Do you have employee recognition programs?

There are many recognitions programs, but most of it depended on the nature and the type of wok, below are some general points maybe it will help you:

- Score Card Sheet for Attendance and a gift will be given to the best performance in the week.

- Overall Performance and you can distribute it for 4 basis:

a. Attendance.

b. Quality of work.

c. Attitude.

b. Supporting work and other business units.

Reword

The reword can be money, annual salary increments, vouchers, cards, outing, thanks mail, etc.

You could provide certificates or awards for best practice or an award of recognition for 'the most compliant employee'. This would depend on the nature of the business. It could be completely spontaneous if you choose so. This would encourage employees to adhere to company policy and guidelines and also encourage creativity. It would recognize both smart and hard-working employees.

MY Companey Designing Employee Recognition Programs

Typically, recognition is tied to your department’s goals and it reinforces your group’s core values. The criteria used for recognition in your department must be understood by all employees, to ensure fairness.

The purpose of an employee recognition program is to recognize and reward work and behaviors that support/further the mission, goals, values and initiatives of the DLC

Maximize involvement in program design

Be as transparent about the process as possible, build buy-in and excitement

Make nomination processes simple and accessible

Make spot award programs easy, informal and accessible

When rolling out the program, explain it in person (e.g., at a team meeting) rather than just through email/web site; create a road show

Maintaining Employee Recognition Programs

1. Change the membership of your nomination selection committee every year
   1. Include former award recipients
   2. Include all staff levels and representation from all areas of the organization
   3. Be transparent about your selection process (communicate it!)
2. Be creative with logos, themes, designs
   1. Sponsor a design contest, have fun!
   2. Change/refresh the look and feel periodically
   3. Have a different department of your organization host the annual ceremony each year, creating their own unique event
3. Generate interest & enthusiasm about the program by talking it up in team meetings and with peers
4. Include explanation of the program in your new employee orientation
5. Don’t assume people know how to use the program once you’ve rolled it out; “Train” people to recognize others
   1. Share who is receiving recognition and who has recognized others (so that staff can see that it goes in all directions)
   2. Give examples of what is appropriate recognition (set criteria)
   3. Make time in team or staff meetings for people to comment on the successes and achievements of their colleagues
   4. Provide the “best practices for delivery”
   5. Encourage/include regular, visible support and participation from senior management
   6. Make sure supervisors know when someone on their staff has been recognized and by whom
6. Keep marketing!
   1. Web, email, paper mail, newsletter, bulletin board
   2. Announce recognition when it happens, as it happens; or provide regular (monthly/quarterly) email, mail, or real-time (at a meeting) update
   3. Periodically send fun reminders to all employees to use the program (use small gifts or a get together)
7. On-the-spot recognition can take place every day, year round – it’s not something that happens only when a budget has been allocated or when gifts have been purchased
8. Annual awards ceremonies should be a high point in the year, a culmination of all the other recognition activities and practices that have taken place throughout the year