Proven Best Practices for Employee Recognition Award

Proven Best Practices for Employee Recognition Award

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Employee recognition programs are proven to be the best way to engage with the company workforce. Moreover, it is the most efficient, inexpensive method to boost the business. When the company decides to display its appreciation to the employees; they either award them with monetary bonuses and incentives. Money is great but not the best recognition award. The purpose of the event should be to make the workforce feel important in the company and making them believe that they are a part of the company. The reward should be for the performance as well as behaviors to further support the missions, values, goals of the organization.

Here are the top best practices to recognize award:

Recognition based on results and behaviors:

Don’t just give award for the sake of giving. Rewards like ‘Performer of the month’ or ‘employee of the month’ depicts just that. Award should be specific for the performance like ‘award for outstanding customer service’. This helps creating a culture of doing the right thing and responsibility.

Implementing peer to peer recognition instead of top down:

Recognition from the leaders and manager may sound great but very ineffective. It has the least impact on employees’ motivation and performance. Research has shown that they feel better and motivated when recognized by their peers. Peers already know how they work on a day to day basis so the recognition is much more meaningful. On the other hand recognition from the managers is considered political.

Best recognition programs are mostly social where anyone in the company can just come forward and recognize anyone else; often using dollars and scores. The ‘thank you’ and applauds are totally public. Boards can also be used to display scores and thank you notes.

Sharing recognition stories:

When someone is recognized by their peers for doing something great; the next best move would be to spread the word out! People should know and be aware of the event. Mentioning them in the company blog or newsletter is a great start. Let the peers to create ‘story boards’ out of it. It lets the leadership team to promote behaviors and results.

Simple and Frequent recognition:

Keeping the program simple is the crucial part. Use of chalk boards, white boards, pieces of paper, small games and activities are a great start. Today’s modern companies usually use emails, special letters and other elaborate things to recognize their employees; which doesn’t emit any impact on them. Also, recognition should frequent and in a particular interval.

Bring employee recognition and company values together:

Companies like Deloitte have programs that focus on their missions and goals. So employee recognition award should promote company strategies like: teamwork, innovation, creativity, customer service and other attributes that need motivation. A little ‘thank you’ means a lot for everyone. So next time, when an employee has shown effort; just say ‘thank you’ and little tap on the shoulder would work wonder. Make sure to allow sufficient investment into the budget to cover all aspects of the employee recognition program.

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