Recognising employees for a job well-done has a positive impact on individuals. It also has the ability to change the culture of an entire organisation for the better. Many companies have employee recognition programmes in place. However, a lack of clear objectives for these programmes can lead to poor implementation and disappointing results.
The Incentive Research Foundation recently published findings on common objectives for reward and recognition campaigns in the UK. Improving productivity, morale and innovation are the top reasons for implementing a recognition programme. Promoting wellness, improving customer service and reducing attrition are also on their list. Whatever your objectives, our advice is to set a few obtainable objectives rather than trying to achieve too much at one time. After all, your objectives and focus will change over time – and the best recognition programmes are flexible and can be adapted.
Once objectives are set your planning can begin. Details of how the recognition programme is implemented, maintained and measured need to be decided. Other questions include what tools are needed to facilitate the programme and how do you get buy-in from employees.
Recognition programmes need to be easy to use, engaging and able to support your objectives. Imagine a Peer-to-Peer recognition programme that provides employees with an exciting platform to recognise one another. Social Recognition platforms such as Kudos Social Recognition link recognition to company values. This customisable platform can be used to recognise behaviours and celebrate achievements that support your specific objectives.
With clear objectives and a recognition platform in place, your job is then to focus on creating regular ‘content’ that will encourage employee participation. Make sure that it motivates employees to achieve your objectives. By keeping the programme contents fresh and relevant you keep employees interested and maintain programme momentum. Include rewards that appeal to employees and make managers responsible and accountable for giving recognition.
It is important to know why you are implementing an employee recognition programme. When setting your objectives, understand the power of recognition and its potential to impact change in your organisation. Invest in a recognition tool that facilitates quality recognition and invest in the people that manage it. This approach to recognition will help you to measure your progress and ultimately achieve your objectives.
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