A Check List to Solve the Typical Employee Recognition Program Problems

Here is a list of some of the issues we hear from many of our first time clients about problems they’ve had with their past employee recognition efforts. It also contains some simple ways of how to avoid them:

Lack of Use

Use it or lose it!  In our opinion the single biggest reason that most programs fail is because they aren’t used.  For a variety of reasons many managers just don’t use them as much as they should.  This is often a simple communication, training and feedback issue.  Make sure they understand the program.  Then take the time to educate managers on how to use it and hold them accountable.  A simple monthly report to all managers copied to executive management can work wonders. 

Give Your Employees Award Choice

Make sure the awards you have for your employees give them choice. Remember it’s not what you want them to have it; it’s what they want that counts.  If you have the time and platform to accommodate all types of awards and lifestyle activities, then make sure you use as many as you can.  If not, consider any of several gift card systems that offers hundreds of the most desired retail and lifestyle gift cards available.  

It’s Not Always about Bottom Line Results 

Employee recognition is not always about the bottom line results, it needs to be about reinforcing a company’s values like enthusiasm and a positive attitude. Positive mental attitudes are a big reason successful companies are successful! Of course you want to reinforce positive behaviors that lead to improved measureable performance, just make sure your program has a balance.

Don't Use Cash Rewards

Don’t confuse recognition with compensation. There is a wealth of research to suggest that recognition and praise is a better motivator than cash. The last thing you want to do is having employees mistake your program for salary or a bonus. Time and again we here from clients that wished they had never started their recognition with cash as it is now an expected part of compensation.

Remember Team Recognition 

While your program should be about individual performance, you also need to focus some of your energy and budget on recognizing team effort. This can be especially important for companies with a large mobile or flexible workforce.       

Be Fair 

 This should go without saying it but make sure that all your program rules are fair.  Individual employee recognition can be somewhat subjective.  Keep it as objective as possibly showing a clear and logical decision-making process.

Start Small and End Big

Small recognition daily ends up creating habits that last.  Research shows that continuous and consistent recognition using minimum awards will provide better results that sporadic recognition to only a few using larger awards.

Use an ROI

One of the first things financial management looks at when considering a budget reduction is an employee recognition program, especially when viewed as nothing but a feel-good-activity. Align your program with your businesses goals as a performance driver.  Use monthly reporting to recognition with results and always calculate business impact and ROI.

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