- Fares Laroui
- December 12, 2019
How to implement a successful Recognition Program
Getting your employees onboard with your vision, effectively conveying your company culture and retaining your most valuable talents are nice objectives to set, and hopefully to achieve. However, putting them into practice is often a tricky task for organizations.
In a previous blog post, we discussed “employee recognition programs” as one of the many tactics that businesses can use to achieve these objectives.
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The many benefits these programs bring, such as increased productivity, lower voluntary turnover, and obviously high engagement rates make them a must-have if businesses are to stay competitive.
But how can you ensure your recognition program will be a success? And what steps must you take to guarantee the smooth implementation and wide adoption of your program?
In this blog post we will try to answer these questions with a step-by-step guide to the successful implementation of a recognition program.
Steps to implement a recognition program
1. Listen to your workforce
The decision to adopt a recognition program is always driven by the need to engage employees and enhance their work experience. It is crucially important to run quantitative and qualitative research studies to learn whether your workforce is satisfied, what they expect from their management teams, and what initiatives they believe can change the situation for the better. In this way you will be able to provide your workforce with a recognition program suited to their needs.
2. Set clear objectives
Once you have identified the areas for improvement, the next step is to determine the key objectives of the recognition program. These objectives must be tied to your business mission and vision. Such objectives may include: Reducing the employee turnover rate, improving productivity and customer satisfaction, promoting inter-departmental collaboration, and increasing employee engagement.
3. Select the program’s main criteria
The main criteria of your recognition program should be centered around three main questions.
What kind of actions should be recognized and rewarded?
The actions and behaviors that can result in recognition and public praise have to be directly tied to your business’s overall objectives and vision.
For example, if customer support is a top priority for your business, the employees with the highest satisfaction ratings and/or the most completed support tickets will be publicly praised for their achievements.
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How should we recognize employees, and how often?
There are a multitude of ways in which you can recognize the good work of your employees. Recognition has to be frequent and can be verbal, written, or tied to tangible rewards such as bonuses, gift cards, tokens, etc.
There has been a growing interest in recognition from tech companies in recent years. This has resulted in the appearance of a number of platforms dedicated to recognition and reward, and new initiatives by platforms such as LinkedIn that give users the opportunity to praise their peers for their efforts.
Digital workplace solutions are also adopting such techniques to facilitate and promote public recognition in the workplace. For example, our recognition add-on at eXo Platform, “the kudos add-on,” is designed to encourage peer-to-peer recognition and improve engagement. The kudos add-on is directly tied to our “wallet add-on” which gives a monetary value to each kudos.
So whether you opt for recognition software or a digital workplace with a built-in recognition feature, keep in mind your teams’ preferences and your business objectives, and choose the rewards that your employees are most interested in.
Who should the recognition come from?
The most common form of recognition is top-down, although it is not enough on its own. It has been proven by a number of studies that peer-to peer-recognition is equally important in boosting morale. Promote a collaborative culture and push employees to go the extra mile.
" 90% of workers stated that values-based, peer-to-peer recognition makes them more satisfied with their work "
Communicate the launch of the program
Every new launch needs hyping and promoting, and introducing a recognition program is no different. If you opt to implement recognition software or a new recognition feature to your digital workplace, make sure to provide your employees with a launch date, communicate its benefits, and explain its basic features. This will help you create buzz and anticipation and prepare your employees to use the program to its full potential.
Recognition is a topic that has gathered increased interest from businesses in recent years, due mainly to the changing dynamics in the workplace, increasing competition for talent, and the new wave of new technologies. Implementing a recognition program can help businesses to attract and retain the best talents and improve their overall productivity.
Here at eXo, employee recognition is one of the main pillars of our new vision to provide our clients with a solution capable of empowering employees and improving their work experience. A number of ambitious projects (such as the gamification add-on, the eXo Wallet, and kudos) have been introduced in the last couple of months to make this vision a reality.
If you would like to know more about the topic of employee engagement and recognition, and our various add-ons, make sure to visit our blog and subscribe to our newsletter.
- Tags: Employee engagement, Tips & Tricks
I am a product marketing specialist at eXo. My role is to assist marketing and sales teams in their operations and present our digital workplace solution to the world. I mainly blog about the latest tech trends, digital transformation, internal communication and how to navigate through eXo Platform.
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