Recognise This: How you reward employees is a key indicator of underlying company culture.

We’re often asked why we don’t encourage the use of cash as a reward in strategic employee recognition programme. The simple answer is: cash = compensation. Rewards must use a different “currency” than cash or employees will lump your “rewards” into their paycheck, guaranteeing it will become an expectation.

A better question to understand is: What kind of company culture do you want? A culture of appreciation or of compensation?

Your culture is built on the interactions and conversations that happen every moment of every day between your employees. Building that culture begins by encouraging recognition between and by all employees, yes, but it also builds on the rewards employees can enjoy that links the behaviours and actions they were recognised for to the memorable rewards they choose.

When that reward is cash, you can’t – as our client Symantec explained – have a conversation with colleagues, “Oh, I got $500 dollars.”

But when the reward is in a form that gives the flexibility of cash for limitless options, but with a result that employees can share and talk about with each other, you build a culture of appreciation. “Yeah, I went to the spa and had the most relaxing and rejuvenating massage treatment.”

Those are the conversations happening every day in the hallways of Symantec, reinforcing just how much the company values and appreciates the good work their employees do every day.

What kind of culture are you building in your organisation?