art of Partnering, I wrote about Management By Partnering Around (MBPA). I believe that MBPA is the best possible solution for higher productivity. This goes for anyone who considers you a manager or, better yet, a leader. Use Ken Blanchard’s model of One Minute Manager, look for employees who do things right and give them a “one minute praise” on the spot. What a great way to build relationships.

When I suggest partnering, I am simply suggesting that you create mini-alliances throughout your organization with employees, teams, executives, and others. Just like in networking, your goal at MBPA is to meet as many employees as possible. Then learn their strengths, weaknesses, and their interests. This knowledge will enable you to bring people together successfully using the “Adaptive Organization” model. You will find it very helpful in unleashing employee creativity and more effectively utilizing their unique skills.

If you commit to MBPA, you can add My Favorite Recognition Program to all of your other workplace motivation or incentive programs. Rigsbee’s recommended recognition program is to offer a negotiable corporate offer. The benefits of this recognition system are: Immediate and personalized recognition. We all want to know how we’re doing. Who wouldn’t want their “reward” customized to their individual preferences?

Too expensive, you say, not at all! This is the best deal in town if you do it right. Print recognition tickets, assign a value and hand them out when you see your employees doing a great job. It is a compliment for a job well done. Who must deliver the certificates? They must be supervisors, managers and executives/owners.

Assigning the value is a bit tricky. You want employees to covet them, but not be so valuable that your managers are hesitant to hand them over. An Air Force major I knew in Alaska assigned the value as a paid day off, but for most companies it’s too valuable. Managers are far less likely to dole out days off than a cup of coffee.

First look at what you already have that would create value in the lives of your employees, gifts from vendors, special promotional items, etc. Then see what toys can be traded within your community and then post a list of “acknowledgments” and assign how many certificates are needed for the trade. A certificate can be worth a paid hour off or a t-shirt. Two certificates can earn your employee movie tickets for two or lunch at a local favorite. Five certificates could earn a paid vacation day company jacket. Play with it, post new posts every month from the newly acquired goodies. Be creative, always add something new to keep the show fresh and your employees guessing.

This program only works for supervisors, managers and executives/owners to give of themselves to find employees who do things well and reward them for a job well done. Take a chance and try it. All you have to lose is the productivity you currently don’t get. Whatever method you select to recognize your employees, the important thing is to start now.

To access additional helpful information from Ed Rigsbee at no charge, visit www.rigsbee.com/downloadaccess.htm.