Employee recognition must be part of the organization's culture, values, and dynamics. Certain conditions in the organizational environment, work environment, and management environment are conducive to establishing and implementing management and work practices relating to recognition.

In order to implement effective and lasting recognition practices, organizational priorities must be based on physical and psychological employee wellbeing. Organizational values must be part of a process of acknowledging the human dimension. This will help ensure that the corporate philosophy is consistent with and attuned to the main principles of employee recognition.

Another aspect that facilitates the implementation of recognition practices is the strategic support of various groups within the organization: senior management, administrators, trade union representatives, employees, stakeholders, etc. Their support is a good guarantee of success and ensures that all steps taken are viable. These groups also lend a certain degree of credibility to the undertaking and the organizational culture. Everyone must follow a shared vision and convey a similar message in order for recognition to be considered an important value within the organization.

The work environment can facilitate the expression of recognition. A respectful work environment where cooperation prevails will be more conducive to recognition practices. Organization members will more readily accept and offer recognition in this type of environment.

Interpersonal relations also contribute to the expression of employee recognition. Chemistry between organization members, spontaneous daily contact, and proper communication between groups are the foundation of an organizational philosophy based on recognition.

The openness of management staff is another prerequisite to implementing employee recognition practices. Managers should seek to break away from traditional thinking that equates human resource management with control, and instead aspire to a more humanist vision of management practices. This desire to give human resource management practices a more human face should be part of a process that promotes awareness of the importance of individuals in the work environment.

It also helps when management demonstrates a commitment to and belief in the value of employee recognition. Management team members must "walk the walk." They must see themselves as models. When what managers say is in tune with what they do, it sends a positive, meaningful message to employees

By and large, applying employee recognition principles on a daily basis has positive effects on employees, the organization, and customers. If you are still unclear about how to implement management and work practices relating to recognition, go to the "From theory to action" section to learn more and find helpful tips.