Prática de Shadowing: HR Basics: Employee Recognition - Aprenda a falar inglês com vídeo
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HR Basics is a series of short courses designed to highlight
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what you need to know about a particular human resource management topic.
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In today's HR Basics, we explore employee recognition, exploring why it's important, and how to design and manage effective programs.
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Recognition is about reinforcement of employee actions, efforts, behavior, or performance that supports organizational strategy.
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Recognition acknowledges or gives special attention to employee actions,
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efforts, or behavior and performance that supports organizational strategy by reinforcing certain behaviors,
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like extraordinary accomplishments, that contribute to organizational success.
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These programs can be either formal or informal.
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Employee recognition continues to be top of mind as employers use
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their Total Rewards Toolkit to differentiate themselves as an employer of choice and solve a variety of business challenges.
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Variety is key to recognition.
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Organizations have different needs.
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Some need to increase retention in a specific business unit or type of job, while others need to support innovative thinking.
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One organization may find that recognition will help it to address a very specific individual performance issue,
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while another may determine that an overall culture of recognition will be better to contribute to organizational success.
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And yet another company may seek to accomplish all of the above by offering a full palette of recognition opportunities.
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What's common among all organization is the challenge to satisfy a variety of intrinsic and extrinsic employee needs in order to attract,
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motivate, and retain a talented, productive workforce, which is likely to be a key to business success.
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Recognition programs can be the key to motivating employees and driving organizational results according to a new survey, Trends in Employee Recognition, by World at Work.
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Employee recognition programs remain an important component in the Total Rewards Toolkit,
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with 89 % of organizations having programs in place and with 67 % of organizations offering between 3 and 6 different programs,
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with 4 .6 as the average number.
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The average number of programs appears to be trending upward to the 2011 level after dipping to 3 .9 in 2013.
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According to the 2015 report, the top five recognition programs have remained the same since 2013,
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including length of service at 87%, above and beyond performance at 76%, programs to motivate specific behaviors at 51%,
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peer -to -peer recognition at 48%, and finally retirement at 34%.
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Let's take a look at the design and management of effective recognition programs.
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Design refers to a plan or protocol for carrying out or accomplishing employee recognition.
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Planning is used in recognition to ensure motivation, engagement, and retention of high -performing employees.
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Using this planning process, you can develop core elements of a recognition plan.
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Strategy is an extension of an organization's mission, a bridge between the organization and its environment.
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Goals are a statement of desired outcome towards which effort is directed to realize your recognition plan.
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And finally, actions are the most important things that can be done to reach stated goals.
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Employees not only want good pay and benefits, they also want to be treated fairly, to make a substantial contribution to the organization through their work,
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and to be valued and appreciated for their efforts.
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To show appreciation, many employers implement ongoing recognition programs designed to thank employees for a variety of achievements.
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Among the most common programs are those that recognize length of service, exemplary, one -time achievement, and noteworthy performance over a period of time.
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Although organizations typically recognize employees' length of service milestones and instances of strong individual or team performance,
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many organizations are beginning to focus on other, less traditional areas of recognition.
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Among them are the following, the ability to manage or champion change and innovation, systems improvement, customer retention, significant development,
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and actions that embody the organization's core values.
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Some employees may not be as motivated as others by an organization's incentives,
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so organizations should offer a variety of incentives and recognition opportunities to meet various employee needs.
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For recognition programs to be effective, it should meet several criteria.
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The program should be well -funded, aligned with organizational goals, appropriate for employees' achievement and timely.
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Recognition programs need to be well -funded.
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The key to success for a recognition program is management's commitment of resources.
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During the budgeting process for the year ahead, the organization should earmark funds for the program and establish methods for distributing those funds.
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Managers must dedicate the resources, including the time it takes to plan and execute a program, and must enable employees and supervisors to run the program.
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Through this process, managers can see the distribution is fair
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and equitable and the money that's allocated is immediately available to fund programs once it's announced to employees.
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Programs need to be aligned with goals and values.
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Recognition programs are most successful when they're aligned with the organization's mission, vision, values, and goals.
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Employees can tell if there is, or if there is not, a clear connection between what management says is important and what actually is.
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Programs need to be appropriate.
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Employees must understand the rationale for recognition programs and should be convinced
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that the awards are in line with the achievement and the degree of effort that they represent.
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A recognition system will falter if employee feels that their works is trivialized
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or even insulted by inconsequential incentives or insincere gestures of appreciation.
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Awards should be consistent with the employee's achievement and meaningful to the person receiving it.
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Finally, programs need to be timely.
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The reward
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or recognition should be delivered as close as possible to the
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time of the desired behavior to strengthen the link between the employee's action and the result of the organization.
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Management is about getting employee recognition done right through planning, organizing, leading, and controlling.
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The entire recognition process should be managed with a minimum of administrative effort.
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A system that requires excessive management control,
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complex financial calculations, or exceptional employee efforts to be understood will not likely achieve its desired results.
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Employers should provide a clear, written policy and guidelines describing the recognition program and its terms including employee eligibility requirements,
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the approval process, the types of awards that will be provided, the frequency of award presentations, the performance goals that will be measured,
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and the threshold for awards.
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Recognition programs must be monitored continually for relevance.
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Employers should consider asking the following questions when evaluating their programs.
