Recognition Programs

Employee motivation continues to be a critical part of an individual's success in the workplace. While it is not the only indicator of performance, it can play a big part in whether an individual is contributing to their fullest potential. Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward any goal. {{cn]] The motivation tactic discussed within this entry is strictly related to organizational goals.

Peer Recognition Programs

A cornerstone for recognition programs in many organizations today is peer-to-peer recognition. Acknowledging and appreciating peers enhances communication, fosters genuine connections, and builds a culture of positive recognition in the workplace. Whether through peer-to-peer or employer-to-employee recognition, employees who are recognized regularly tend to increase their personal productivity, maintain happier customers, engage their colleagues, feel more committed, and have a stronger sense of purpose. There are five components to an effective peer recognition system that organizations must follow to ensure their employees support the initiative.

Intrinsic Rewards: Employee Recognition Programs

Intrinsic rewards such as employee recognition programs are gaining popularity as they have proven to help motivate employees, and improve overall employee morale. Everyone enjoys a simple "Thank You" or "Kudos" in the workplace when it is genuine and un-expected. Recognition programs can range from spontaneous, and private thank you's to formal publicized programs. Public recognition is a great way to recognize people in front of their peers as it can result in several benefits such as: motivating the employee being recognized, as well as motivating their peers to step up their performance in hopes of receiving recognition as well.

Recognition programs have also been used within groups that are going through a change-management process. It is positive way to maintain good performance and raise morale when it is needed the most.

For a recognition program to be successful, managers must include the following:

Recognize Individual Differences - Maintain a program that respects all individual differences and backgrounds. It is also key to clearly identify the behavior that is worthy of recognition. This will help ensure that employees are going above and beyond their individual role expectations. This will also help to alleviate abuseof the program.

Allow Employees to Participate - Allowing the employees the opportunity to recognize their peers will help to improve teamwork, inclusiveness, and overall morale. It is key to include employees in the decisions that potentially impact them. Including them in the initial design process allows them to feel as though their input is valued. This will improve their commitment to goals, and job satisfaction.

Link Rewards to Performance - Rewards should always be contingent upon performance and guidelines set up in the design process.

Reward Nominators - Rewarding those individuals who take the time to nominate their peers should be recognized as well. This will help promote the recognition program, and contribute to its success. Rewarding the nominators could be as simple as drawing a name at random quarterly.

Visibility - Ensure that when rewarding individuals it is communicated in a way that will allow for their immediate supervisor to be notified, or assist in delivering the reward. Public recognition as stated above is a great way to not only motivate the employee being recognized but also motivate their peers as well.

Software - There are also numerous pieces of software, such as Kudosnow.com that have been created to help managers raise morale by automating some of the techniques identified above.

M.Berrios 2008

References

Robbins, S.P., & Judge, T.A. (2008). Essentials of Organizational Behavior. Upper Saddle River, NJ: Pearson Prentice Hall.