Recognition: it’s for everyone

April 26, 2016

In Management & Organizational Performance

everyone at a company involved in the recognition programs

Many recognition programs make a company’s managers responsible for recognizing the achievements of employees. Unfortunately, most of the time these managers are in charge of teams that are so large, they often don’t see the good work performed by individual team members. It can therefore be tricky for them to recognize each deserving action. This where recognition among peers becomes useful. It allows every team member to get involved and become a regular ambassador of recognition. Team members are often in a great position to understand what their peers bring to the table because they interact with them every day in a more personal way. That’s why it’s important to promote peer-to-peer recognition.

Here are a few simple tips to implement recognition among peers in an efficient way:

Build the program with your employees

Don’t implement a new recognition program without consulting your employees first. A program built without their input could turn into “another HR initiative” and you won’t get the results you want. In fact, your employees probably have a lot of great ideas on how to optimize the program. For instance, which behaviors or contributions should be recognized, how recognition is presented, etc.

Approach the issue of fairness within the program

Make sure your employees are aware that recognition must be given to the right recipients, not only to friends. Every employee should have an equal chance of giving or receiving recognition. Make sure your system is based on a level playing field that includes everyone in the company.

Accessible tools

One of the most important aspects of this type of recognition is the creation of tools that are easy to use and accessible to everyone. The tools used to promote recognition don’t need to be expensive. For example, post-its, gift cards, or promotional items such as pens, mugs, etc. Emphasize the value of a handwritten personal note.

Get the managers involved

They need to be constantly involved and reinforce positive behaviors. For example, a manager could describe a few recent examples during a team meeting or ask their team members if they’ve received or given recognition over the last week.

Create a simple program

Employees are more likely to recognize their colleagues if it’s quick and easy. Moreover, by keeping the process simple and efficient, you can rest assured that employees who receive recognition are informed almost immediately. Recognition has a greater impact in these cases.

The benefits of personalized recognition

In addition to giving them relevant compliments, employees should also let their colleagues know why their contribution was helpful. A meaningful sign of recognition creates a positive memory of their peers and the company. It also builds team spirit and boosts cooperation. Moreover, when a specific action is recognized, it will more likely occur again in the near future.

All these tips have one goal in common: create a simple program to promote recognition that is sincere, deserved, and frequent. Because recognized employees are motivated employees. Every company has much to gain by making everyone involved in recognition!

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