Designing a Recognition Program

Now that you know how important it is to recognize employees, it’s time to create a program in your company. But, you need to plan it carefully by thinking about things like the company culture, budget, and what type of recognition employees will appreciate the most. Here are a few things when creating a good recognition program that matches your company’s goals and values.

Build Your Committee

For any new project or plan to succeed, it’s important to have the complete support of stakeholders right from the beginning. This committee will research and suggest ways to recognize employees that fit with the company’s goals and values and make employees happy. It’s important to have people from different parts of the company on the committee to get different perspectives and ensure everyone is included.

When putting together a committee, it is important your ideal representatives have or do the following:

• Possess a strong understanding of the program
• Demonstrate enthusiasm and interest in the program
• Exhibit leadership qualities and takes initiative
• Believe in and aligns with the company’s values

 

The Importance of Building a Cross-Functional Team When Designing a Recognition Program

A cross-functional team is a group of people from different parts of a company who come together to work on a project or goal. These people have different skills and experiences. By assembling a team with members from all departments, the company can design a recognition program that works well with its policies and goals. Marketing, communication design, HR, organizational development, IT, and leadership should all be involved.

Types of Recognition

Here are four types of employee recognition programs you can implement to motivate and encourage employees:

Peer-to-Peer Recognition

Peer-to-peer recognition involves employees at the same level or within the same department commending each other’s work, assistance, or overall attitude. The commendation may be either public or private. Peer-to-peer recognition is good for creating good relationships between colleagues and making the workplace a positive environment. It levels the playing field for managers to witness performance review moments in real-time via peers.

Point Driven

Points-based employee recognition programs are designed to provide a way to reward employees for their hard work and contributions to the organization. On the Recognize platform, admins can set up a points system that assigns point values to different types of recognition, and employees can award points to colleagues based on the type of recognition given. Recipients can then redeem those points for rewards or perks set up by the admin. The feature allows organizations to incentivize and encourage recognition, create friendly competition, and track points and rewards activity through the app.

Service Awards

The “Years of service award” is a common type of recognition program used by business owners to acknowledge the dedication and loyalty of their employees who have stayed with the company for a significant period of time. It is a well-received award by employees and is an excellent way for companies to show appreciation and acknowledge their contributions. This recognition is well-deserved by employees who have displayed a high level of commitment to the organization, and it serves as a valuable tool for boosting employee morale and job satisfaction.

 

Nomination Program

Recognize allows organizations to create and manage nomination-based recognition  programs. With this program, employees can nominate their peers, colleagues, or team members for exceptional work, contributions, or achievements that align with the organization’s core values, mission, and goals.

Tips for a Successful Employee Recognition Program by Company Size

In the current business landscape, small businesses constantly search for ways to engage their employees. However, to establish and maintain high levels of engagement, employees must feel valued and appreciated for their contributions. One of the most effective means of accomplishing this is by implementing an employee recognition program, which can unite a group of individuals and transform them into high-performing teams.

Here are five tips on implementing an effective recognition program for small companies:

Keep It Simple

When creating a new employee recognition program, it’s important to make things easy. Sometimes, companies might want to add lots of rules to make sure everything is done right. But too many rules can make employees not want to take part. So, try to keep the program simple and not too complicated.

Generating award certificates for small companies

Identify the Types of Behavior You Want to Recognize

Customize your recognition program by identifying the specific behaviors that drive success in your business, such as improving customer service or increasing brand awareness. The Recognize platform enables you to create custom badges and awards that align with the behaviors you want to recognize, like a “Team Player” badge for exceptional teamwork. Check out 150 ideas for values here. 

Offer a Variety of Rewards

Successful programs often provide gift cards, merchandise from retailers, experiences, or a day off are options in recognition programs with many vendors. Ultimately, it’s the recognition and appreciation that carries the most weight.

Give Employees a Voice

Instead of assuming what employees want, involve them in the process by asking for their input and preferences. We can do this by sending out a survey to rank the creative reward ideas we brainstorm together. When employees have a say in the redemption of rewards, they feel more invested in the program, which makes recognition all the more enjoyable. Plus, brainstorming unique reward ideas can be a fun team activity that brings everyone together!

