Every employer should have a clear vision of what they expect from recognition programs. They should also have an idea of how it can impact their business objectives.
It could be starting with a new employee recognition program or updating your existing program. Your team should be in a position to answer all the important questions such as:
- What behaviors will earn a reward?
- How do you demand desired behaviors?
- How often should you recognize good behavior?
How do you build a better employee recognition program?
1. Get a clarified version
Before going on to implement employee recognition programs, you must have a clear objective on what your goals, expectations, and results would be. Understand the cost you need to spend.
2. Come up with a committee
When you want to implement an employee reward and recognition program, the first thing you have to do is to build a committee. Despite your company size, you need to appoint a few members to implement, manage and establish reward programs.
3. Develop the overall characteristics
You need to develop the traits you need to build an efficient employee recognition program. For example, it should be timely, frequent, specific, and value-based.
4. Understand the criteria
Set the needed criteria to get rewards and appreciation. It should be rewardable, recognizable and meaningful. You need to have an idea of what you need to recognize. Encouraging behaviors that would lead you to flourish is a must.
5. Take time to successfully implement the program
Create awareness on what you can expect from the program, how to utilize it, the benefits involved and how to utilize it on a daily basis among your employees. Let the program remain easy to understand and execute.
6. Give employees a voice
Make the program process fun! Brainstorm ideas with your employees and encourage them to suggest the types of rewards they’re most interested in. Make your employees aware of the program, the benefits, and ask for their feedback and inputs.
7. Align with the company goals
Take the help of your managers, supervisors and senior management to promote the program and use it on a regular basis. Ensure that you see positive results when you align them with your team goals.
8. Measure the impact
Look at the aftermath of implementing an employee recognition program. How well did it align with your goals? What benefit did you achieve? Keep measuring it regularly. Revisit whenever you need to. This will lead you to improve consistently. You can choose a performance management system to make things easier for you.
Conclusion
Every team needs to nurture a solid employee-first kind of culture. Being a part of a proactive team is all about involving creative ideas to ensure work harmony. With employee appreciation and recognition plans, you are inviting happy work hours. That’s what we all wish for during these troubling pandemic times, isn’t it?
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Your company has come a long way since opening and it's time to scale.
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Maybe it’s a good thing that we can’t
There is however, one mindset out there which could provide positive learning to all of us from businessmen to babysitters; and it’s especially useful to an online business owner.
Let’s analyze what goes on in the mind of a startup company’s founder/s and look for our learnings there.
For this reason, the founder/s must be steadfast believers and unerring in their opinions of their product or service.
Founders find themselves faced with problems from the onset including doubt, bankruptcy, and loneliness working as a sole proprietor or partner in a business.
However, by their very nature, they are often of a personality type which is optimistic, open to new ideas, constant racing thoughts and invariably – little need for sleep!
