In the construction industry, where physical demands and high-pressure environments prevail, recognizing and appreciating the efforts of workers can have profound effects on their mental health and overall wellbeing. Implementing robust employee recognition programs on construction jobsites not only boosts morale and motivation but also fosters a sense of belonging, purpose, and psychological safety. By valuing and acknowledging workers’ contributions, construction companies can create a supportive and uplifting work culture that enhances mental health and wellbeing.
Implementation Tactics:
Clearly defined recognition criteria: Establish clear and transparent criteria for recognizing exceptional performance, safety practices, teamwork, innovation, and other relevant areas. Ensure that the criteria align with company values and goals while being specific, measurable, and fair. This clarity enables consistent and meaningful recognition.
Diverse recognition methods: Employ a variety of recognition methods to accommodate different preferences and work environments. These may include public appreciation ceremonies, written commendations, rewards and incentives, employee spotlights, team-building activities, or customized tokens of appreciation. Tailor the recognition approach to suit the preferences and dynamics of the construction industry.
Timely and regular feedback: Provide timely feedback and recognition to maximize the impact. Regularly communicate with workers to acknowledge their achievements and express gratitude for their contributions. Encourage supervisors and peers to provide specific and constructive feedback, reinforcing positive behaviors and fostering a culture of continuous improvement.
Behavioral Science Principles:
Maslow’s Hierarchy of Needs: Recognition satisfies the higher-level needs in Maslow’s hierarchy, such as esteem and self-actualization. By recognizing workers’ achievements, companies fulfill these needs, fostering a sense of self-worth and fulfillment, and positively impacting mental health and wellbeing.
Social Comparison Theory: Create opportunities for workers to compare their performance positively with their peers. By highlighting exemplary achievements, employees are motivated to strive for excellence and experience increased job satisfaction and psychological wellbeing.
Psychological Safety and Belonging: Recognition programs contribute to psychological safety by validating workers’ efforts and fostering a sense of inclusion and belonging. This sense of security and support improves mental health outcomes, reduces stress, and enhances overall wellbeing.
Sources:
Grant, A. M., & Gino, F. (2010). A little thanks goes a long way: Explaining why gratitude expressions motivate prosocial behavior. Journal of Personality and Social Psychology, 98(6), 946–955. doi:10.1037/a0017935
Lang, J. W. B. (2020). Employee recognition and its impact on mental health. International Journal of Environmental Research and Public Health, 17(6), 1917. doi:10.3390/ijerph17061917
Ouweneel, E., & Le Blanc, P. M. (2014). Why do employees take more initiatives to improve their performance after co-worker recognition? Social Indicators Research, 116(1), 59–75. doi:10.1007/s11205-013-0277-3
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. doi:10.1177/0013164405282471
