How Should You Structure Your Employee Recognition Programs?

Are you looking for a way to make your company stand out from the crowd? If so, you are probably thinking about recognizing your employees for the great job they do every day. One of the ways to do so is to leverage employee recognition programs for your business. This is a great way to let your employees know just how much they are valued and appreciated, which could convince them to stick around. Just what do you need to do to structure this program? Take a look at a few key tips below, and do not hesitate to reach out to an expert who can help you with your program.

1. Identify the Criteria

First, you need to take a close look at the criteria you want to use to decide which employees get recognized through the program. One of the best ways to figure this out is to reach out to the managers of your individual departments. See what types of actions they find are most beneficial for meeting their key performance indicators. An employee who deserves recognition in sales is not necessarily the same as an employee who deserves recognition in IT. Figure out what criteria you want to use to decide which employees to recognize.

2. Decide on the Way To Announce the News

One of the reasons why your employees should like this program is that they will have their nomination announced to the entire company. At the same time, you need to think about how you want to announce the news. Do you want to use a social media post to announce that someone has been nominated for the program? Or, do you want to use an email newsletter to announce the program’s recipients to everyone? You might even want to put the announcement in the company newsletter. There is a chance that your employees might want to use this on their resume, so be sure to give them a certificate or something similar.

3. Consider the Benefits

While it is certainly fun for employees to be included in the program, you need to think about what types of tangible benefits you will give them. There are plenty of options available. For example, you might want to think about giving the winners an extra vacation day. Or, you might want to simply give them a cash bonus. If you really want to get creative, you should think about giving them a free vacation or trip somewhere. They can even choose to bring in lunch for the whole team, which the company will pay for. Decide on the types of benefits you want to include as part of the program.

4. Ask for Feedback

The next step is to roll out the program, but the job is not done just because the program has gone live. You need to pay close attention to the program to see how everything is going. Then, make sure there is a portal for your employees to provide their feedback. You might have overlooked certain actions that need to be included in the program. Or, you might realize that there are other benefits and rewards your employees are interested in that could be better than the options you already have available. If you talk to your employees to get their feedback, you will have an easier time getting them to buy into the program itself.

5. Expand the Program and Market It

Finally, as the program gets going, you might want to expand it. There are a lot of programs that start by focusing on only one department. If the program goes well, then you might want to expand it to include other departments. Or, you might want to consider partnering with other local businesses that would be willing to sponsor the awards you give out. Keep in mind that you can also roll this program in with your marketing team. They can advertise the program and use it to attract talented individuals to come and work for your company. When people know that they have a chance to be recognized and receive additional rewards, they could be more likely to join your company.

Use a Strong Employee Recognition Program to Build Your Business

In the end, these are a few of the most important tips you need to follow if you want to put an employee recognition program to work for your business. There are plenty of ways for you to design your program, and the right program for one company may not be the best option for yours. You need to think about the industry in which you work and what you think your employees want. Finally, do not hesitate to reach out to a consultant who can help you get the most out of your program.