Your Checklist to Starting an Efficient Recognition Program
It goes without saying that the human resources of a company are arguably the most important resources. This is why it is imperative that businesses continue to keep their employee happy, while improving their productivity and overall satisfaction. There are different ways businesses are approaching it these days. However, one way that has stood out over time is the use of employee recognition programs.
These programs are designed and developed to recognize employees that have stood out in an organization based on pre-set metrics. With employee recognition, people in a company are bound to feel loved and respected when they are recognized for their hard work. There is a need to understand the importance for employee recognition in a company.
A company has to understand its employees, its business resources, and overall company structure before deciding on the right employee recognition program to implement. This will ensure that only impactful and effective employee recognition schemes are developed.
The need for employee recognition and the role of the HR program management
There is a never-ending war for the best talents in any field. These best talents are responsible for developing novel solutions in forms of products and services that give a business its competitive advantage. Hence, it only makes sense for businesses to protect their talents, which are their most valuable assets.
When employees are recognized, productivity increases, up to 12 times more than average. There is then an inherent desire to maintain the same performance that led to the recognition. As a result, employee motivation improves and there is a quest to become recognized as well, leading to overall performance improvement. There is also a high chance of retaining employees when they are recognized as opposed to when they are not. The overall morale in the organization increases, work accidents reduce, absenteeism and stress reduces, and there is a greater service to customers, leading to more revenue for the company.
Creating an employee recognition program is becoming important amongst human resource management. In order to be relevant and up to date in the present HR management world, it is imperative that one is able to design and develop the best employee recognition schemes that benefit a company and its employees. In order for HR program management to be able to design these programs, there are two skills they must possess. We will explore these two skills in detail as well as propose checklist to developing them.
Checklist for starting an impactful employee reward and recognition program
Impactful employee recognition schemes involve two aspects. The first involves the ability to actually identify an opportunity or performance that needs to be rewarded or recognized. This is a very subtle skill that is undervalued.
In order to hone this skill and start an impactful recognition scheme, the best HR management should be able to set key and sustainable metrics that employees can work up to. They should be able to communicate expectations and goals clearly to employees so there is no confusion.
The successful management should be able to communicate how these employees tasks fit into the overall impact of the company. Given this, it is important that the metrics and objectives set for the employees are in line with the company goals.
This means that the company achieves its goals as the employees are motivated to perform more at their tasks. Such recognition goals should also be fair and flexible to every member of the organization.
One employee should not be at an advantage to meet such metrics compared to others. Finally, it is imperative that even when such metrics are not set, there are other ways to be able to detect recognizable performances.
The second skill is the design of the recognition award or benefit that is given to an employee for a job well done. This is another very tricky part of designing an employee recognition program as different employees may desire to be recognized in different ways.
The value of the compensation for the recognition should be in line with with achievement or even exceed it, but should never be less. It is also good that such employee recognition is presented in public before other members of the organization.
The frequency with which the award is given is another concern that should be considered here. Additionally, the financial cost of the award is important. It is necessary that a company should be able to afford the same recognition award for consecutive years or even improve on it.
The last, but not least: