Effective Peer-to-Peer Recognition
4 Vital Elements for an Effective Peer-to-Peer Recognition Programme
Everyone is aware of that one employee, who seems to live at the office, skips lunch and is always there to lend a hand. Their contribution, dedication and sacrifice play an integral role in the success of the business, and they deserve to have their additional effort and hard work acknowledged. The simple act of one employee recognising the efforts and achievement of another is very important and beneficial for any business, which is where a formal recognition and rewards programme becomes vital.
It is however also imperative to make certain that the peer-to-peer recognition programme is run like a well-oiled machine. Below are some key components for implementing an effective programme:
Project plan your programme from conception, to how it is going to be implemented and the ongoing maintenance. This will ensure you are able to manage and allocate different resources to your programme.
To achieve this, input from employees in the participating departments should be gathered. Developing a survey amongst the employees can attain this, and assist in identifying work behaviours/job performances that can be recognised and rewarded, employee eligibility and award criteria. The survey serves to gather informal, formal and other recognition ideas, whether they are based on retirement, years of service, birthdays, perfect attendance, and so forth.
2. Timely Feedback
Immediate gratification is always well received, which is beneficial to the company as it immediately impacts on employee morale. Awarding an employee for an achievement from March at the year-end function is great, but recognition in a timely manner has far more meaning at the time. Allowing employees to nominate their peers immediately for going above and beyond of what is expected from them has a powerful impact on the employee and encourages more positive behaviour more frequently.
The nominees are assessed by a pre-appointed board who determine the worthiness of the nominees and choose the winners either monthly or quarterly. The winners are then allocated points, which they can redeem for prizes on the reward catalogue. This form of timely recognition encourages further increased engagement and productivity on a daily basis.
3. Public Recognition
The recognition aspect of the programme is perhaps the most vital as this is the driving force behind employees achieving more and colleagues nominating fellow colleagues. The programme (and website platform) therefore has to be tied into public recognition. The platform offers a recognition page which lists the winners and the reason they were nominated providing long lasting recognition. Short term in person recognition however needs to be provided in the form of a quick monthly meeting or event where the award may be presented to each winner, really driving the appreciation factor.
4. Be Authentic
Real time and sincere feedback gives employees a better sense of purpose in their work. This is where the website platform comes in, as it makes it easy for colleagues to nominate one another as well as provide motivation for why they believe the person deserves to receive an award. Recognition should be authentic and heartfelt, which is why it adds a personal feel when a detailed and accurate description of why a co-worker is being recognised is included. Peers will deliver more detailed, effective feedback, because they have more opportunities to note their co-workers’ performance, and the results are always presented via direct communications or placed on the recognition page on the website ensuring a transparent process throughout.