How do you handle recognition and rewards during a crisis or change?

1 Align with your goals and values

Before you decide how to recognize and reward your employees, you need to clarify your organizational goals and values. What are you trying to achieve during the crisis or change? How do you want your employees to behave and contribute? How do you communicate and reinforce these expectations? Your recognition and rewards should align with your goals and values, and support your desired culture and strategy.

2 Be flexible and creative

During a crisis or change, you may not be able to rely on your usual recognition and rewards programs. For example, you may have to reduce or suspend monetary incentives, or switch to virtual platforms for recognition events. Therefore, you need to be flexible and creative, and explore alternative ways to show your appreciation and gratitude. For example, you can use social media, e-cards, or video messages to recognize your employees publicly, or offer them flexible work arrangements, learning opportunities, or wellness benefits to reward them personally.

3 Be timely and specific

During a crisis or change, your employees may feel anxious, stressed, or isolated. They may also need more feedback and guidance to cope with the challenges and changes. Therefore, you need to recognize and reward your employees in a timely and specific manner. Don't wait for annual reviews or formal ceremonies to acknowledge their efforts and achievements. Instead, provide them with frequent and immediate recognition and rewards, and make sure you explain why and how they deserve them. This will help them feel valued, supported, and inspired.

4 Be inclusive and fair

During a crisis or change, you may have to prioritize some tasks, projects, or teams over others, depending on the urgency and impact of the situation. However, this does not mean that you should neglect or overlook the contributions of other employees who may be working behind the scenes or in less visible roles. You need to recognize and reward your employees in an inclusive and fair way, and avoid creating a perception of favoritism or bias. You can do this by setting clear and transparent criteria for recognition and rewards, and by involving your employees in nominating or selecting their peers.

5 Be empathetic and authentic

During a crisis or change, your employees may have different needs, preferences, and expectations for recognition and rewards. Some may prefer public recognition, while others may appreciate personal recognition. Some may value monetary rewards, while others may prefer non-monetary rewards. You need to recognize and reward your employees in an empathetic and authentic way, and tailor your approach to their individual situations and preferences. You can do this by asking them for feedback, listening to their concerns, and expressing your genuine appreciation and care.