Peer-to-peer recognition programs boost employee engagement

There’s a different dynamic at play when an employees’ peers recognize them for their work. They’re often told “good job” by their manager or direct superior, but peer-to-peer recognition is helpful in building collaboration, community and engagement. Employers often struggle with creating a program that is meaningful to the culture.

One way to ingrain employee recognition into company culture is to tie the program into your mission or vision. Ask employees to nominate peers that exemplify your values. This opens up recognition to every level of employment. Directors, managers, customer service reps, and sales people can be all be held to the same standards. Plus, showing love to every division helps retain employees that might otherwise feel undervalued.

Recognition or signs of gratitude can take different forms. At one end of the spectrum, the reward might be nothing more than visibility. But you could also consider a points-based system with a prize for the winner. Money, gift cards, a day or half-day off work all drive high engagement in recognition programs. More important than the reward is the overall experience. Employees should have fun when they participate, because when they do they’re more likely to stay involved.

There’s no reason not to make recognition public to the whole company. Upload digital signage with their names, post a congratulatory article on your intranet, or send a monthly email with a short Q&A highlighting them. This creates heroes in your workforce for others to look to. Employees appreciate it when their peers get rewarded for hard work, and in turn will strive to be the next one recognized.

Not to mention, it’s easy for employees to work only in their silo. Public recognition is a great way to introduce and showcase hard-working part-timers and remote employees with the broader company.

No matter how you handle employee recognition, you need to sustain it. Skipping a month shows employees that you don’t care about the program or their work, and in return they’ll do the same. The results of a more focused and determined workforce will be reason enough to continue.

Interested in implementing a lasting and rewarding employee recognition program? Tribe can help.

What to Do When You Land in a Communications Rut

Have your employees stopped looking at your internal communications? Do you send out the same mass email every week with irrelevant information? If you asked your employees about the company’s values, would they say, “What’s that?”

If you answered “Yes” to any of these questions, you’ve landed in a communications rut. It’s easy to do after getting in a routine of producing the same pieces of communication that have worked well in the past. But just because you send something out doesn’t mean that the employees have engaged with it.

It’s important to remember that employees are consumers too. If the information presented isn’t engaging, informative and insightful, they won’t pay attention to it any more than a magazine reader that skips over a boring print ad.

It’s time to shake things up. The advent of social media has done wonders for two-way communication in large corporations, giving employees a source of feedback in a fashion that allows acknowledgment of their comments. Gone are the days of the “comment box” that never gets read. Employees expect their voices to be heard and social media tools like chat rooms and forums on the intranet allow for that to happen.

Is no one reading the all-staff emails with important updates? Why not try digital signage in the break room or mirror clings in the bathrooms? Those will be sure to capture attention when they aren’t distracted by email or the phone ringing off the hook.

Maybe your employees feel underappreciated and forgotten. That’s a perfect opportunity for a simple employee recognition program. At Tribe, we have the recognition jar, passed from peer to peer, that entitles the holder of the jar for the month to a free day off. It’s nothing extravagant, but it means the world to whoever receives it and having an extra day off is a wonderful thing!

The most important thing to remember is to be creative. Internal communication doesn’t have to be stodgy and boring or impersonal and formal. It can warm, casual and even funny at times.

If you need help coming up with fresh ideas for your internal communications, give Tribe a call – we’d be happy to help!