You can turn a simple “thank you” into ongoing growth and development in your company with the right recognition program.
Recognition is given to an individual or team for meeting a goal. It can be given in various forms such as a verbal thank you , shout out on a social board, a digital badge or an incentive trip. By recognizing or honoring employees for their level of service, you encourage repeat actions, through reinforcing behavior you would like to see repeated at your company.
Organizations that put a strategic priority on a recognition program have happier and more engaged employees. Ready to elevate your recognition? Here are a few ways to develop the best recognition programs that work.
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Establish objectives that align with your company goals, mission and initiatives and measure them.
Set up targets that adjust to your organization objectives, mission and activities and measure them.
- Ask senior leadership for guidance and goals of the awards and programs
- Ask employees what behaviors and actions they think should be recognized
- Gather baseline data so that you can measure the results and ROI of the program
Maximize involvement in program design.
Expand engagement when building your recognition program. This process should include a variety of your program’s stakeholders.
- Involve a diverse group as much as possible, including management and leadership
- Build a method for employees to give feedback
- Let employees provide input on who think they should be recognized
Build buy-in and excitement.
Great recognition programs create enthusiasm. It’s ok to be transparent about the process.
- Share the decision-making process of how the program was structured
- Create a communications plan that continually provides updates on the design of the program and keep it going after you’ve launched
- Contact leadership about the new design and when it will be expected to go into the company’s plans
Keep a balanced recognition strategy.
According to Recognition Professional International, a balanced recognition strategy often has a three-dimensional approach.
- Day-To-Day – This may include thank you notes or e-cards that employees give to one another or verbal praise. It’s often designed to recognize behaviors that support organizational values
- Informal – Is for individuals or teams for progress towards milestones, achieving goals or projects completed. This recognition includes low-cost mementos or a team lunch as a way to celebrate achievements or outstanding behavior
- Formal – Consists of a structured program and defined processes and criteria linked to organizational values and goals. Generally, this is an annual event, and only a small percentage of employees are recognized.
Keep it inclusive.
Create a program that allows participation across the organization. Each person in your company deserves to be recognized for their hard work. Types of levels could include:
- Peer-to-peer
- Employee-to-manager
- Manager-to-employee
When creating ideas for employee recognition, it’s important to remember to keep it all inclusive and employee recognition program are situational. What works for one individual may not work for the another. One person may enjoy public recognition at a staff meeting; while another individual may prefer their reward in a private note, or in their personnel file. The best way to find out what is rewarding is to ask.
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