4 Best Practices for Employee Recognition Programs | HR Cloud

Corporations of all shapes and sizes are becoming more sensitive to the importance of recognizing employees and the value that they add to companies. Although this change in approach is a recent one, it is undeniable that it is advantageous to both the company and the people it employs. However, employee recognition is a process that should be undertaken with care to ensure that everyone feels appreciated and included in the process. In this post, we will be taking a closer look at recognition programs best practices.

Create a Well-Defined Recognition Program

  • Which behavior should be rewarded? This is one of the most important aspects of any employee recognition plan and enough time should be dedicated to answering it as thoroughly as possible. A good place to start is by basing rewardable behavior on business objectives. For example, if delivering great work on time is invaluable to the functioning of your business, ensure that employees who consistently deliver good work on time are rewarded. However, avoid publicly calling out employees who do not meet objectives as this can be very detrimental to the functioning of employees as a team.
  • What form should rewards take? Establishing how employees will be rewarded for achieving set goals is crucial. It might be a good idea to ensure that employees are praised publicly when they achieve a clear pre-set goal. In some cases, it might be good to add a tangible reward, such as a bonus or vacation day. This can serve as a motivator for other employees to achieve their goals, which ultimately benefits the company. Tangible rewards also ensure that employees remember their achievements and rewards for longer which not only boosts employee experience but also positively impacts the reputation of the company.
  • How frequently should employees be rewarded? Person recognition programs work best when they are continuous. This means that a culture of giving praise where praise is due should be encouraged in a company and this form of praise can be given on the spot by the employee’s co-workers or immediate management. However, this should be followed up with a more formal form of praise at a suitable occasion, for example, during a team meeting.
  • Who should recognize the performance of employees? Although recognition from management is always
  • appreciated, the most effective type of recognition is peer-to-peer recognition. Peer-to-peer recognition can be encouraged by actively creating an atmosphere in which employees value their achievements as a team and work together to achieve goals.

Choose a Multi-Dimensional Rewards Program

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Collaborate with Employees when Creating a Rewards Program

Ensure that the Rewards Program is Effectively Implemented and Managed

  • United Approach: Make sure that everyone is on the same page with regards to the purpose of the rewards program and how exactly it will be implemented. This avoids situations where a lack of communication causes misunderstandings and frustrations. It is especially important that the implementation phase is managed with care because this will be the first introduction to the program for many employees.
  • Alignment: Ensure that managers agree when it comes to the purpose of the rewards program. It is important that everyone in management buys into the program so that the employees can see that the initiative is a serious one. Recognition should also be in line with the general objectives and goals of the organization. Rewards and recognition programs should always be considered as a tool to reinforce existing priorities within the organization.
  • Visibility: It is important that recognition programs are visible so that employees can see that the achievement of their peers are recognized and rewarded.
  • Delivery: Make sure that rewards are delivered using the tools and technology that employees use daily. For example, if employees use Slack as a communication method, recognition messages can also be distributed using the platform.
  • Measure the Effectiveness of the Program: Measuring is knowing. This is especially true when it comes to evaluating how effective the rewards program is. The data gained from evaluations is invaluable for the future improvement of the program and the satisfaction of employees.

In Conclusion

Author Bio: Ciaran Hourican is the Managing Director of H-Training a Learning and Development company, who offers career and corporate services such as career coaching , sales training and leadership programs. H-Training understands the importance of using employee recognition programs. Ciaran offers leadership and management programs and highly encourages using these types of programs. Not only do they benefit the employees when they receive recognition, but the business in question too.

Originally published at https://www.hrcloud.com.

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