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
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.
For
more information on Ultimate Choice Inc.’s products or services or other white
papers please contact us at Ultimatechoiceinfo@cox.net
