No matter the economic climate, it can be a challenge to retain talented employees. According to John Schaefer, president of Schaefer Recognition Group, there are five big mistakes in employee recognition that, when addressed properly, will reduce unnecessary turnover and immediately improve morale, productivity, and profits.

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1. Not being believable. There’s a fine line between making employees feel truly appreciated and giving the impression that you’re just throwing them a bone. Be sincere.

2. Not being organized. By coordinating all your strategic communications, training, recognition, and performance processes into an organized system, you will be able to understand and control costs, measure results, and get the most for your investment in people.

3. Not using a strategy. Strategic communication management is a leadership function that allows all employees to understand where they fit into the total scheme of things.

4. Not having management buy-in. You need strong, consistent support from the top executives. Without it, upper management will look disingenuous, and employees will see through it.

5. Not following through. Any program without effective support will lose momentum over time. The true test of a well functioning recognition strategy is when you can quantitatively prove to your CFO that it’s turning expenses into profits over time.

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