5-step road map strategy
While you know the value of recognition, building the business case and evolving the program to meet both business goals and employee needs are two big challenges. Here's how to break it down.
- Gain C-suite buy-in
- Establish performance goals
- Prepare for rollout
- Launch and sustain
- Measure and modify
Each step leads to the next, so you solve problems along the way, like the question: “Are we maximizing our investment and using data to inform program optimization?”
Personalize recognition for in-person, deskless and remote employees
People expect personalization within every part of their lives, including employee experience. When, why and how each role earns recognition and rewards are part of personalization. For example, you’d engage a sales rep who works on-the-go with their mobile phone differently from a front-line worker who leaves work at work.
Set expectations with employees and managers
Don’t assume employees understand why recognition is valuable. Communicating what good recognitions look like inspires better participation.
- Timely
- Detailed enough to feel personal
- Tied to core values
Managers play an important role
Think of them as early adopters, as well as the ones responsible for engaging their teams (from new hires to tenured employees). Encourage them to issue consistent recognition.
Optimize with employee feedback
Pulse surveys help identify trends for program advancements and make sure you prioritize the focus areas employees and managers say are important. Tracking trends and using your data insights will transform your recognition program.