If you are here, you likely know the importance of rewards and recognition at Carhartt.
Rewards and recognition signify the appropriate acknowledgment, appreciation, and prompt incentivizing of an associate’s effort.
The simple act of recognizing associates can heighten productivity, lower employee turnover and inspire loyalty.
In this brief guide, we’ll take you through the various ways you can use rewards and recognition to build a more engaged workforce.
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The three leadership truths of The Ways of the Carhartt Leader: Lead Self, Lead Others, Lead Business are guiding principles at Carhartt that emphasizes the importance of personal growth, effective leadership, and driving business success. Rewards and recognition align closely as they contribute to development at all levels, foster a positive team dynamic, and support organizational growth. Let's explore how rewards and recognition align with each aspect of "Lead Self, Lead Others, Lead Business."
"Lead Self" focuses on personal growth, selfawareness, and continuous improvement. Rewards and recognition programs contribute to this truth by acknowledging and rewarding associates' efforts in their own development. Carhartt recognizes employees who are dependable, resilient, and inclusive. By recognizing these behaviors, Carhartt encourages individuals to take ownership of their personal growth and develop leadership skills that benefit both themselves and the company.
"Lead Others" highlights the significance of empowering others and growing together. Rewards and recognition programs play a vital role in fostering a positive team dynamic. Carhartt recognizes individual achievements and celebrates collaborative efforts. By recognizing successful collaborations, Carhartt reinforces the importance of working together, cultivates a sense of belonging, and motivates employees to contribute their best efforts to the team's success.
"Lead Business" focuses on driving organizational success by creating value and championing change. Rewards and recognition programs directly contribute to this truth by incentivizing high performance and outcomes aligned with the company's objectives. Carhartt recognizes and rewards employees who demonstrate exceptional performance, exceed targets, and contribute significantly to the company's success.
By providing tangible rewards and recognition for these achievements,
Carhartt motivates employees to align their efforts with the organization's goals and drives overall business performance. Rewards and recognition programs motivate employees to contribute their best efforts toward achieving business goals, ultimately driving the success of the organization. By integrating rewards and recognition into each aspect of leadership, Carhartt reinforces a culture of excellence, empowers individuals and teams, and promotes the growth of the business.
The terms “rewards” and “recognition” is frequently used interchangeably. But are they the same? Not at all.
There are some subtle but critical differences which we have illustrated as follows:
Rewards are tangible. Rewards are mostly monetary or have some monetary value that can be attached to it.
Recognition is intangible. Even though its value is not measurable, it remains an integral part.
Rewards are transactional. For a particular input, you get an output in return.
Rewards are economical, considering that you get a much higher return in productivity and business profits.
Recognition is relational. It’s a form of building a strong emotional connection.
Recognition is emotional, a psychological event of feeling seen, appreciated and mattered.
Just a reminder: All gifts, spot bonuses, or other incentives of monetary value are taxable.
MyCarhartt makes it easy for you to keep up with your team's anniversary dates. One week prior to their anniversary, reminders will appear directly on the associate's tile and will count down the days until the anniversary date. To view your team’s anniversary dates, simply click on My Team then Team Summary.
For associates celebrating a Yearly Anniversary (1, 2, 3, 4, 6, 7, 8, years, etc.), there is a supply of Carhartt Anniversary cards at your facilities front desk or office. Supervisors and Managers are encouraged to grab an anniversary card to give to their direct report to acknowledge their anniversary.
Anniversary Cards are available in your facility. Store managers have a supply of cards to keep on hand as well. Cards are mailed directly to remote/hybrid associates at home
Associates celebrating a Landmark Anniversary (5, 10, 15, 20, 25, 30, 35, 40, 45, 50 years) will receive a Carhartt anniversary card signed by Mark & Linda, with a Carhartt gift card inside. These are mailed directly to the associate’s manager. Managers may write a personal note on the card and hand deliver it to the associate.
Additional celebrations for Landmark Anniversaries are at the discretion of the Leader.
This gift from Carhartt can be requested by submitting a Service Now ticket in the section “Embroidered Baby Bibs” CLICK HERE
This benefit is currently available to U.S. full-time and part-time associates only. Contract and temporary associates are not eligible at this time.
Sizes 3M-4T. Children of associates only, please.
For questions, please contact your Benefits Clerk
Saying “thank you” seems so simple, but expressing gratitude and acknowledging achievements have profound effects.
When showing appreciation to employees, we recommend following the principles of R.I.S.E.
R•REGULAR recognition to your employees. Research shows that regular appreciation produces the strongest employee engagement. According to Gallups’s Culture of Recognition Pulse Survey, organizations that recognize employees frequently are 41 percent more likely to see increased retention and 34 percent more likely to see increased engagement.
I•IMMEDIATE: Don’t delay gratitude. Acknowledge achievements in real time, to provide fast feedback while it’s most relevant and top of mind for the recipient. If you wait to send words of appreciation, they may come too late and feel less valuable.
S•SPECIFIC: Personalize acknowledgements to each person and each achievement, describing specific actions your team members took, their attitude or approach, and the results for the organization It’s important to be specific in your appreciation—92 percent of employees agree when they’re recognized for a specific action, they’re more likely to repeat that action again in the future.
E•ENCOURAGING: Publicly thank team members and encourage them to do the same with each other. This helps build a culture of appreciation across your entire organization.
In the chart below, use the RISE model to plan recognition for your team.
Associate Name Regular Immediate Specific Encouraging
The Languages of Appreciation is a concept developed by Dr. Gary Chapman and Dr. Paul White as an extension of Dr. Chapman's "Five Love Languages." It provides a framework for understanding how individuals prefer to give and receive appreciation in the workplace. The concept recognizes that people have different ways of feeling valued and acknowledged, and tailoring expressions of appreciation to individual preferences can have a significant impact on employee satisfaction and engagement.
There are five primary Languages of Appreciation:
Words of Affirmation: This language emphasizes verbal or written praise, recognition, and encouragement. Individuals who value this language feel appreciated when others express gratitude, give compliments, or provide specific feedback on their achievements.
Quality Time: Some individuals feel most appreciated when they receive undivided attention and quality time. This language emphasizes spending meaningful moments together, engaging in conversations, and actively listening to one another.
Acts of Service: This language focuses on acts of assistance and support. Individuals who appreciate this language value the help and collaboration of others. Acts like helping, sharing the workload, or providing practical support demonstrate care and consideration.
Tangible Gifts: Tangible Gifts involve physical tokens of appreciation. Individuals who appreciate this language feel valued when they receive thoughtful presents, gift cards, or symbolic gestures that show recognition and thoughtfulness.
Physical Touch: While not universally applicable in all workplace settings, physical touch can be a language of appreciation for some individuals. Appropriate forms of touch, such as a handshake, high-five, or friendly pat on the back, can convey appreciation. Non-physical gestures like warm eye contact or a smile can also fulfill this language.
Understanding and utilizing the Languages of Appreciation allow leaders and colleagues to communicate appreciation in ways that resonate with individuals, fostering a culture of gratitude and strengthening relationships in the workplace. By speaking the languages that individuals understand and appreciate, organizations can create a more positive and engaging environment where employees feel valued and motivated to contribute their best.
Use the space below to track your team’s Language of Appreciation
Associate Name Language of Appreciation
