Employee recognition programs are easy to implement and can produce significant results. Essentially, recognition programs reinforce what is important within an organization and allow employees to be seen for the contributions they have made.
A recognition program should be clear, fair to all employees, and in alignment with the company’s objectives in terms of actual business results. The following is a practical, streamlined approach.
Think About the Outcome
Before you start thinking about supporting employees with awards, make sure you know the reason for implementing a recognition program. Recognition must have value that is linked to an organizational outcome rather than a benefit that is only available to certain employees
For example, you could develop a recognition program to improve retention, employee engagement scores, and recruitment by increasing the level of collaboration across the organization as the organization grows.
Any proposal you develop to support a recognition program must have a specific number of measurements including, but not limited to, improving retention by a percentage over the next year or increasing the eNPS by a specific number of points.
When executives understand the relationship between recognition and performance measures they view recognition as a strategic initiative rather than a HR add-on.
Decide What Deserves Recognition
To recognize a person properly, you need to have very clear criteria for recognition. Be specific about behaviors that you want to encourage and reinforce them properly through recognition.
When you are providing recognition, be specific with the criteria for the recognition you provide. For example, instead of saying ‘goes above and beyond,’ be specific about what qualifies. Did they lead a project that increased productivity? Did they mentor new employees frequently? Did they provide measurable results to their clients? The more specific your criteria the more credible your program will be.
Create a Budget
You do not need to have a large budget to start a recognition program. You only need consistency and a well thought out structure.
Think about your program in tiers. You can give everyday recognition by being public about it during company meetings or through using a company Slack channel to acknowledge accomplishments.
Quarterly awards can include engraved plaques or small value gift certificates. When it comes to annual or milestone awards, you can have greater types of awards with a greater monetary value.
Choose Award Materials That Match the Moment
The type of material you choose for your physical awards helps signify how much value is placed on them. Acrylic is a cost-effective solution for receiving awards on a repetitive basis. Metal provides a modern feel and demonstrates strength and durability, while crystal generally represents the highest level of prestige. The clarity, weight and finish that crystal provides make it appropriate for larger awards or company-wide awards.
When looking at high-end options, you can shop crystal awards to understand what good quality looks like. Optic crystal and sandblasting when engraving are typically considered the standard by which to measure the quality of your options because they stay clear forever and allow for detailed elegant personalization.
Keep the Nomination Process Simple
Complicated nomination processes deter participation. The nomination process should be quick and easy in order to promote maximum participation. Simply ask for the nominee’s name, the category, and a short description of the achievement, ideally tied to measurable outcomes.
Launch the Program with Purpose
Rolling out with purpose helps to ensure a great rollout. Once you’ve established criteria, budget, and sourcing, communicate your intentions clearly. Conduct an announcement to all employees and explain the program’s reason, nominations timeline, and award presentation timeline. Provide a short FAQ so that all employees know how they can participate with no confusion.
Create a Lasting System
The temptation to start out with an elaborate system can be strong. However, sustainability should rank higher than complexity. Start simple, but remain consistent and aligned to your organization’s true business priorities.
You can always expand later on with milestones, leader achievements and formal annual recognition events. You must start off with well defined goals, fair criteria and meaningful recognition.
When recognition is integrated into the way the company operates instead of happening once a year, then the company’s culture is strengthened and will continue to have a positive influence on your success.
