Employee Recognition Program Best Practices. We’ve already written about the importance of Employee Retention Programs. This post will address the next phase of employee retention which is recognition. The key outcome of creating an Employee Recognition Program is to recognize the accomplishments and achievements of your team. This is because it’s an important aspect of retaining good, hard-working employees. To set up a good recognition program, it should be timely, frequent, specific, visible, inclusive and values-based.
Steps for Setting Up a Good Recognition Program
When creating a recognition program, you need defined objectives and criteria for the recognition. Ask yourself the following:
What Types of Work and Behaviors will be Rewarded?
Find a behavior to incentivize that matches your team’s goals and the company’s objectives. Find an area the team struggles with or reward cross-department collaboration. Individual and group achievements are both essential to a recognition program. Did the team finish a project on-time or under budget? Did a colleague come up with an idea to shorten the length of time necessary to perform a job?
How to Motivate Employees and Acknowledge Hard Work
It is easy to acknowledge a job well done with a quick word of praise, but making it public is an even better choice. Tie that together with a physical reward, and you might spring forward much-needed motivation for future goals.
How often should the recognition occur?
An effective employee recognition program includes habitual recognition. Pick a frequency that you can maintain and keeps in the mind of the team. If done too often, the team could get bored with it. When it’s not done enough, they will soon forget about it.
Who should deliver the recognition?
Delivering the recognition might seem easy to come from a top ranking manager, but even more effective is having it delivered by another co-worker.
Rewarding Employees for their Efforts and Hard Work
Employee Recognition Programs Best Practices should include rewards. Choosing what rewards you offer should focus on your culture and budget. Keep in mind that a combination of praise, gifts and monetary rewards will be equally important.
Praise, Money and Gifts for Recognizing Employees’ Efforts
Verbally praising an employee’s job well done is great. You can step it up a notch by creating a bulletin board or other community space to make the announcement last longer. You can even take to social media to make the spotlight on the accomplishment even bigger.
Don’t assume everybody just wants money, but it also can’t hurt. Money is super easy to offer up, but do not forget the praise part either.
Gifts: gift cards, bouquets, popcorn gifts, and the like are a super fun way to incentivize good behavior.
Give Employees a Voice (or know what they like)
Every good manager or owner should have some idea of what their employees like or don’t like. But if you don’t know, simply ask your employees what they would enjoy as a reward. Motivating employees will work if the gift is tailored to them. For instance, don’t offer a gift card to a coffee shop if the employee doen’t drink coffee. Making the gift more personal is a winner every time.
Make it Official
You have to make your employee recognition program official. Be sure you roll it out with all the facets made clear and known. Your employees should know the purpose of the recognition program, the expectations and the rewards.
Measure the Program’s Success and Repeat
Any easy way to measure your employee recognition program is to see if it ends up impacting factors such as employee performance, productivity and turnover. Your measurement needs to come after a few test runs, and be sure to ask for feedback. Tweaks and changes are very common in the beginning.
The cost of employee turnover is truly astronomical, and this is why you should consider an Employee Retention Program, combined with an Employee Recognition Program. Recognizing and rewarding your best employees boosts morale and can help other employees up their game.