Essential Guidelines For Effective Recognition

When designing an effective recognition program

, you need to establish criteria for what performance or contribution constitutes behavior or actions that warrant recognition.

All employees must be eligible for the recognition.

The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized.

Anyone who then performs at the level or standard stated in the criteria receives the reward.

The recognition should occur as close to the performance of the actions as possible, so the recognition reinforces behavior the employer wants to encourage.

You don't want to design a process in which managers "select" the people to receive recognition. This type of process will be viewed as "favoritism" or talked about as "it's your turn to get recognized this month." This is why processes that single out an individual, such as "Employee of the Month," are rarely effective.

Earl Nightingale (the American motivational speaker and author known as the "Dean of Personal Development) once said We will receive not what we idly wish for but what we justly earn. Our rewards will always be in exact proportion to our service. What better way to motivate and inspire your employees than to recognize their efforts and hard-earned achievements?

It is imperative that you set attainable, measurable goals for your employee recognition awards program to be a success. In order to be well received, an effective recognition program will include the following:

Provide reward points for positive contributions

Employees collect and redeem points for special rewards

Select the awards for your program

Automated reminders and confirmations keep employees engaged

Perfect for sales incentives, healthy lifestyles, attendance, customer service recognition, safety awards, and more.

So what are you waiting for? There is no time like the present to inspire and encourage your employees with an effective recognition program.

by: Laura Williams

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