We feel that in any organisation, employees need to feel that their contributions are recognised.
Often it’s managers who design and implement recognition strategies for employees.
However you may wish to consider some other ideas for developing recognition systems.
Here are a few ideas , (We cover lots in our Performance Management Training Workshops) related to developing and using recognition systems.
1) Design and implement your recognition initiatives with the idea that the employees are the “customers” of the program.
We think that you’ll agree that they must have a hand in specifying the system.
2) A recognition system must fit into your culture and climate.
You may need to get the basics in place.
Job descriptions and Appraisal Skills Training may be a good place to start.
If there’s a climate where distrust of management is high, it makes introducing recognition systems difficult.
3) Your recognition system should take account that workplaces require a high level of teamwork with other employees.
Most individual contribution will have been helped along directly or indirectly by coworkers.
Your Stars need recognition, but please remember the contributing team members.
4) Informal recognition (e.g.. the informal pat on the back) should happen anytime.
Encourage your managers to use this recognition and to do it publicly often.
Your managers will sets the tone for informal recognition.
By publicly recognising contribution, they get the message across that “we celebrate your effort and your accomplishments”.
However, your formal system should be based on measurement of results.
Your decision to give an “award” should be based on data that illustrates that the idea brought measurable results.
5) Use an employee team to determine recognition needs.
Define with them the behaviour you want to encourage.
What do you want the employees to Do More of, Do Less of?
Make sure that the team understands what a recognition program is to accomplish.
Then let them work out how to get the information they need.
6) Communicate the intent, purpose and process used for your recognition system.
Make the entire process as open and employee-based as possible.
When employees understand the process, they are less likely to resent recognition of others.
7) Being recognised for contribution by your Peers is often the most valuable recognition.
Think how you can encorporate that into your process
8) High rewards can create a really competitive environment.
This may not necessarily be what you want.
Think about keeping values of actual rewards low.
Do more for recognition publicity and maybe also look to team based rewards.
9) Avoid situations where people are recognised for doing something as opposed to accomplishing something.
10) Make recognition a standard and integrated part of any staff meetings.
Ask the question: “What great things have we accomplished since our last meeting?”
Encourage people to talk about their own accomplishments, and to talk about those of their coworkers.
Do let us know your thoughts.