Employee engagement - Five steps to workplace recognition
Workplace recognition is key to raising productivity, improving customer service, increasing employee retention and, ultimately, driving company profitability and growth. It's hard to ignore a practice which is so simple yet brings so many benefits. However, setting up a recognition scheme, or pulling together the various ‘recognition initiatives' within your organisation can seem a daunting task.
Our five-point reward and recognition scheme set-up plan provides a step-by-step guide to the key areas you'll need to cover.
1. Define the corporate goals and values
A recognition scheme needs to acknowledge and reward people for behaviours and performance which support your organisation's targets, objectives and culture. You therefore need to define these and then set clear, realistic and measurable objectives against them. Most schemes will support the organisation's core values, while also helping to drive business objectives.
2. Define the programme
The overall scheme identity should capture the spirit of the programme, company identity and company culture. Decide the main components that will be included in the scheme (e.g. employee of the month, peer-to-peer recognition, top performers' club). Define the mechanic for each of these elements. Consider how they are communicated, approved, presented and rewarded.
3. Rewards and recognition
Ensure the value and type of rewards offered are the right fit for your target audience. They should be desirable, attractive and appropriate in value. Remember, recognition is as important as reward. Think about how rewards are presented or delivered.
4. Communication and commitment
A recognition scheme should be treated as an internal marketing campaign. Create a communication plan that includes all aspects of the scheme. This should incorporate the build up to launch, posters, communication through email and/or intranet, recognition and reward packs, announcement of winners, newsletters etc.
Look at how your communication will reach and effect a typical employee and ask, does it work? Many schemes are now delivered through online recognition platforms which offer an excellent way of communicating and consolidating your recognition initiative.
Hold executive level briefings to ensure your management team and line managers understand the ethos of the scheme and are 100% on board.
5. Manage the programme effectively
Regular reporting will provide insights into scheme engagement levels and will establish how effective particular elements of the scheme are. Ensure you have a way for managers and employees to provide feedback and take this into account moving forward. Be prepared to adjust the scheme as necessary, both to react to findings from feedback and also to keep your scheme fresh.
Active are experts in delivering employee engagement and recognition programmes. Our online recognition platform provides a comprehensive range of modules to help you build a successful reward and recognition strategy for your organisation. To find out more please contact us.
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