Creating Your Own Recognition Program

A recognition program is the best way for a company to provide employees with these good feeling.   How you design and implement the program will determine its success.  It must be carefully planned, consistent, and meaningful to both employees and managers.  Remember that your program's goal is to motivate those involved to reach higher levels of achievement, as well as provide for lots of recognition among peers.

• STEP 1: GOALS

  • First, determine the goals of your program.  Ask yourself what you wish to accomplish. It may be promoting a new product, increasing sales, cost reduction, or customer satisfaction. Ask for input from those around you.

   

• STEP 2: TARGET

  • As you discuss your objectives, it should become clear exactly whom the program should target (students, warehouse personnel, salespeople, etc.);  you may need overlapping programs for different groups.  Make sure your objectives are both realistic and attainable.  Colleagues must feel that they can reach the targets that you have put before them, and that their results will be fairly evaluated.

   

• Step 3: Recognition & Awards

  • Now that you have carefully selected the goals for your RECOGNITION PROGRAM, and understand who will be participating, you need to determine how and what kind of awards you will be handing out.  Will you give an award just to the top person, or will there be a second and third place?  You may also want to consider "interim awards" in order to maintain inspiration for programs that you run for a long period, such as 90 or 100 days without an accident on the way 1 year for an example.

  • When selecting an award, keep in mind the power of personalization.  Whether it's a crystal bowl, a marble obelisk, a plaque, small medal, or simply a certificate, it's important to have the person's name inscribed on it.  It makes the award "FEEL OFFICIAL",  the emotion to it last longer; because it's permanent recognition.  Personalization gives the recipient an opportunity to show it off, whether it's hung on a wall or displayed on desk, or mantel.  Furthermore, every time that the individual sees the award, with , their name, the company logo, and the recognition achievement etched into the award, it will reinforce the relationship and commitment to the organization, themselves, and their peers.

   

• Step 4: Communicate

  • Once the parameters of the recognition program are mapped out, conduct a meeting with all involved to make sure that they understand the program completely.  Answer their questions, and don't be afraid to make modifications in the plans upon hearing the comments of those involved.  This with further cement the feeling that everyone is "involved in" the plan.  When the program has been formalized, post it in a conspicuous place.

   

•  Step 5: Promotion

  • Once the plan is in place, promote it.  Send reminders to the participants, being sure to rally them to the cause, never threaten them with extinction if the goals are not met.  At the end of the program, but before the awards are distributed, send a congratulatory note to all participants, celebrate their success.  Make sure that the letters are personal, with messages from the management recognizing their efforts and contributions toward to company or organization.

   

• Step 6: Distribution of the Awards

  • When the awards are finally distributed, do it as lavishly as possible.  Treat your ceremony as if it were a night at the "OSCARS".  Whether you host a banquet in a rented hall, bring in donuts and coffee, or simply soda and hot dogs, the fanfare involved will make the awards more meaningful to the recipient.  The positive feeling should extend from the actual award recipients to their peers and even to upper management.

   

• Step 7: Evaluate

  • Evaluate the program's results.  Conduct a survey or hold a meeting with all involved, focusing on the program itself, the goals, even the awards and "ceremony."  Inquire if there were any snags along the way, and how they can be ironed out.  Ask if the program reached the ultimate goals, met all expectations, and if there were any unexpected benefits.  Sit down  and analyze the feedback.  And don't forget, to get the next recognition program rolling.  You can never have to many happy co-workers!