Give Employees A Reason To Shine
Motivating employees to be at their most productive is no easy feat. While some are easier to encourage others take time. One tried and trusted way to get results is by maintaining an effective recognition program.
Recognizing others for their efforts is highly motivating because let's face it: who doesn't want to get credit where it's due? However, research also shows plain recognition is not enough; an award system – whether expensive or not – helps as does opening avenues for growth.
How to create a recognition program
To arrive at an effective program, you need to lay down criteria that get workers recognized. The program shouldn't exclude anyone no matter where they are on the company's hierarchy. The criteria, therefore, will have to be general enough so no one is left out but streamlined such that it creates healthy competition.
Once you've drafted a rough guide decide how the awards will be delivered. If there's to be a ceremony then you'll have to expand the budget a bit. If it's virtual you won't need to spend but will have to speak with the IT department to make provisions to feature deserving employees on the website.
Choose awards
Awards can take on any form and shape but you want them befitting the recognition. Crystal awards, among the more expensive forms, can be reserved for top awards like 'employee of the year' or a similar deserving position. Wood and metal can be used for awards bestowed more frequently like 'best call center executive of the month'.
Though the cost of awards isn't the driving force behind an employee's desire to work hard it does add a little more incentive. So no matter what style you choose, try to reserve expensive ones like crystal awards for coveted titles.
Spread the word
It's time to let everyone know there's something to look forward to every month and every year. Use the intranet to send emails, put it up on the notice board and tell department heads to inform those under their wing. Any changes to the program should be intimated as early as possible so no one misses out.
Recognize and track
Once the program gets underway and the first award has been presented it's time to keep track of who the nominees were, who won and other details surrounding the program. This is important because there may be employees and departments that perform consistently well in which case they may be up for a top award at the end of the year. More importantly, keeping track of such points lets you know if the program is being conducted fairly, whether there's any bias and if communication is efficient.
When planning a recognition program the goal, aside from motivating employees, should be to instill changes in workflow and maintain ethics. Seeking recognition while trampling over everybody else should be discouraged and this can only come about through teamwork and good work practices followed by leaders.
To keep the program fresh, consider surprise awards so employees are eager to stay on their toes. This also prevents the concept of awards from becoming an entitlement. Also, if the idea of a monthly award seems too repetitious let the program state that they'll be handed out randomly.
Recognizing others for their efforts is highly motivating because let's face it: who doesn't want to get credit where it's due? However, research also shows plain recognition is not enough; an award system – whether expensive or not – helps as does opening avenues for growth.
How to create a recognition program
To arrive at an effective program, you need to lay down criteria that get workers recognized. The program shouldn't exclude anyone no matter where they are on the company's hierarchy. The criteria, therefore, will have to be general enough so no one is left out but streamlined such that it creates healthy competition.
Once you've drafted a rough guide decide how the awards will be delivered. If there's to be a ceremony then you'll have to expand the budget a bit. If it's virtual you won't need to spend but will have to speak with the IT department to make provisions to feature deserving employees on the website.
Choose awards
Awards can take on any form and shape but you want them befitting the recognition. Crystal awards, among the more expensive forms, can be reserved for top awards like 'employee of the year' or a similar deserving position. Wood and metal can be used for awards bestowed more frequently like 'best call center executive of the month'.
Though the cost of awards isn't the driving force behind an employee's desire to work hard it does add a little more incentive. So no matter what style you choose, try to reserve expensive ones like crystal awards for coveted titles.
Spread the word
It's time to let everyone know there's something to look forward to every month and every year. Use the intranet to send emails, put it up on the notice board and tell department heads to inform those under their wing. Any changes to the program should be intimated as early as possible so no one misses out.
Recognize and track
Once the program gets underway and the first award has been presented it's time to keep track of who the nominees were, who won and other details surrounding the program. This is important because there may be employees and departments that perform consistently well in which case they may be up for a top award at the end of the year. More importantly, keeping track of such points lets you know if the program is being conducted fairly, whether there's any bias and if communication is efficient.
When planning a recognition program the goal, aside from motivating employees, should be to instill changes in workflow and maintain ethics. Seeking recognition while trampling over everybody else should be discouraged and this can only come about through teamwork and good work practices followed by leaders.
To keep the program fresh, consider surprise awards so employees are eager to stay on their toes. This also prevents the concept of awards from becoming an entitlement. Also, if the idea of a monthly award seems too repetitious let the program state that they'll be handed out randomly.
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