Don’t let your peer recognition program lose steam.

September 25, 2009

You’d expect that Baudville, being a recognition company, would have some pretty solid recognition practices in place—and you’d be right! In addition to regular award ceremonies, we also have a lot of day-to-day recognition activities going on, as well as special events and individual department initiatives. Over the summer, we also introduced a company-wide peer recognition program that has been a huge hit. 

When we first introduced it, it was overwhelmingly popular. We could chalk that up to simply having excellent employees, which we do; but, I think another reason for the enthusiasm was the absence of any structured program for us to use before that. Sure, we have all kinds of recognition products at our disposal, but here the tools were put directly in our hands—and with the institution of a specific program, we simply had more motivation.

And people did go crazy with it. Obviously, there were a lot of pent up feelings of appreciation that were just dying to get out.

But just like any new relationship, the test is if it can evolve from the infatuation stage to deep commitment and not, instead, into complacency. To keep the passion for our program alive, our recognition leaders knew from the get-go that they needed several processes in place to make sure we could keep up the momentum.

Most importantly, the program incorporates our core values. When we recognize someone, we need to make sure the act or behavior fits into a category that merits recognition (performance, innovation, integrity, etc.). So, as much as they might want to, my peers cannot congratulate me on the awesome outfit I’m wearing today. Our objectives are clear, so it’s easy for us to know what to look for.

We also get regular reminders. We all get busy, or get focused on our daily tasks, so we may not stop to think about what others are doing around us. In addition to being encouraged to write at least one recognition note to a peer each week, we get email reminders to “put on our recognition goggles.”

Then there are the incentives! For one, we earn company-wide prizes for 100% participation (remember those extra casual days?). The other incentive comes from actually being recognized. It fosters a feel-good, pay-it-forward mentality that on its own keeps the recognition flowing.

If you’re thinking about starting a peer recognition program, or have one in place already, you can incorporate these simple practices that Baudville uses to help maintain the enthusiasm and longevity it needs to be truly effective.

Fuel the Fire

Fuel the fire with clear objectives, friendly reminders, and fun incentives. 

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Allison is Baudville’s one (and only) Copywriter. She’s been writingfor a variety of media for more than eight years, so if she tells youshe has been there and done that, she probably has. Before embarking ona career in writing, Allison worked as a department manager where sheused Baudville products to motivate her team. She’s what we call a truebeliever!

 

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