Create an Easy Nomination Process

The Recognize platform has the most seamless nomination process. Once you have chosen the type of nomination, you can write a message that explains why you are voting for that person and what specific behaviors or achievements they have demonstrated. The sender should have an outlet to explain why they voted for this person and how it aligned with the values and goals of the recognition program.

In comparison to mid-sized companies and large companies, the difference is in the scale and complexity of the recognition program. The programs in mid-sized companies tend to be more structured and formal, with dedicated recognition committees and a variety of rewards.  In large companies, the recognition programs tend to be highly structured and complex, with multiple tiers and categories of awards, and may be managed by a separate recognition department. Additionally, the budget and resources allocated to recognition programs also vary significantly between small, mid-sized, and large businesses.

How Recognition Differs Across Types of Employees

There are three distinct categories of non-traditional employees we’d be referring to. They are

• Frontline workers: Frontline workers are typically those who work in a customer-facing role or are involved in physical tasks such as manufacturing or construction.
• Remote workers: Remote workers work from home or a location outside the office, relying heavily on technology and communication tools to stay connected with their team members and colleagues.
• Knowledge workers: These are those who use their intellectual abilities to create value for the organization. They typically work in fields such as software development, marketing, or finance, where they use their knowledge and skills to develop strategies, solve problems, and make critical decisions.

As an employer, it’s essential to recognize the unique challenges faced by frontline, knowledge, and remote workers and implement effective recognition programs that cater to their needs.

Common Struggles for Non-traditional Employees

Non-traditional employees, such as frontline, knowledge workers, or remote workers, may face unique challenges that traditional office workers do not. Some common struggles for non-traditional employees include:

Isolation and Loneliness

Employees who work from home or are always on their feet may feel unsupported, left out, or undervalued, which can make them less engaged and less likely to interact or collaborate with others. they may miss out on company communication, social events, and team-building activities because they work in non-traditional environments and have irregular schedules.

Source: The Signa Group

 

Such feelings of being unvalued or disconnected harm their relationships, stress them out, reduce productivity, and make them less likely to stay in their job.

Loss of Motivation

Burnout and decreased motivation often go together, particularly for frontline workers who can be among the least motivated employees. Remote workers and knowledge workers may experience a lack of motivation due to various factors, including isolation, distractions, poor communication, or a lack of visibility into the impact of their work.

How to Use Recognize to Solve These Issues

By simply acknowledging those working in nontraditional spaces, you stand to boost productivity, retention levels, engagement, and trust for your workers, especially offline, remote and knowledge workers.

Tips for Recognizing Frontline Employees

Traditionally, recognition programs are offline. Since 2010, recognition platforms are going digital with social feeds, apps, and real-time notifications to spread appreciation. This switch results in offline employees being left out. It’s one more reminder of the divide between the front office and the back office. Therefore, here are some ideas for recognizing frontline employees:

Handwritten Notes

Consider taking time to write a personal heartfelt note expressing appreciation for a job well done. The act of writing a note and delivering it in person can make a lasting impact on an employee, showing that their work is valued and acknowledged.

Award Certificates

Recognize provides award certificates for free athttps://recognizeapp.com/award-certificate. Admins and manaers can print or post the certificates. They can be for years of service or for an achievement. Post the certificates to a wall in the work environment.

Broadcast via SMS

The Recognize app provides a Frontline Worker Employee Recognition program that is designed to recognize and appreciate the contributions of frontline workers, such as those in healthcare, retail, hospitality, and manufacturing. The program allows managers and peers to send customized recognition through the app and track activity on a dashboard. By acknowledging the efforts of frontline workers, organizations can increase engagement, motivation, and satisfaction, leading to improved performance and better customer experiences.

Public Recognition

Take the time to publicly recognize outstanding employees in team meetings, company events, or through social media platforms. This not only shows appreciation to the individual employee but also encourages others to strive for excellence and fosters a sense of teamwork and community. The Top Recognition Ideas from Recognize has numerous examples of people reporting how the group huddle recognitions stood out to them as impactful. Check them out here.

Celebrations and Events

Organize special events or celebrations for employees to show your appreciation for their hard work. This can include company picnics, holiday parties, or other events that promote socialization and community building.

