Tips to note when reviewing your employee recognition programs

Tips to note when reviewing your employee recognition programs

colleagues

Employee Appreciation in silence is no good.  It is time for HR to introduce  innovative employee recognition programs. A culture of recognition is embedded when peers and leaders of an organisation are given the tools to share their appreciation on a day to day basis

create happy workplace

People are encouraged to repeat positive behaviours when they receive appreciation for their efforts of going an extra mile. After all, waiting for the end of year performance appraisals to tell your employees that they make a difference without showing appreciation throughout the year can cause employee motivation to dwindle over time.  One thing that I love more about social recognition is that in my personal capacity I observed that it  does work!

share something nice

People knew that my peers, stakeholders and leadership across the business could share something nice about them anytime, and others would see. Now if you take competitive spirit and combine it with people’s need for belonging and affirmation, you can realise that any competitive person will shift behaviour just simply to receive acknowledgement for everyone to see – seeing themselves on a team email, or hearing others thank one for contributing when they did not have to, is something every human being craves. For me, it was the beginning of personal change, I was more willing and sensitised to collaborate, I saw more people around me do the same. After all, who doesn’t want to be shown appreciation, really? This proves to say that non-monetary recognition is very powerful. Social recognition changes everything. People begin to make the time and effort to be involved and accessible to others. Tell me about the ripple effects that come with such practices- increased productivity, customer satisfaction, competitiveness, you name it.

belonging in the workplace

Digital platforms as you know are accessible beyond a working day, accessible on mobile apps, making it easier for employees to connect wherever they are to recognise each other. This is a new way of engaging in the workplace, it promotes a sense of camaraderie and belonging among the workforce within and across teams, especially when employee recognition program is set up within departments, and scaled organization wide but whatever it may be, making sure that line managers are in the center of employee recognition programs. Not to mention, the best thing is -with a digital platform you create history, visibility and impact -there is traceability and for sure can see themselves in company “history books” even when they are long gone- people behind will know of their good deeds, this is similar to the way the high school hall of fame runs, only this is better- it will appear on your peers mobiles and desktops – more people get involved beyond physical locations. Maslow’s hierarchy implies that we all seek a sense of belonging as a need to feel satisfied around our environments, therefore our perceptions and self worth is tied around how we feel about ourselves and surrounding relationships. So yes, employers should be leveraging on this knowing….

Improved relationships between line managers and direct reports through ongoing acknowledgment of employee effort and good behaviours.  Employee recognition programs are a critical vehicle in which feedback, communication and employee motivation is continually reinforced amongst peers.                               

How do employee recognition programs work?
Employee recognition programs enable organisations to entrench a culture of recognition as an everyday practice, nowadays with digital platforms help  in making the management of employee recognition programs much easier.

Let us take a look at some tips to note when reviewing your employee recognition programs which involves asking yourself questions about what will enable your employee recognition program’s success? 


Faith : Director-Change and Employee Engagement For office support os@verve-employeez.com call 27832007998

Verve-Employeez Questionnaire : Take a pulse to test how well your current employee recognition program measures up against global best practices.

A recognition strategy review and realignment is necessary to support evolving business priorities as well as overall corporate objectives. Your employee recognition program will not fundamentally be focused on the same objectives year on year

It is never too late to start…


Point

Think about these questions when creating a employee recognition program

Recommended Actual
1 Is your employee recognition program company-wide?  15%
2 Is your program aligned to your current organizational goals and objectives?  15%
3 *Is your departmental program aligned to the organisational program objectives?
4 Does your employee recognition program have an executive sponsor endorsing it?  10%
5 Is your leadership team and line management involved in promoting the employee recognition program and participation?  15%
6 Do you have a recognition and rewards system or tool that you have in place for  staff  recognition?  15%
7 Do you track your program’s participation across all your departments?  5%
8 Do you track your recognition program’s participation across job levels?  5%
9 Do you have a communication strategy and plan that is implemented consistently  to support your program?  10%
10 Do you measure your employee recognition  program’s effectiveness?  10%
Total Score  100%

If you need some assistance setting up or reviewing your employee recognition program, feel free to contact my office support at os@verve-employeez.com or 27832007998..

Well you have read this far, why not leave me a comment.

 


Leave a Reply

Subscribe to Blog via Email

Enter your email address to subscribe to this blog and receive notifications of new posts by email.

Join 678 other subscribers

Blog Stats

  • 7,477 hits
%d bloggers like this: