Monthly Archives: August 2016

How to Create an Effective Employee Recognition Program

An employee recognition program is essentially a planned communication strategy between management and employees. Leaders in every company, big or small, should implement some kind of recognition program to show acknowledgement and appreciation to deserving workers. An employee recognition program is considered to be on the human-side of business, being that the program is overall aimed at encouraging and reinforcing good behavior in the workplace. Having a specific program in place helps to make sure those who are doing right by the company are being rewarded.

A successful employee recognition program not only leads to employee rewards, but company rewards, such as profit. When employees are shown how much of a valuable component they are, they’re motivated to continue working hard, if not harder than before. Happy and determined employees can most certainly benefit the company as a whole, so get on board with creating an employee recognition program!

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Create a Focused Purpose

A focused purpose is an important factor for everyone involved. Deciding what is deserving of recognition reduces the chances of confusion and disappointment. All who participate in the program should have a clear understanding of what’s recognition worthy and how to earn it. Examples of what can be recognition worthy for many companies include innovative actions, displaying development, and leadership skills.

Frequency is also worth considering, don’t make unattainable promises. This can sometimes depend on the company’s budget and number of workers. If the program isn’t well-planned and focused, it could negatively impact leadership. Employees may view the leaders as unfair for recognizing one individual for something one day, but failing to recognize a different individual for the same thing the next day. Make sure that this purpose has positive intentions, such as increasing motivation, involvement or company potential.

Consider Other Opinions

Avoid the risk of favoritism and bias by allowing voices to be heard. Set up a committee that’s in charge of overseeing the program, and allow employees to share what they would like to get out of it. This can also serve as a chance to allow creativity. Depending on how involved the program is, there’s opportunity for the creation of a program name, logo, blog, etc. Employees can each have their own role. This will make them feel like a valuable part of the process, and less like a competitor.

Make it Official

Once an official plan is put into place, it’s easier to keep up. Create a document stating all the facts of the program. This includes the focus, requirements, frequency, rules, and more. If this document clearly maps out everything that every manager and employee should be aware of, then it’s time to generate excitement. According to Employee Benefit News, “marketing” internally is crucial. It’s said that it “requires more than an occasional communication.” Keep the staff updated with email blasts and newsletters, and recognize winning individuals through these as well, but do so in a timely fashion. That’s why it’s a good idea to have some sort of calendar organized for assistance. Recognition doesn’t always have to include a physical award. Recognition could include a celebration or ceremony. Sometimes just acknowledging someone in the proper way can make all the difference. Huemor, a web design agency, uses its blog to highlight work anniversaries and other special work events!

Final Evaluations

After utilizing the employee recognition program numerous times and in numerous ways, it’s important to evaluate it. This can be done by measuring how much has or hasn’t changed. For many companies, small changes are still progress, and as years go on, these changes can continue to grow. Look for changes within work ethic, attitude, productivity, and employee presence. These are all helpful indicators. Sales is a potential indicator as well, but employees come first in employee recognition.

There are various ways to practice recognition, but choosing the most suitable way depends on the details and impact of the accomplishment. Whether recognition is being given to an individual or group, there’s a high chance of increased morale and retention throughout the office, most likely followed by positive changes for the company.