How to encourage peer-to-peer recognition

 In Employee Recognition and Performance

How to encourage peer-to-peer recognition

On the other hand, did you know that vertical recognition (manager to employee) does not always cut it these days? To produce long-term results on motivation and engagement, recognition must be noticeable at every hierarchical level in an organization. Employees want to feel recognized and appreciated not only by their superiors, but by their peers.

That’s why peer-to-peer recognition programs have been gaining in popularity over the last few years. In fact, they are now the third most popular type of workplace recognition program, behind programs based on years of service and programs based on exceptional performance, according to the Trends in Employee Recognition report. Companies are increasingly focusing on peer-to-peer recognition to build team spirit, increase employee retention, reinforce the company’s values, and foster general engagement.

A peer-to-peer recognition program can have multiple benefits if it is carefully orchestrated. Here are five tips to get your employees involved in your organization’s recognition efforts.

1.Set clear objectives

What are the reasons for implementing a recognition program in your organization? Think of how it can align with your short, medium, and long-term business objectives. Ask yourself how you can measure the success of your program and its ability to foster more recognition at work.

2.Predetermine criteria for rewards

A peer-to-peer recognition program invites all employees to actively take part in building the company’s culture. It could be a good idea to invite your employees to participate in setting criteria for rewards. Keep in mind that these criteria must be clearly defined if you want your employees to believe in your program. It is essential that the program not be perceived as unfair.

3. Keep the program simple and accessible

Everyone in your company must have the chance to meet the criteria for rewards, no matter their role or level of experience. It might also be a good idea to give concrete examples of behaviours or accomplishments that are grounds for recognition. These examples will reflect your values and guide your employees in attaining your objectives.

4.Reward employees as soon as possible

When one of your employees is recognized by their peers, don’t wait too long before giving them the reward promised. Immediacy is one of the fundamental principles of an efficient recognition program. The employee who is recognized will be motivated to continue making discretionary efforts.

5.Maintain the program over time

It can take a few months before the recognition program becomes integrated into your employees’ daily habits. Be patient, don’t give up too quickly. It might be a good idea to provide recognition training to a few key people in your organization so they can transmit the information to their peers and produce a domino effect that promotes recognition.

Want to implement a peer-to-peer recognition program but don’t know where to begin? Discover  , our recognition platform specifically designed to foster positive interactions between your employees.

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!
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