86 HR MAGAZINE SEPTEMBER/OCTOBER 2018
tion program, it’s time to put one in
place. To get the most impact from
the one that you create, it must be
tailored to your specifc organization.
HR professionals rate these programs
more highly when employee recognition is aligned with organizational
values and integrated with the organization’s talent strategy.
Eforts to improve your company’s
workplace culture should include
positive relationships and teamwork,
a compassionate and caring culture,
employee appreciation, an inclusive
culture, organizational pride and
learning and growth opportunities.
Most importantly, a company
should have a feedback environment,
which includes the ability to provide
continual, informal feedback, whether
it be between managers or peers.
All of these eforts will help companies recruit the right employees,
keep them in the company for a long
time to come and make them feel like
they are part of an accepting group
that rewards them for their eforts.
13 TIPS TO LAUNCH A SUCCESSFUL
EMPLOYEE RECOGNITION PROGRAM
One of the biggest challenges for
HR professionals looking to start or
manage an employee recognition
program is lack of managers’ buy-in and
consistent nominations for employee
recognition. For others, the process is
too cumbersome, the program is not
applicable to all types/levels of staff or the
rewards are given to employees by those
who are out of touch with recipients, such
as upper management.
So how do you ensure your
recognition program is effective, well-received and not a burden on your
already busy schedule? Here’s what
HR professionals surveyed in the Using
Recognition and Other Workplace Efforts
to Engage Employees said makes their
recognition programs great?
1. Ties to values.
2. Ties to performance.
3. Ties rewards to engagement survey.
4. Includes individual and team performance.
5. Tracks metrics to ensure broad recognition among employees.
6. On-the-spot recognition is immediate and easy.
7. Small awards that don’t require approval.
8. The program is developed with input and help from employees.
9. The program is tied to business outcomes.
10. Personal involvement and support from the CEO/executives.
11. Opportunity for any employee – not just management – to recognize others.
12. Live feed where anyone can offer recognition.
13. Gamification – turn it into a game with rules, points and other typical
elements of game playing.
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