Recognition Certificates

Can you tell me about how to develop an employee recognition program?

Public Comments

1. If you are the employer---a great incentive is to pay your employees a little extra for showing up everyday of the work week and being punctual. My husband gets paid a dollar more an hour for this....he makes sure he gets out of bed and to work on time too! And he only misses when he absolutely has to. Also, for working hard and showing initiative, he gets bonuses---usually about twice a year. Flat out, money talks---and people respond to it. Best advice I have. Hope it helps.
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3. When it comes to employee recognition, it's not always about a monetary incentive. There's private recognition and public recognition. It could be a manager hand delivering a certificate to an employee or congratulating an individual in front of their peers for a job well done. Depending on your budget and your organization, you may want to review your company's goals and objectives. This is a good place to start especially in determining how to recognize and why the employee is getting recognized. If you have measurable objectives this will allow for fairness and consistency. It will also prevent perception of favoritism. But recognition shouldn't only be about measurable objectives. You need a good combination of both. Try to align your program with the company's value or mission. If your company values team work, what would a team recognition look like? i.e. Recognition could also be a team accomplishing a goal such as meeting a deadline and having a potluck picnic where the company provides the entree and the team brings a dish to pass (again, depends on your budget). If your organization receives customer feedback on a regular basis, you could use this feedback to distribute recognition certificates and post all the positive feedback in a high traffic employee area such as the lounge or entrance. In addition to this, inviting key employees to be a part of a focus group to determine what would be best for your organization. You'll want your recognition program to mean something to the individuals you are recognizing. When you have this focus group, be honest . . . let them know what your ideas are, ask for suggestions, let them know your budget, and even have them be a part of the employee recognition committee. If you don't know who to invite, get recommendations from other leaders in your organization, and/or communicate at team meetings that you are looking for volunteers to be a part of the committee. Lastly, HAVE FUN!!! Good luck on your new program!!