As you can imagine, I often have conversations about Employee Recognition and how the power of recognition brings us closer to meeting our business goals. Employee Recognition programs work for many reasons, but ideally Peer-to-Peer recognition helps place control directly with the employee and helps remove the politics of recognition. However, many Employee Recognition Programs include manager to employee elements (such as employee of the month or employee of the quarter), so to remove the potential view of political recognition, it’s important for managers to be consistent and fair. Consistency cannot occur without training and the right reporting.
Employee Recognition Manager Training
Consider including on-line, just-in-time, training as part of the manager recognition process. Provide ongoing refreshes about the activities that support the Employee Recognition program, the behaviors that should be recognized and how to correctly recognize an employee. You want them to know the power of recognition as a business practice that improves performance and results
Making people feel important, by recognizing them for what they do, is a management practice that improves performance every time, but without the proper training, integrated into the recognition activity, recognition may be either under-utilized or incorrectly used.
Employee Recognition Manager Reporting
Which brings us to the second point – reporting. No matter how well-constructed your Employee Recognition program is, no matter how much training you have provided to your managers, reporting and communications are vital. Once training is completed, the only way to ensure consistency is through reporting. Reporting provides you insights into:
- Which managers are not using recognition
- Which managers are using recognition
- What activities are being recognized
- What activities are not being recognized
Mapping all of these data points provides you the additional insights needed to talk to your managers, discuss the gaps, develop remediation plans and create a continuous improvement loop in your employee recognition program.
About the Author
Jeff Ford is a co-founder of Perks and was the original architect of Perk’s SaaS incentive solution. Since the inception of the company, he has spearheaded the direction of everything from IT to Operations to Finance. He is passionate about technology and how the web has truly changed how we work and motivate our employees, partners and customers. Jeff’s background, prior to Perks, was spent as a solution architect, web developer and as a controller in the distribution and logistics industry. He holds a Bachelor of Business Administration in Accounting, from the University of Central Arkansas. He brings his dog Xee to work every day and considers himself lucky and proud to be a part of such a great team.More Content by Jeff Ford