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Are the program's awards fair and appropriate?
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Are the program's objectives being met?
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Are there appropriate levels of communication?
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Do employees find the program meaningful?
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And what should be done differently?
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Few managers are naturals in carrying out employee recognition and awards programs.
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Most need to acquire skills related to recognizing employee contributions and giving effective feedback and praise.
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All managers should be trained to do the following.
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Help employees understand the impact their performance has on the organization.
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Explain how the program works and how employees can achieve recognition.
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Learn ways to motivate and inspire others.
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Learn how to communicate needs, expectations, and goals clearly.
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And finally, deliver appreciation and praise in a sincere and timely manner for maximum results.
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An employee recognition program should include a means of measuring the value it creates.
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Few organizations track the return on investment of their employee engagement or recognition programs.
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Those that do such tracking, however, generally use employee retention levels, overall financial results, and employee productivity levels.
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Programs should also be monitored continuously to keep them relevant and current.
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Among the questions that can help determine the program's effectiveness are the following.
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Are the rewards adequate, fair, competitive, and appropriate?
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Have the program's objectives been met?
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Do the programs have appropriate levels of communication?
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Do employees find the program meaningful, and what changes should be made?
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When employees and their work are valued, their satisfaction and productivity rises and they are motivated to maintain or improve their good work.
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Praise and recognition are essential to an outstanding workplace.
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People want to be respected and valued by others for their contribution.
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Vocabulário e dicas de fala para esta lição
Esta aula de conversação usa o vídeo “HR Basics: Employee Recognition”. As palavras que mais se repetem: recognition, program, employee, organization, performance. Este vídeo tem 98 frases e 1305 palavras para praticar shadowing. A fala dura 9:19. O falante mantém um ritmo estável de cerca de 140 palavras por minuto, confortável para o shadowing. Apenas 81% das palavras estão entre as 3.000 mais comuns do inglês, por isso o vocabulário é exigente.
Vocabulário principal deste vídeo
15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:
| Palavra | Pronúncia | Significado |
|---|---|---|
| recognition substantivo | /ˌɹɛkəɡˈnɪʃ(ə)n/ | reconhecimento |
| organizational adjetivo | /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/ | organizacional |
| motivate verbo | /ˈmoʊ.tɪ.veɪt/ | motivar |
| achievement substantivo | /əˈt͡ʃiːv.mənt/ | realização, conquista |
| employer substantivo | /ɪmˈplɔɪə/ | empregador, empregadora |
| reward substantivo | /ɹɪˈwɔɹd/ | recompensa |
| resource substantivo | /ɹɪˈzɔːs/ | recurso, expediente |
| contribution substantivo | /ˌkɑntɹɪˈbjuʃən/ | contribuição |
| praise verbo | /pɹeɪz/ | louvar, enaltecer |
| meaningful adjetivo | /ˈmiː.nɪŋ.fl̩/ | significativo |
| appreciation substantivo | /əˌpɹiː.ʃiˈeɪ.ʃən/ | apreciação |
| incentive substantivo | /ɪnˈsɛntɪv/ | incentivo, motivação |
| timely adjetivo | /ˈtaɪm.li/ | oportuno |
| align verbo | /əˈlaɪn/ | alinhar-se, alinhar |
| monitor substantivo | /ˈmɑ.nɪ.tɚ/ | monitor, observador |
Phrasal verbs que você vai ouvir
| Palavra | Pronúncia | Significado |
|---|---|---|
| carry out verbo | /ˈkæ.ɹi aʊt/ | carregar |
Frases que vale a pena repetir
Frases curtas e completas do vídeo que você pode usar na conversa do dia a dia:
- Are the program's awards fair and appropriate?
- Are the program's objectives being met?
- Have the program's objectives been met?
Pronúncia para ficar de olho
- Os sons de “th”: strengthen /ˈstɹɛŋ(k)θən/, threshold /ˈθɹɛʃ(h)oʊld/, noteworthy /ˈnəʊtˌwɜːði/
- Os sons de “sh” e “zh”: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, retention /ɹɪˈtɛnʃən/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/
- Palavras longas — acerte a sílaba tônica: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/, productivity /ˌpɹɒdʌkˈtɪvəti/
Sons difíceis para falantes de português:
- Consoante final — sem acrescentar um “i” depois: motivate /ˈmoʊ.tɪ.veɪt/, achievement /əˈt͡ʃiːv.mənt/, reward /ɹɪˈwɔɹd/, contribute /kənˈtɹɪb.jut/, engagement /ɪnˈɡeɪd͡ʒ.mənt/
- /l/ final — a língua toca o céu da boca, não vira “u”: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, formal /ˈfɔɹməl/, substantial /səbˈstænʃəl/, enable /ɪˈneɪ.bəl/, protocol /ˈpɹoʊtəˌkɑl/
- /h/ — um sopro suave, diferente do “r”: highlight /ˈhaɪˌlaɪt/, threshold /ˈθɹɛʃ(h)oʊld/
Como praticar com este vídeo
- Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
- Faça shadowing frase por frase na velocidade normal, repetindo cada uma até o seu ritmo ficar igual ao do falante.
- Grave a sua voz e compare com o original, prestando atenção a palavras como recognition, organizational, motivate.
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.