Employee recognition makes the corporate world go round. 

Why?

Because next to an all-you-can-drink Keurig machine, being recognized and rewarded for your hard work is most likely #1 on your list at your workplace.

Employee recognition is valued on both ends of the power scale.  Managers recognize its importance because it is the key factor that drives loyalty, enthusiasm, and performance.  Employees value recognition because it generates a feeling of self-worth and importance – which leads to happiness in the workplace and the desire to do more. 

Sounds like a win-win situation.

What do today's outstanding employee recognition programs look like?  According to a survey and data collected by the Great Place To Work Institute, here are 5 great components to a successful employee recognition program:

•  Make it Personal:  Yes, it may be easy to give everyone the same box of chocolates or Amazon gift card – but making a reward more personal goes a long way.  Additionally, catering to the personality and needs of the recipient also goes even greater distance.  If a project lead is an introvert and not a sports fan, perhaps box seat tickets to the basketball game with 50 friends of his choice is not the appropriate prize.   Taking the time to understand what an employee would appreciate – and following through with an appropriate reward speaks volumes.
  
• Make it Specific:  Along with granting a personal reward – make sure you clearly state the behavior and actions for which the reward was granted.  Fellow employees should know exactly which behaviors are recognized and how they are in turn rewarded.
•  Don't be Exclusive - Consider the Bigger Picture:  Rewarding one individual when a team is worthy of praise is a sure way to receive negative feedback.  Superstars aren't the only ones deserving of praise.  Yes, if an accomplishment was achieved solely by one individual – all the praise should be hers.  But if there were others involved – be sure to recognize the group.
•  Consider Peer-to-Peer Recognition:  Having employees evaluate and praise eachother is rewarding on many levels.  It generates camaraderie and healthy competition. 
•  Ensure Recognition Reaches the Top:  Yes, it feels good to have a manager recognize your work.  But what about the branch manager?  Vice president?  CEO of the company?  When an employee goes above or beyond – make sure he knows his work was noticed and appreciated not just by his immediate hierarchy – but by top management as well.

When developing your own employee recognition program, keep these 5 important points in mind.   Remember, the surest way to generate productivity and enthusiasm is recognizing and rewarded hard work by those who get it done!