How to encourage peer-to-peer recognition

 In Management & Organizational Performance

If you’re interested enough in recognition to read this article, you are already a step ahead of your competitors. We won’t need to emphasize the importance of giving feedback to your employees and recognizing their good work. This is a step forward in achieving your business goals!

Having said that, did you know that vertical recognition, from the Manager to the employee, is not enough nowadays? It must be perceptible to all hierarchical levels of a company to actually produce long-term results on motivation and commitment.

Employees want to feel recognized and appreciated not only by their superiors but also by their colleagues and team members.

That’s why peer recognition programs have been gaining a lot of popularity over the past few years. Among the recognition programs used in the workplace, they are now ranked third in order of predominance, just behind the programs based on years of service, and those based on outstanding performance, according to the poll trends in employee recognition.

Companies are increasingly relying on peer recognition, especially to create team spirit, to increase the retention rate of employees, to reinforce company values, and to foster general engagement.

A peer recognition program has multiple benefits if well orchestrated. Here are five tips to involve your employees in your organization’s efforts to recognize their work.

1) Set clear objectives

What are the reasons why you want to establish a recognition program within your company? Try to see how this can be aligned with your short, medium, and longer-term business goals. Then ask yourself how you will measure the success of your program in its mission to create more recognition at work.

2) Pre-determine reward criteria

A peer recognition program invites all employees to actively participate in the development of the company’s culture. It might be advisable to also invite your employees to take part in the definition of the rewards criteria. Keep in mind that the rewards criteria must be clearly defined if you want employees to continue to believe in your program. It should not be suspected of being the bearer of injustice.

3) Keep the program simple and accessible

It is important to ensure those reward criteria are attainable for all, regardless of their role and level of experience. Also, consider giving concrete examples of behaviors or achievements deserving of recognition. These examples will reflect your values and guide your employees in achieving your goals.

4) Reward employees as soon as possible

When one of your employees is recognized by their peers, don’t wait too long to award the promised reward. Immediacy is one of the fundamental principles of effective recognition. An employee whose behavior is recognized will be motivated to continue to provide a discretionary effort.

5) Maintain the program over time

It may take several months before your recognition program becomes part of your employees’ habits. Stay patient, don’t give up too fast. It may be a good idea to provide training on recognition to some key people in your organization so that they can pass on information to their entourage to create a ripple effect.

Would you like to set up a peer recognition program, but you don’t know where to start? Discover Enkourage, our social recognition platform specifically designed to promote positive interactions between your employees.

 

Enjoyed our advice?  Contact our Client Solution team to learn more about the tools and recognition programs that can help you inspire employee recognition.

Annie Breton
Accompagner mes clients à faire les bons choix, toujours penser « out of the box » et développer des relations durables est ce à quoi je carbure. Offrir à mes clients des solutions réfléchies et créatives qui auront de l’impact est ce qui me distingue. Au plaisir de discuter avec vous!
Recommended Posts

Start typing and press Enter to search