Reward & Recognition Program

When is the best time to Reward & Recognize?

GO PUBLIC………

• In staff and or Committee Meetings
• At conferences
• During company gatherings
• In your newsletters
• As Correspondence to customers
• On your website
• Via news releases
• On billboards
• Through publications
• With framed certificates

Or KEEP IT LOW KEY………

• Write a thank you card or letter
• Share it also during a performance review
• Say it in person, one-on-one (good with shy introverts)
• Send an email cc: those who need to be informed

Four Qualities for Effective Praising:

1. Be Sincere: Base your praises on true appreciation of and excitement about the other person's success.

2. Do it Immediately: Timing is critical. To be most effective, the "thank you" should come soon after the acheivement or desired activity has occurred.

3. Say it with Meaning: Personal recognition has the most long-lasting effect. It indicates that you took the time out from what you are doing to focus on the other person.

4. Be Specific: Being specific gives credibility to your praise. Say what the person did and why their effort was of value.

However you develop your Reward & Recognition Program whether it is a public, or a private affair, make sure that is consistent!

How do I begin a Reward & Recognition Program?

Before you can begin your Reward & Recognition Program answer these basic questions:

1. What do I want recognize? The best recognition is in response to a specific behavior or performance.

2. Who do I want to recognize? Identify the person or people most responsible for the desired behavior or performance.

3. When should the recognition be done? Recognition should be done as soon as possible, or immediately after the desired bahavior or performance.

4. Where should the recognition take place? The BEST recognition is personal; directly to the individuals being acknowledged, ideally in person. Then continue in other venues as appropriate.

5. How should the recognition be done? Recognition should be doe in a way that enhances its motivational value to the recipient. Taking into consideration appropriateness and budget, all recongnitions do not have to be formal, informal recognition has just as much impact.

6. Who performs the recognition? Anyone can take on the role as the recognizer; it doesn't always have to be done by the manager/supervisor. Peer recognition has a great impact as well as a manager's recognition.

7. What could go wrong? Consider the person who is being recognized (do they prefer one-on-one vs. public recognition. Also what would be an appropriate reward for the recepient? Was the timing right?

8. What response can be expected? Nothing is guaranteed, but at least you have narrowd down your pros and cons. Answering WHAT could go wrong?, can address the expected negative responses or outcomes.

Once you’ve answered these basic questions then you are ready to develop your own Reward & Recognition Program. Be sure to check with your division/unit policy and procedures before deciding on the type of rewards you will award your employees with.