Length-of-service awards
(the small gold pin or certificate at the bottom of your junk drawer) can be
truly rewarding when managed in the proper way. However, when carelessness is
evident in such gestures, employees do not feel valued. So, how can we make
these gestures count?

Employees respond best when
given the option to choose what kind
of benefits to receive from their company.  And, yes, awards such as vacations to Hawaii or a new Rolex
can increase an employee’s sense of pride in working for a company. Regardless
of the price of the award, however, it is important to specifically address the
employee on his/her anniversary through direct communication or a letter and
also to share with the company the accomplishments of the individual. Employees
respect the time and effort their company invests in recognizing individuals.

Managers should actively
participate in recognizing employees and personally present their awards. When
recognizing employees, specific achievements and accomplishments should be
highlighted to distinguish employees and emphasize how they have contributed to
the company’s mission. Awards programs do not have to be expensive. Bells and
whistles aside, employees respect their employers for acknowledging their
service to the company even if they simply receive a ‘thank you’—although a
trip to Hawaii is always nice!

Hastings,
R.R. (2009). Length-of-Service Awards Becoming More Personal. HR Magazine:
SHRM’s 2009 HR Trend Book, 43-47.