What recognition programs motivate team members to perform their best?

In my experience, successful recognition programs are seamlessly integrated into the Organizational culture through purposeful and meaningful practices. Acknowledgement comes in various forms, monetary and non-monetary; aiming to recognize employees for their contributions, achievements, demonstrating desired behaviours, exceeding expectations, reaching milestones such as tenure, and more. Above all, recognition should be authentic, personalized, simple, timely and meaningful to the recipients. I believe that a culture of recognition positively impacts employee engagement, performance and retention.

In general, we all need some kind of recognition for what we do, for what we achieve, for what we change, for what we learn when we fail. Recognition is not understood or perceived in the same way by everybody, specially when we have different generations co existing in the same workplace. For this is important, in alignment with the purpose and the values of our organizations, to integrate recognition in the culture. Recognition can be done through formal programs, through feedback sessions or having a coffee. The most relevant is to have a clear purpose for it and to adapt it depending on this. Recognition is a gift and an exercise of generosity from who is giving and from who is receiving it as well ☺️

1. Types of recognition programs: "Recognition is all that matters"!! Any form of recognition elevates individual or a group's performance & Self Esteem. Acknowledging the right actions at the right time is the key. Appreciation in the group, rewards, awards, certificates are some forms that are encouraging. "Promotion to the next career level" goes hand in hand as recognition when it's done at the deserving time.

Peer recognition (Individual/Team), Spot awards, and Milestone awards are key to boosting morale and productivity among individuals and teams. Peer recognition fosters a positive team culture and promotes collaboration Spot awards provide on-the-spot recognition, a quick shout-out for outstanding contributions Milestone acknowledges dedication and commitment to the organization The key to an effective recognition program is to make it genuine, timely, and aligned with the values of the organization which helps individuals feel valued and motivated

This title should be types of recognition, not types of recognition programs (“informal program” is an oxymoron!). I suggest having one type of recognition program that empowers and encourages employees to show both formal and informal recognition- which may or may not have monetary value associated with it. The most important thing is to make sure recognition is personalized and respects the receiver’s preferences. Not everyone wants to be recognized the same way. A robust recognition program that enables multiple types of recognition at all levels of the organization- and which can be tied to building a broader feedback culture- will deliver the most impact.

Definitely, recognition programs are crucial in acknowledging the hard work and dedication of the team! They serve as a catalyst for building a culture of appreciation and motivation, creating a ripple effect that positively impacts individual and collective performance. Well-implemented programs undoubtedly contribute to a thriving and engaged workforce.

Recognition and appreciation are key types of feedback that everyone needs. If you link your recognition program to the types of behaviors you are trying to encourage (for example, your company’s leadership behaviors or principles), one of the benefits is that you will be able to reinforce those behaviors across the organization. Showing appreciation when these behaviors are demonstrated underlines how important they are and encourages people to keep demonstrating them.

Los programas de reconocimiento son herramientas para que los líderes estimulen los resultados reforzando los comportamientos adecuados con los valores y la ética de la empresa. Estos beneficios deben ser definidos por cada empresa y capacitar a sus líderes para asegurar que hay un alineamiento y todos enfocan a lo mismo con coherencia.

Employee recognition programs aren't just feel-good bonuses, they're strategic investments in your company's success. Here's why: Boost Engagement and Productivity: Feeling valued fuels motivation. Studies show recognized employees are 14% more productive and 21% more profitable. They go the extra mile, not just for the reward, but because they feel their work matters. Attract and Retain Top Talent: A strong recognition culture screams "we value our people!" In today's competitive market, that's music to top talent's ears. Reduced turnover saves you time and money, allowing you to focus on growth. Build a Positive Culture: Appreciating each other fosters collaboration, trust, and a sense of belonging.

Recognition programs are useful to drive employee's performance, increase motivation, more employee involvment in company matters. An employee who is appreciated and respected will always go the extra mile. Companys who fail to implement/capitalize on the benefits of rewards and recognition program often suffer from high staff turnovers, decreased motivation among staff and they won't encourage nor recommend others to join. It is also a powerful marketing tool to attract uniquely talented candidates.

I believe one of the critical factors of good recognition programs is ensuring that it recognizes and rewards impactful and key achievements. What turns off good performers is when these programs start recognizing employees for doing the normal or achieving business as usual KPIs.

Puedes establecer Reconocimientos: A la productividad Al desempeño relevante del equipo A las actitudes que sean ejemplares A las ideas creativas e innovadoras Al aprendizaje del error Siempre alineado a los valores y la cultura de la empresa.

I think a lot of recognition programs focus too much on the end goal, especially where project work is concerned. While the end goal is where you ultimately want to get to, don't forget to celebrate your teams small wins along the way. Offer praise, public recognition with their peers, or simply just acknowledge the small tasks that get you one step closer to the goal. Incremental achievements serve as building blocks for motivation and progress, leading to more significant accomplishments in the long run. Enjoy and celebrate the journey.

Milestones should be observed when a team reaches one, good leaders will understand their team well and provide public and private recognition to suit the group. Individuals who promote positive behaviours that align with the company values should be recognised in ways that inspire others to meet the same standards and values.

Recognition programs also need to be linked to achievable goals and simply not a 'carrot' to the employees. Sometimes specially in sales we tend to see unachievable KPIs linked to incentives which in tern really demotivate the teams doing exactly the opposite of what we expect. Incentives specially monitory benefits also should have SMART KPIs for better transparency so that employers are not second guessing as to why someone may have received a [articular recognition while they didn't.

