O.C. Tanner Company
SPHR and SHRM-SCP
31 years in HR
17 years at O.C. Tanner
From one HR leader to another: I know how tricky it can be to implement new employee programs, especially in this rapidly evolving workplace. While something like employee recognition seems like a simple enough initiative, there are important nuances to keep in mind. Recognition can be a powerful force in improving workplace culture so employees thrive at work and want to stay, but if your recognition program misses the mark, you may miss out on cultural impact as well.
Here are six things you should think about before implementing a new recognition program. Whether you do it yourself, or partner with an experienced provider, how you design, implement, and support your solution will make all the difference.
Whether you are trying to convince senior leaders to invest dollars and resources, training managers on the importance of recognition, or getting employee buy-in on a new program, the “why” of recognition is the most important thing to communicate. Why is recognition important, and what impact can it have on your organisation? Think about the goals and dreams you have for your new initiative. Are you trying to improve the daily employee experience? Increase engagement? Be a more attractive place to work? Improve retention? Show employees they are valued? Whatever the reason for recognition, make sure it’s clear, specific, and aligned with your organisation’s purpose. It is essential everyone knows there is a reason to recognise great work beyond the recognition itself.
Employees who are recognised generate twice as many ideas per month
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