We are often asked the question, ”What should I be doing to improve the effectiveness of my Employee Recognition Program?” It’s really not a one-size fits all kind of answer, since everyone’s program should be tailored to their organizations DNA and business objectives, but there are some common steps that can be followed.

The starting point really is that employee satisfaction comes from meaningful work. Meaningful work exists in a work environment that fosters and appreciates its people and their performance. Conducive workplaces are created by leadership. With that as a lead in, lets talk about Best Practices.

First. Design Your Employee Recognition Program

◾Strategy: When designing your program, take the time to gather information, do research, and align your programs goals to your business goals. Make sure that the executive team is fully supportive of an Employee Recognition program.

◾Design: Make participants feel that the company cares about their input and will help engage and motivate employees.

◾Communications: People cannot participate, if they don’t know about the program. Even the best designed programs will suffer without a good communication strategy and tactical implementation plan. Use as many communication channels as possible and develop both pre-launch and launch communications.

◾Nominations: The nomination process is key to the success of an employee recognition program. Create a simple, accessible process.

◾Rapid Deployment: Try to not over-complicate the first phase of your program. Streamline and automate where possible but start simply.

Then. Manage Your Employee Recognition Program

After launch is when the hard work starts. Employee Recognition should be treated as a living breathing object that requires constant care and feeding.

◾Nomination Process: Look for gaps in your nomination process. What activities are being nominated. Identify those areas that need remediation plans.

◾Marketing: Employee recognition programs are all about engagement and motivation. Keep your participants interested by refreshing the look and feel of the site and launching new contests on an ongoing basis.

◾Training: Training starts when a new person is hired and is an ongoing process.

◾Communications: Segment your messaging so that it is focused and targeted to the specific audience. Have many different types of outreach like “We haven’t seen you in a while” or “You’re so close to buying something if only…”

◾Metrics, metrics, metrics: Assess your data and look for gaps and trends. Then update your program based upon that data.

If you would like more information, download Employee Recognition Best Practices for some practical ideas about your Employee Recognition program.

Any questions?  Drop me an email at dbroderson@perks.com.