In my experience the best recognition is to let someone know swiftly and specifically what they have done well and how much you appreciate it.

Como reconocimientos formales considera: Temporalidad, puedes definir una periodicidad para tu programa y que sea esperado por todos generando expectativa Branding, puedes ponerle un nombre propio alineado con la cultura de la empresa, sus propios colores y diagramas Estrategia del negocio, crea programas que aporten valor al momento en que se encuentra la empresa. Esto es muy importante coordinarlo con los gerentes/as del negocio.

As per my experience 1. Monthly Performance Awards: - Recognize employees who demonstrate exceptional performance in areas such as customer satisfaction, productivity, and safety on a monthly basis. - Awards could include cash bonuses, gift cards, or other meaningful incentives. 2. Longevity Awards: - Celebrate the loyalty and commitment of long-serving employees with milestone recognition awards for 5, 10, or 15 years of service with the company.

La reconnaissance peut avoir un énorme impact sur toute l'entreprise. Si elle permet d'identifier les meilleurs pour des missions déterminées : leadership, innovation, performance commerciale... Et encore plus, si on câle le programme pour dynamiser le "ventre mou"... et pas seulement les meilleurs. Pour cela, choisir de la fréquence et de la régularité dans les cycles d'animation. Le brassage des personnes identifiées et l'accessibilité des critères de sélection. Engager tout le monde : c'estc e qui fait décoller une entreprise.

I personally love use the tool "Bravo"by Workhuman because it makes recognization equitable. You peer/manager/senior leaders/HR - anyone can recognize you and the rewards are really motivating! The data can also help you understand the culture of recognization in your organisation.

Let's not forget why we maintain recognition programs. Of course, we want a wonderful employee experience, and for people to want to come to work every day. But at the core, recognition is about reinforcing the sorts of behaviors we want employees to embody. If recognition programs seem arbitrary or reward the wrong behaviors, they'll fail. Recognition must always be consistent and fair.

Reconhecer alguém significa valorizar suas competências, suas habilidades e seu desempenho. Para reconhecer é necessário estar próximo e realmente conhecer as pessoas e suas contribuições. Não há nada mais desmotivador do que não ser visto em seus diferenciais. Um programa que incentive uma repetição de tarefas, que não possibilite a criatividade e o protagonismo, pode ser uma armadilha. Você estará apenas reforçando a tarefa e não o individuo e a equipe. Objetivos claros, com critérios bem definidos exigem tempo e dedicação. Apesar de parecer óbvio, não é difícil lideranças não assumirem compromissos assumidos depois de resultados alcançados.

Recognition programs firstly need to be inclusive and encourage participation 🎉🎉🎉 where the fail is they don’t consider the individual what recognition means to them and they are difficult to use! Make it fun, inclusive and diverse and you are on your way! 🌟🌟🌟🌟🌟

Challenges of employee recognition programs is to ensure that they are clear, consistent, and aligned with your organizational goals and values. If your recognition criteria are vague, subjective, or arbitrary, your employees may feel confused, frustrated, or unfairly treated.

Make sure the goals and the ways to recognise the achievement of the goals are relevant to the team carrying them out! There's not much worse than working towards something that doesn't really resonate and then doing/receiving something you don't like...

There r number of recognition programs/awards available with the organisations - but most important is do we recognise & reward the individuals who actually deserve. In many organisations, both donkeys and horses are weighed in the same scale; thus rewards do not motivate. Rewards must always be given to high performers and not to YES SIRs who do-not perform or contribute. If this happens in organisation, it would demotivate the hi-performers. Money motivates - it’s lucrative. But, to my mind, recognising good work in presence of family members in social functions like Independence Day, Republic Day or Foundation Day etc, motivates a lot. A judicious mix of monetary/non-monetary awards helps & must be given to deserving ones.

One of the effective ways to manage the Recognition program was to create a list of programs in the beginning of the year and take an opinion poll on what worked well last year and what didn’t work well. Based on the results a customized and employee centered program has to be created and the next important thing is to adhere to the timelines. Sometimes over a period of time, the program initiators get engaged with other aspects of employees and the Recognition programs loses its focus and importance.

Look for the bottom 30% of your team and seek ways to recognize them - something specific to help them be seen or heard. When 30% of your team is feeling disconnected your whole team is shot. Look around a conference table at your next meeting - or your next zoom - Has someone's body language changed? Are they contributing less than normal? They may feel like they don't have a voice - recognize how they contribute and you WILL - you WILL see an uptick in their risk taking, communication, and energy. If not, go deeper and ask what is hard and simply listen to what is hard for them at that moment.

Sometimes the easiest solutions are often overlooked. If you’re talking about motivating individuals as opposed to putting together a corporate-wide solution, do one simple thing. Ask your team members; “What motivates you to do your best?” It’s then your responsible as a leader to adapt to what your team members need to do their best. Motivation is not one-size-fits-all.

One important aspect to consider is the alignment of recognition programs with the broader organizational goals and values. When recognition is tied to behaviors that support these goals and values, it reinforces their importance and encourages employees to embody them. It also helps create a culture where desired behaviors are recognized and celebrated. In addition, it's crucial to ensure that recognition programs are fair, transparent, and objective. This means that the criteria for recognition should be clearly defined and accessible to all team members. Applying consistent evaluation processes ensures that everyone has an equal opportunity to be recognized for their contributions.