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    1 Reply Latest reply on Aug 31, 2014 12:23 PM by Moderator Cath


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      Employee Recognition Programs – Structuring Success

      One of the easiest motivators that a company can use to boost morale, productivity, and profitability is employee recognition. Everyone loves to be recognized for their work, dedication, and/or achievements. Employee recognition programs ensure that your employees feel recognized for their contributions, encouraging them to keep up the good work. These programs also provide benefits in the form of higher customer satisfaction scores and reduced turnover.

      So how do you start? Here are 9 steps that should help you get your own employee recognition program off the ground and running successfully:

      1. Objective – Determine what your goals and your program’s objectives will be. Make them meaningful to your organization’s culture – like encouraging and rewarding teamwork, innovation, or integrity.
      2. Budget – Gather a consensus from your leadership team on how much you’re willing to spend on your program. Bear in mind that programs can offer an ROI of up to $4-6 for every dollar invested in the program. So, done right, the program should eventually pay for itself.
      3. Guidelines & Criteria – Decide on the form and function of your program. Will you reward participants for increasing customer satisfaction scores? How will you issue the reward? How will you communicate the recognized employees? These are questions you have to answer to move forward.
      4. Choose Rewards – Having a good program setup is worthless if you don’t have good rewards to go along with it. At Loyaltyworks we have an online reward catalog that contains millions of different merchandise, travel, entertainment, and event ticket rewards. This ensures that every participant has something they want, and skin in the game.
      5. Buy-In – Your leadership team has to be on board with your program, constantly communicating its importance to the staff, as well as recognizing employees for their performance in front of all of their peers. This public recognition from higher-ups will ensure all employees that everyone is on board and that being recognized is a serious thing that’s worth their time.
      6. Communication – Let your employees know when your program is going to launch, what’s in it for them, the rules of the program, how to get recognized, and how much it means to the company. As long as you cover all of these bases you’ll stand a good chance of having your program be successful.
      7. Tracking – Keep tabs on your program and the results it’s producing. If you’re seeing gains in one particular type of recognition, keep it up. If another area of your program isn’t producing results, modify it or take it out of the program altogether. It is important to maintain program consistency and continuity throughout its lifetime (if it’s temporary), so consider modifying the struggling areas on the next launch of the program. If it’s a permanent program, modify on the fly and notify your participants of any changes.
      8. Rinse & Repeat – Keep doing the same thing and keep giving your employees quality recognition and rewards for the good work they do and you’ll continue to see good results.

      At Loyaltyworks we’ve been running employee recognition programs for over 35 years, If you’d like to find out more about one of our programs, or would like consultation because you’re thinking of starting your own program, call us at 1-800-844-5000 today.



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          Moderator Cath Guide

          Great article!  I have had a feeling for a very long time that we do not feed and nurture our employees enough.  We expect them to be loyal and dedicated and work productively............BUT what are we, as employers doing to support their efforts?  Some of my friends tell me that the only time they hear from their supervisors is when they are doing something wrong.  Can any of you all relate?


          Your article gives good food for thought.  And to emphasize that this would be a program not something hit and miss should be a priority! 


          Would anyone like to share how they recognize and support their employees?