Small Gifts

Consider giving small gifts like gift cards, branded items swag, or personalized company swag as a token of appreciation for employees. These small gestures can go a long way in showing employees that their work is valued and appreciated. Check out swag.com for swag.

Tips for Recognizing Knowledge Workers

It’s important for companies to appreciate the work of their knowledge workers to keep them happy and motivated. These employees are skilled and bring new ideas to the company. But traditional ways of appreciating their work may not work. Here are some ways to keep these employees happy:

Provide Opportunities for Professional Development

Knowledge workers are people who like to learn and improve their skills. They always want to know more and get better at what they do. To help them keep up with what’s new in their field and feel supported in their careers, offer them chances to attend training sessions, workshops, and conferences. That way, they can keep learning and growing.

Offer Flexible Work Arrangements

Knowledge workers often love to have autonomy and prefer flexibility in their work schedules. Allowing them to work from home or adjust their hours can help them balance their work and personal life, and make them happier with their job.

Create a Culture of Open Communication

Knowledge workers are often problem-solvers and creative thinkers. Encouraging open communication and collaboration can create an environment where their ideas and insights are heard and appreciated.

Celebrate Achievements

Knowledge workers often work on long-term projects, so celebrating individual and team accomplishments can help them feel recognized and motivated. This can be done through bonuses, public recognition, raises, or team outings. More on motivation here. 

Monthly Cadence

Managers should be recognizing direct reports around once a month with meaningful messages. Knowledge workers are often focused on individual projects for weeks on end. Thus, the recognition can be less frequent, the scarcity increases significance. It’s more likely to be from the heart.

Tips for Recognizing Remote Workers

As remote work becomes increasingly common, employers need to find ways to recognize and appreciate their remote employees. Remote workers often face unique challenges that traditional office workers do not, such as isolation and a lack of connection to the company culture. Here are some tips for recognizing and supporting your remote workers. At the same time, keep in mind that some people may not want to share their videos all the time. Have video optional meetings.

Fingertip Communication

Remote workers can feel isolated without regular communication with their team. Use a variety of communication channels like video calls, instant messaging, and email to stay in touch with remote workers. This will help you stay updated on their work progress and also offer support when needed. Schedule regular check-ins to maintain regular communication. Install add-ons for communication tools to track how much you speak in meetings or for daily check-ins. Slack and Teams allow companies to have group chats and individual chats. Create a variety of environments for communication. 

Recognize Achievements

Celebrate the achievements of remote workers to show appreciation. Give them public recognition, bonuses, or other rewards for their hard work. This will help them feel valued and appreciated and motivate them to continue performing at a high level.

Foster a Sense of Community

Create opportunities for remote workers to connect with their colleagues and build community. This can be done through virtual team-building activities, online social events, or even in-person gatherings if possible. Play Fish Bowl, paint together, or just buy everyone lunch and we all sit together and chat. This will help remote workers feel more connected to their team and foster a sense of belonging.

Provide the Right Tools

Remote workers need the right tools and resources to do their job effectively. Ensure they have access to the necessary software, hardware, and other equipment to complete their work. This will help remote workers feel supported and empowered to do their best work. 

What not to do

A small Seattle company that has since gone under in 2007 would tell everyone to stop downloading Photoshop to do their jobs and that they had to use Microsoft Paint. Web designers can’t use Microsoft Paint and the company suffered both in morale and productivity by not paying for Photoshop, which at the time could be a one-time period amortized over two  years.

Recognizing and appreciating employees’ contributions, whether they are frontline workers, knowledge workers, or remote workers, is crucial for maintaining a positive and productive work environment. By implementing the tips discussed in this book, organizations can show their employees that they are valued and respected team members.

Dubai / UAE – July 10, 2020: Thank you frontliners for your dedications and sacrifices wall in Ibn Battuta Mall. Large wall with thank you words from people to doctors during coronavirus pandemic.

Recognition Across Industries

Employee recognition programs are an essential part of any organization, as they help to acknowledge and reward the hard work and contributions of employees. However, the ideal recognition program strategy varies depending on the industry. Here’s how employee recognition programs differ in different industries and some best practices for implementing effective recognition programs.

