Simple is always better than complicated. Don’t design an intricate, multi-tiered program that tries to meet all of your goals at once. These huge programs create more ill-will than employee engagement, they’re expensive to administrate and eventually stop being used which costs you even more in lowered employee morale.
The true beauty of the recognition programs based on performance is their nature of surprise that is in contrast to service-award programs that make necessary ceremonies holding on a routine basis. In this way the employees would be much more interested in performing better rather than just concentrating on the reward.
Of course, the frequency with which you hand out employee appreciation awards has a lot to do with its overall success and the way your workers react to it. If you were to hand out small awards every day, they would probably start to mean less and less to employees and become something of a joke.
A combination of monthly, quarterly, and annual awards will keep employees motivated and always close to potential praise. Placing award recipients’ names on a perpetual plaques around the office will let them know their award is not forgotten even after co-workers have won too.
Incentive programs have been shown to increase performance as much as 44% according to a study by the International Society of Performance Improvement. Not only that, some companies have tripled the productivity per employee.
Employees need to know what is expected. Define what meeting expectation looks like and what exceeding them looks like and the impact it has on the business. Are you going to reward for meeting, exceeding or both by offering a tiered awarded system.
As a close to the meeting, it’s great to hand out employee recognition awards for workers who have set themselves ahead of the pack in terms of productivity and goal completion. While it isn’t necessary to have these employees come to the front of the room or give a speech, it is best to give them a small, modest award that recognizes their contributions.
The healthy competition caused by an employee recognition program is valuable and productive. The unhealthy competition caused by a superior who is putting too much pressure on these awards is not productive. Do not add an unnecessary sense of competition in the office.