">EMPLOYEE RECOGNITION PROGRAM
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5 ways to improve your Employee Recognition program
We are going through tough economic times and the increasing demands to cut costs and pander to customers is getting all the more difficult to cater to. This and myriad of other reasons can stimulate the need for an employee incentive program. If it is done properly, the investments can be minimal and the results can be just phenomenal.
Here are some tips on ensuring your employee incentive program meets your goals :
1. Be realistic in your expectations and reward them well
The number one cause for employee burnout is undue stress and that comes about due to the high expectations and demands from the managers towards the staff. That has to be eased u pa little and the expectations must be made realistic. Once some realistic expectations are in place, the employees will strive to achieve them and bring about extra ordinary results. When they, do reward them extra ordinarily and ensure than everyone knows about it. Well rewarded employees go through high states of euphoria when things happen and will strive to keep that performance levels up. You should be creative in developing employee recognition programs that will help encourage everyone to meet up their expectations and bask in the reward basket.
2. You don’t have to be early, but you have to be complete
More often than not, HR managers are time bound to complete tasks and for them an employee recognition program might just be one. If that is the case, they would do it in a scheduled manner which might not work for the good of the staff. Teams nee dto be given time to achieve their potential -- so what’s more important here is not your time bound projects but to bring out the best in as many team members as you can. You must be able to implement a complete employee recognition program and not an early employee recognition program. They have no incentive to push harder and be more efficient/more effective if they are out of consideration. Putting forth the extra effort and winning should be a team effort, not an individual effort. Keep the team interested and involved throughout.
3. Communicate first, implement later
It doesn’t make sense to launch a program because it ought to have been launched and then go about announcing to everyone about it. Improvising on programs like these won’t make the employee recognition program any effective. That’s why a major emphasis is laid on planning the entire program and one needs to spend time communicating to the employees about the starting of such a program, its objectives, its reasons etc. You goal must be to involve everyone and see to it that they are committed to the goals and the program. The planning will be of no use if this isn’t done.
4. What’s the fuss about the winners and losers?
When you do run employee recognition program, make sureto make a huge fuss about he winners. You might politely encourage the others to replicate the results and win accolades for themselves, but then, all this brouhaha is necessary to ensure that the winners get the ego-trip that they so much deserve. Make them feel special. The way you promote your winners over the weeks following the program will be as important – if not more important than the actual employee recognition. Make certain everyone gets the message – performing pays big time.
5. Happy birthday et all
Employee programs -- although corporate driven -- are to do with people and since most employees spend almost an entire lifetime working, the work place must be more like a family. If you make the employee recognition program more like a family affair and ensure that people have fun and feel at ease in these programs instead of sticking to protocol, the program would have a better impact .
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