This blog is about rewards incentives
Determine what behaviors your work place wants to recognize. In a client company, a team decided to recognize team work, going the extra mile, and years of service.
Identify and communicate the criteria by which the proposed recipients will be judged or assessed, so people are clear about what they need to do to qualify for recognition.
Announce and communicate the recognition and the criteria that you have established for the awards.
Design and communicate the process by which employees will be selected for recognition so that all employees clearly understand the selection process.
Allow time for people to qualify for the recognition.
Every entry that qualifies for the recognition should receive the recognition.
If financial constraints are an issue, either present recognition amounts you can afford. Or, announce all eligible employees, publicly praise them for their contribution, and then, place all names in a drawing to select the lucky winner.
Magnify the value of the recognition by these methods: name the employees publicly, place employee names in the newsletter, send out a company-wide email announcement, and so on.
Is it ever okay to nominate people or projects and just vote? In my book, only for trivial, fun events and prizes. Nothing of significance should ever be treated as a popularity contest. An example? One client company, in a clean room setting, has groups of employees who decorate external windows surrounding the manufacturing area each holiday season. All employees vote for their favorite window and a nominal gift goes to the teams that decorated the top three windows.
Effective, fair, employee recognition is motivational for both the employees receiving recognition and their coworkers - done correctly.
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