Healthcare Industry

If you want to create a reward and recognition program that is effective and significant, there are some factors that you should take into account.

• Communicate with your staff to create a customized rewards and recognition program that is relevant and meaningful to their needs.
• Focus on adhering to protocols and standard practices in the healthcare industry to not only reward hard work but also achieve wider industry recognition and instill pride in your workforce.
• Encourage feedback from your team to understand their needs and improve processes, empowering them to excel in their jobs and deliver the best care possible.
• Adapt and improve your reward strategy based on feedback and input from your team, to ensure it remains engaging, motivating, and meaningful.

In the healthcare industry, recognition programs should focus on rewarding employees who provide excellent patient care, promote patient safety, and improve patient outcomes. These programs should be designed to motivate and engage employees to provide high-quality care, improve processes and procedures continuously, and maintain a culture of safety. 

Some recognition programs that work well in the healthcare industry include:

Patient Satisfaction Awards

These programs recognize employees who receive high scores on patient satisfaction surveys or positive feedback from patients and their families.

Quality Improvement Awards

Programs that recognize employees who improve the quality of patient care, such as reducing hospital-acquired infections or improving clinical outcomes, can help to foster a culture of continuous improvement and innovation.

Safety Awards

Programs that recognize employees who work safely, such as preventing patient falls or avoiding medication errors, can help to reinforce safe behaviors and prevent medical errors.

More award ideas here

 

Technology Industry

In the technology industry, recognition programs should be focused on rewarding employees who innovate, collaborate effectively, and achieve results. These programs should motivate and engage employees to continuously improve products and services, work effectively as a team, and achieve business goals. Some recognition programs that work well in the technology industry include:

Innovation Awards

These programs recognize employees who contribute to developing innovative solutions, such as new products or technologies, or improving existing products or services.

Teamwork Awards

Programs that recognize employees who work effectively as a team, such as delivering projects on time or resolving complex issues, can help to foster a culture of collaboration and teamwork.

Results-Based Awards

Programs that recognize employees who achieve business goals, such as increasing revenue or reducing costs, can help to motivate and engage employees to perform at their best and achieve organizational goals.

Check Recognize’s Badge Library for more ideas

Manufacturing Industry

In the manufacturing industry, recognition programs should be focused on rewarding employees who contribute to achieving productivity, quality, safety, and continuous improvement goals. These programs should be designed to motivate and engage employees to work efficiently, maintain quality standards, and identify opportunities for improvement. Some recognition programs that work well in the manufacturing industry include:

Performance-based Incentives

These programs reward employees based on their productivity and performance, such as the number of units produced, meeting production targets, and achieving quality standards.

Safety Awards

Safety is a top priority in the manufacturing industry. Programs recognizing employees for working safely and preventing accidents can help reinforce safe behaviors and prevent injuries.

Continuous Improvement Awards

Programs that recognize employees for identifying and implementing improvements in processes, products, or services can help to foster a culture of continuous improvement and innovation.

Banking Industry

In the banking industry, recognition programs should focus on rewarding employees who provide exceptional customer service, meet sales targets, and manage risks effectively. These programs should motivate and engage employees to maintain high customer satisfaction levels, meet sales goals, and minimize risk. Some recognition programs you could use:

Customer Service Awards

These programs recognize employees who provide exceptional service to customers, such as resolving complex issues, providing personalized service, and maintaining high levels of customer satisfaction.

Sales Achievement Awards

Programs that recognize employees for achieving sales targets can help to motivate and engage employees to meet their sales goals and drive revenue growth.

Risk Management Awards

Programs that recognize employees for effectively managing risks, such as identifying and preventing fraud, complying with regulatory requirements, and managing credit risks, can help to reinforce positive behaviors and prevent losses.

Government Industry

In the government industry, recognition programs should be focused on rewarding employees who provide outstanding public service, demonstrate innovation, and achieve performance targets. These programs should motivate and engage employees to provide high-quality public services, identify and implement innovative solutions, and achieve performance goals. Some recognition programs that work well in the government industry include:

Public Service Awards

These programs recognize employees who provide outstanding public service, such as improving public safety, protecting the environment, and providing exceptional customer service to citizens.

