This was sent over to me by Employmentbuddy and whilst it's not recruitment specific it's certainly worth a read.
Recognition is a powerful motivator in the workplace that enables employees to feel that their contribution is appreciated and valued. It can increase job satisfaction levels, which in turn improve productivity and retention. It can also reinforce desired behaviour. Although there is no substitute for an immediate thank you, many employers are putting employee recognition on a formal footing.
1. Don’t lose the plot!
The foundation of any great movie is a good script. To give your employee recognition scheme a chance of success you will need to get the story line right. The plot, in the form of stated objectives, should be clearly aligned to your organisational goals and values. It should be a story of effort and achievement that centres on those who have done something out of the ordinary or gone the extra mile, rather than just doing their job well. As the story unfolds, don’t forget to incorporate transparency and fairness into your design, but avoid a twist in the tale. Simple schemes often work best. An effective recognition scheme will clearly communicate and encourage the attitudes and behaviours that the company is seeking to promote in a non-discriminatory and consistent manner.
2. A competent cast
Naturally, the stars of the show will be your employees as the recipients of the awards. However, there are a number of support roles and extras that you will need to fill. You will need to appoint an owner of the scheme. Do not automatically assume that HR should be responsible. Employee recognition schemes are as much about internal communications as they are about reward and, depending on your organisation, there could be a better departmental fit elsewhere. Who will be eligible to nominate and of whom will the judging panel consist? Involving employees in these processes can help to give the scheme more credibility and will avoid criticisms, such as the “teacher’s pet” scenario.
3. Props and special effects
Production crews strive to ensure that the movie is portrayed as realistically as possible and to create a wow factor. In the same way, employers must ensure that the awards they make are genuine and leave a lasting impression. Although cash incentives can be used, non-financial rewards tend to be the more popular form of employee recognition. These can include memorable gifts, such as watches, pens or other prizes to privileges, such as extra holiday or a lunch or job swap with a director. To avoid undermining the scheme, do some research before hand to ensure that you select awards that your staff will appreciate. If possible, build in an element of individual choice. Investigate the tax and NI implications as the rules vary depending on the type of incentive. For non- cash incentives, employers can enter into a Taxed Award Scheme or a PAYE Settlement Agreement with the HMRC, so that employees receive the award tax free.
4. Set the scene
You will need to decide in advance how the awards will be handed out. The location can depend on your budget and the timing. You don’t necessarily need to organise a formal presentation ceremony like the Oscars but, the less frequent the awards, the stronger the argument for a big event of some sorts. Monthly awards can be difficult to sustain and therefore quarterly awards may be favoured. These also provide for the recognition to be a timelier event when compared with bi-annual or annual awards. The award should be handed out in public by a well-respected member of staff. Ensure that all nominees get a letter of appreciation even if they don’t go on to win.
5. Make sure the camera is running
One thing’s for certain if your managers and employees are not switched on they won’t capture anything. Employees are unlikely to sing their own praises so you will need to engage others to notice the opportunities to make a nomination. Issuing guidelines on what you expect in each category is a good place to start, and will provide a benchmark for consistency. Developing coaching skills will help managers and employees have more meaningful conversations, which can highlight demonstrations of living the organisations values.
6. Promote your production
Communication is key to success. Promote the scheme regularly on your intranet and newsletters to encourage nominations. Feature articles about the events, your nominees and award winners and what they did and how they felt. Monitor the success of your scheme, which you can measure by using a staff attitude survey and publish the results. Invite staff to email comments and suggestions on improving the scheme, and use updates to answer queries and announce any changes.
Employmentbuddy is part of Clarkslegal LLP. www.employmentbuddy.com
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