In times of immense workplace transformation, constant recognition can serve as a pathway for employee connection, fulfillment and empowerment. This consistent acknowledgment in the form of a robust rewards and recognition program not only fosters a sense of belonging but also cultivates a desire among employees to remain within the organization.
There are several studies that support the importance of rewards and recognition programs in the workplace. For instance, as per a Gallup survey, employees who experience great rewards and recognition programs in the workplace are 20 times more likely to be engaged compared to those who receive inadequate recognition. As per another study, when rewards and recognition in the workplace are right, employees are 56% less likely to be looking out for new job opportunities, 44% more likely to be “thriving” in their life overall and 4x more likely to be engaged.
Read more: 31 Employee Recognition Statistics to take Note of in 2024
Evidently then, establishing a steady stream of employee rewards and recognition lays the foundation for a workplace culture and community where individuals thrive.
How to set up an effective employee reward program?
To maximize the impact of efforts, here are 9 key components of an effective employee rewards program:
1. Offer User-Friendly Recognition Tools
Integrate rewards and recognition tools that you can seamlessly incorporate into your employees’ daily flow of work, experiences and work processes. For this, you can leverage technology integrations that enable fast and straightforward recognition within the apps that are commonly used at your workplace. These could include ones like Outlook, Slack, Teams or even Chrome.
You may have to offer training embedded in these tools to ensure that your employees can create meaningful rewards and recognition experiences.
2. Ensure Inclusive Recognition
Strengthen inclusion, belonging and a workplace community by making recognition accessible to all employees. This means even those employees who are working in a remote or a hybrid setting and the ones who belong to diverse workforce segments also get to benefit from the rewards and recognition program.
Not only this, but it is also important to encourage all types of recognition to make sure it is a part of the company culture. For instance, peer-to-peer recognition needs to be encouraged where employees at similar levels or within the same department acknowledge and praise each other.
Besides, leadership acknowledgments are also important where a leader acknowledges and commends the efforts of a team member. All these aspects together lead to a positive environment and foster a culture where everyone is recognized for their contributions.
3. Diversify Recognition Categories
Rewards and recognition need to go beyond routine achievements to include work anniversaries, extra efforts, new hires, retirements, team successes, company milestones and business performance.
A flexible rewards and recognition program allows different business units to tailor recognition to their unique needs. Several tools and technology platforms are available to facilitate this process by enabling individualized goal-setting and celebration.
4. Start Recognition from Day One
There is no need to wait to recognize employees till they spend a certain amount of time in the company. You could even initiate rewards and recognition programs early in an employee’s career, sometimes even before day one, to establish a sense of connection and belonging.
One way is to send new hires some company goodies and recognition points before their official start just to express gratitude for their decision to join. This could also be a great way to introduce them to the rewards and recognition program.
5. Embrace Collective Celebrations
Enhance the impact of rewards and recognition programs by creating shared experiences through group celebrations. Whether commemorating milestones, anniversaries, product launches, financial goals or team successes, group celebrations strengthen connections and belonging among employees.
6. Use Symbolism in Recognition
Incorporate symbolic awards to amplify rewards and recognition programs that create tangible representations of achievement and also resonate emotionally. Thoughtful symbolic awards, as opposed to generic ones or cash incentives, solidify the connection between employees and their teams, leaders and the organization.
7. Get Management Buy-in
Getting leadership nods is critical to enhance the value of rewards and recognition in the workplace. Garner support from senior leaders who not only endorse but champion rewards and recognition within the organization.
Step #1 for this will be convincing the leaders of the value and importance of rewards and recognition. The idea is to emphasize the role of people at all levels who can champion these initiatives.
8. Set Reminders
Deploy built-in reminders within rewards and recognition programs to prompt employees to acknowledge and appreciate their peers and leaders. Regular communication and targeted messages can certainly lead to increased engagement in the program.
9. Design Solutions with Purpose
Thoughtfully designed rewards and recognition ideas that align with your organization’s brand, purpose, history and culture can go a long way in engaging employees. You can look for third-party partners who guide in creating rewards and recognition programs that reflect the unique identity and values of your organization.
Wrapping Up
By implementing these strategies, organizations can establish a robust foundation for rewards and recognition programs that not only weather workplace changes but also contribute to a culture where employees thrive. Akrivia HCM’s Rewards and Recognition module can help organizations celebrate and recognize employee contributions at all stages to build a stronger, cohesive team.