Innovation Awards

Programs that recognize employees for identifying and implementing innovative solutions, such as new technologies, processes, or services, can help to foster a culture of innovation and improve the quality of public services.

Performance Awards

Programs that recognize employees for achieving performance targets, such as reducing costs, increasing efficiency, and improving service delivery, can motivate and engage employees to perform at their best and achieve organizational goals. 

See an example of an award certificate around Performance here (or make your own!)

By providing recognition and rewards to employees who exhibit desired behaviors and achieve industry-specific goals, companies can create a positive work environment, foster a culture of continuous improvement, and increase employee satisfaction and retention. Whether in healthcare, technology, manufacturing, banking, or government industries, recognition programs have the potential to create a win-win situation for both employees and employers.

Case Studies

Employee recognition programs are crucial for organizational culture. Companies recognize the significance of acknowledging employees’ contributions, and studying successful case studies of other companies can help implement effective strategies. In this book, we will explore some case studies, analyze successful recognition programs’ best practices, and learn from them.

Apple

Apple is one of the most successful technology companies in the world. Its innovative products and services have transformed the tech industry and set the standard for excellence. However, Apple’s success is not solely attributed to its products but also its employees. The company has a reputation for caring for its workers, providing them with excellent benefits, and offering an engaging work environment. One of the ways Apple shows its appreciation for its employees is through its recognition program.

“Beyond,” which recognizes employees who go above and beyond their job responsibilities to deliver excellent results. The company also has a program called “Rock Star,” which recognizes employees who make a significant contribution to the company’s success. Apple also recognizes employees who receive positive feedback from customers through its “Customer Delight” program.

The recognition programs are not just limited to employees’ individual achievements. Apple also recognizes teams that work together to deliver outstanding results. For instance, the company has a program called “Team Award,” which recognizes teams that have collaborated effectively to achieve a common goal.

In a Glassdoor review, an Apple employee wrote, “Apple has an amazing recognition program where hard work is acknowledged and rewarded.”

Zappos

Zappos is an American online shoe and clothing retailer known for its exceptional customer service and employee-centric culture. The company’s employee recognition program is a crucial element of its culture and has been widely praised for its effectiveness.

Zappos’ Employee Recognition Program

Zappos’ recognition program is based on creating a culture of appreciation and recognition. The company believes recognizing employees for their hard work and contributions are essential to creating a positive work environment and fostering employee engagement. The program is designed to be inclusive, encouraging all employees to participate and recognize their colleagues’ achievements.

The program has several components, including peer-to-peer recognition, manager recognition, and company-wide recognition. Peer-to-peer recognition is a fundamental part of the program, as employees are encouraged to recognize their colleagues’ achievements through a platform called “Zollars.” Zollars are points that employees can award to their colleagues for excellent work, which can be redeemed for various rewards, including gift cards, trips, and merchandise.

Manager recognition is another important aspect of Zappos’ program. Managers are trained to recognize employees who go above and beyond their job responsibilities and provide them with feedback and support. The company also has a formal recognition program called the “WOW program,” where employees can nominate their colleagues for outstanding work. The WOW program is a way for employees to receive recognition from their managers and peers and is an excellent way to boost morale and motivation.

Dev Pro

Dev. Pro is a technology company that provides software development services to businesses. They specialize in web and mobile application development, cloud computing, and machine learning.

Dev.Pro’s Recognition Program

Dev.Pro uses Recognize, an employee recognition platform, to provide their employees with a more personalized and meaningful recognition experience. With Recognize, Dev.Pro’s employees can choose the rewards that they find most appealing, which increases the impact of the recognition. The platform’s ease of use enables Dev. Pro to recognize their employees in various ways, such as hosting incentives for blood donations, vaccination drives, and other initiatives that come up on the fly. Dev. Pro’s administrators can quickly create these initiatives in Recognize, and they have found them to be wildly successful in increasing employee engagement and excitement. To keep things interesting, new rewards are frequently added to the platform.

Overall, Dev. Pro’s innovative approach using Recognize has helped them to reinforce positive behaviors and value their employees’ contributions in a unique and impactful way.

