You and I know that recognition and reward programs have to be designed with the right business rules to make their use fair and equitable.
This is especially the case where performance-based recognition and reward programs exist. Such programs have their own rules for who is eligible to give and receive rewards.
Reward programs where peers nominate someone to receive a reward may even require that a manager approve of whether the desired recipient should receive the reward.
And yet there are some organizations who say they don’t want a manager’s approval at all. This takes too much time to approve a reward nomination. How will it look to employees?
However, I am here to tell you it is okay to have managers approve reward nominations.
Maybe you’ve already gone through a budget cut. If not, it might still happen. And then again, if you’re lucky, hopefully you’ll never have to experience one.
Recognition programs, like education and training, and other areas perceived as “soft” things, are easy targets to cut.
How can you handle these budget cutting situations when they happen? What helpful advice can help you?
One of the significant benefits of working for an amazing organization is you immediately create walking and talking billboards that attract potential family and friends into joining where you work.
In addition, when you set up an employee referral program, you reward employees for referring their friends and/or family members for positions if hired, and they meet the minimum job requirements.
If you don’t already have an employee referral program, consider designing one for your organization.
Follow these principles and steps in designing an employee referral program.
When you want to give amazing recognition to people, you must know everything you can about the people you are recognizing.
Recognition people feel is much more about the person than it ever is about any action on their part. Recognition is more than they do something, then they get something.
Real recognition is about appreciating the whole person and recognizing them for what they do.
Recognition is mostly an intangible expression of acknowledgement and valuing of an individual or a team, for their positive behaviours, their personal effort, or contributions they have made.
The key is making your recognition very personal. Let’s explore how you can do that.
You may have seen it elsewhere or experienced it. Hopefully, you’re not dealing with it right now.
Runaway budget spent on gift cards, merchandise, points, and even cash rewards. Negative attitudes and perceptions of employee recognition.
Let me give you just five indicators that you might have some potential reward problems lurking in the shadows of your well-intentioned recognition and reward programs.