Do you have an employee recognition program? If so, you’re in good company. According to a recent Society of Human Resource Management/Globoforce study of 738 human resources professionals, 80 percent of organizations do as well. Fifty-six percent said their program has a positive impact on recruitment and 68 percent praised its value for retention.
With those benefits in mind, it makes sense to promote your employee recognition program internally. After all, employees want to be praised. Praise yields higher productivity, innovation, and job satisfaction. A study by Cicero found recognition to be the most important driver of employee performance. At 37 percent it ranked higher than increased pay or promotions.
As with many programs, communications is the key for success. Messaging should be clear. It’s important to make sure key stakeholders are on board from the start. Doing so shows high-performers that you’re paying attention. It also engages and informs your staff around the idea that employees are valued for their contributions.
Here are five ideas on how you can communicate the value of work well done.
1. Create a Brand for your Employee Recognition Program
Branding your program adds credibility. Employees are more likely to view content branded from the company versus content branded from your carriers, says a study from Prudential. The brand of your employee recognition program should connect staff with what you need them to think, feel and do have a successful program. Once your brand is in place and recognizable, your employee will want to be a part of the program.
A brand is a look and feel that is unique to your company. It could be as simple as a catchy tag line or a logo that connects employees with the vision and values of your employee recognition program. Incorporate the brand in emails, posters, publications, postcards, employee handbook, company branded website, videos, webinars, intranet, etc. Communicate about the employee recognition program often. Repetition is the key to retention.
2. Publicize your Employee Recognition Program
Make it easy for people to get involved or apply to the employee recognition program. Help them to understand what’s required to earn recognition and how they can be successful. Highlight examples of past high achievers and invite employees to share their stories.
Announce employee recognition activities in team meetings. Keep communications consistent and as frequent as possible. This will keep the program front and center for all employees.
3. Provide Tangible Rewards
Inspire managers to personally recognize employees for their efforts. Employees often keep personalized company-branded plaques and certificates on their desks or walls. Those materials may inspire their co-workers.
Your employee recognition program may include monetary rewards, like cash or gift cards. Other rewards include extra time off, tickets to sporting events, accessories like watches or new electronics like headphones or tablets.
Pair all rewards with thank you notes. Research out of Harvard Business School found authentic thank you’s from leaders motivate employees. 180 employees watched short videos that personally thanked them for contributions. Compared to a control group that didn’t watch videos, those employees had a 7 percent increase in performance.
4. Showcase Success Stories
Employees love to read about their colleagues – and to be inspired by them. That’s why it’s great to showcase those high-performers who make a difference. Feature them in organizational publications, on intranets, and other media as appropriate.
Schedule a specific day each month to launch and broadcast these communications. Create social gatherings to promote your employee recognition program. For example, every third Wednesday is employee recognition day. Your company can provide snacks in a common area. The tangible rewards, mentioned above, can be distributed in front of colleagues. Seeing their peers lauded may encourage other workers to put forth extra effort.
5. Get Leadership Sponsorship
Employees like the continued support of upper management. Yet, a Gallup poll of over 30,000 workers showed only one-third received praise for a job well done over the past week.
Have leaders promote your employee recognition program so employees know management is on board. This helps the employees understand that the company is invested in their growth and recognizes their contributions.
Make sure your employee recognition program is honest, authentic and aligns with your company’s values.