For more information on this case study, click here.

Teach First

Teach First is a UK-based non-profit organization that works to end educational inequality by recruiting, training, and placing teachers in schools that serve low-income communities. One of the challenges they faced was retaining their employees, especially their most talented and dedicated staff. Teach First realized that simply offering monetary rewards wasn’t enough to keep their employees engaged and motivated.

Teach First’s Employee Recognition Program

Teach First partnered with Recognize to create a recognition program that would acknowledge and appreciate their employees’ hard work and dedication. Teach First implemented a points-based system using Recognize’s platform, allowing employees to accumulate points by receiving recognition from their colleagues and managers.

Teach First also incorporated company values and behaviors into their recognition program, so employees would be recognized not only for their accomplishments but also for embodying the organization’s mission and values. The points earned could then be redeemed for a variety of rewards such as gift cards, merchandise, and experiences.

Through this recognition program, Teach First aimed to foster a culture of appreciation and gratitude, promoting employee engagement and retention. The use of Recognize’s platform allowed for easy and efficient recognition, providing employees with a meaningful and personalized experience.

If you want to learn more about Teach First’s recognition program, click here.

Target

Target is a well-known book company that has been in business for nearly 60 years. The company’s employee recognition program is integral to its culture and has been highly praised for its effectiveness. This article will review Target’s recognition program, including its design, benefits, and real-life examples.

Target’s Employee Recognition Program:

Target’s believes recognizing employees for their hard work and contributions is essential to creating a positive work environment and fostering employee engagement. The program is designed to be inclusive, encouraging all employees to participate and recognize their colleagues’ achievements.

Peer-to-peer recognition is a significant part of the program, as employees are encouraged to recognize their colleagues’ achievements through a platform called “Bullseye Awards.” Bullseye Awards are points that employees can award to their colleagues for excellent work, which can be redeemed for various rewards, including gift cards, trips, and merchandise.

Target also has a formal recognition program called the “Teamwork Award,” where employees can nominate their colleagues for outstanding work. The Teamwork Award is a way for employees to receive recognition from their managers and peers and is an excellent way to boost morale and motivation.

Cisco

Employee recognition programs are a crucial element in retaining employees and fostering a positive workplace culture. One company that has received attention for its employee recognition programs is Cisco, a multinational technology corporation.

Overview of Cisco’s Employee Recognition Program

Cisco’s employee recognition program rewards exceptional performance, effort, and teamwork through various methods, such as peer-to-peer recognition, manager recognition, and long-service awards. The long-service program acknowledges employees’ loyalty and dedication to the company with gifts, certificates, and other incentives.

Studying successful recognition programs of other companies can help organizations identify best practices, learn from mistakes, and implement effective strategies. Organizations can create recognition programs that suit their unique needs and company culture by analyzing case studies of other companies’ recognition programs. Ultimately, a successful employee recognition program can lead to a more positive work environment, increased employee satisfaction, and a more successful organization.

How You Know You Are Successful

Implementing an effective employee recognition program can be a challenge, but knowing that it’s working is just as important. The following are signs that your employee recognition program is successful.

Increased Employee Engagement

Increased employee engagement is one of the most significant indicators of a successful employee recognition program. When employees feel recognized for their hard work, they become more engaged and invested in the company’s success. 

Increased Productivity

An Aon Hewitt report shows that workplaces with high engagement are 78% more profitable than those without. When employees feel appreciated for their efforts, they are more likely to keep performing at a high level. This can lead to increased output, improved quality of work, and more efficient use of time and resources.

Reduced Turnover

Employee turnover can be a costly problem for companies in terms of time and money.

If a company has a good culture where employees feel valued, they are less likely to leave their jobs. A report by Hays found that almost half of the employees who quit their jobs did so because they did not feel recognized.

Improved Company Culture

Finally, a successful employee recognition program can help improve the overall company culture. Employees who feel recognized and appreciated tend to be more loyal and committed to the company’s success. This can lead to a more positive and supportive work environment, which can benefit the company in numerous ways. For instance, 96% of users of Recognizeapp.com say they feel more connected to their employer thanks to a formal recognition program.