RPI Best Practice Standards® Awards Submission Guide

A recognition strategy articulates the philosophy and objectives for all recognition practices, including day-to-day, informal and formal recognition programs. The recognition strategy provides purpose and direction for how employee recognition encourages and rewards specific employee behaviours that advance the organisation’s goals and objectives. All recognition activities are aligned with the mission and culture of the organisation.

To demonstrate the strength of your recognition strategy, please provide information on the topics listed below. Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

• Is your recognition strategy documented, circulated and available to the appropriate team members?  If so, please provide a copy.
• How do your recognition strategy and program elements align with your organisational culture, business and people strategies?
• Recognition Professionals International advocates for a multi-faceted strategy for day-to-day, informal and formal recognition programs. Please share details on the programs you offer for each category, including the link to business strategy, program management/KPIs, participation, communications, training, and senior leadership support.
• Describe the process for evaluating, executing, maintaining and improving your recognition practices and programs.
• Have you achieved your desired outcomes (e.g. increased employee engagement, performance improvement, reduced turnover, etc.)? If so, please provide details.

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

Executing a successful recognition program requires the active involvement of individuals at all levels of the organisation. Each role—whether Employees, Frontline/Direct Leaders, Middle Managers and/or Executives/Senior Leaders—contributes to fostering a culture of appreciation and aligning recognition efforts with organisational goals. By defining clear responsibilities and key activities, organisations can ensure accountability, collaboration, and consistent program effectiveness.

To demonstrate the strength of your management roles & responsibilities, please provide information on the topics listed below.  Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

Executive leaders set the vision and tone for recognition programs and provide sufficient resources. Their active participation and communication demonstrate that recognition is a business priority, shaping organisational culture and driving engagement. 

• Champion and sponsor the recognition strategy and actively participate in recognition events.
• Provide strategic input to ensure program objectives align with Vision, Mission, Goals and Values.
• Review recognition program metrics to ensure alignment with organisational goals.
• Communicate program value during town halls, corporate updates, and other channels.

Senior leaders and middle management that serve as the critical link between executives and frontline/direct leaders, ensuring that recognition is modelled and sustained within their teams.

• Actively participate in and encourage team participation in recognition initiatives.
• Provide constructive feedback to program owners/administrators for refinement.
• Champion recognition programs during departmental meetings and presentations. 

Frontline/direct leaders are integral to the daily execution of recognition programs, ensuring that recognition becomes a consistent part of team interactions.

• Lead by example with active participation.
• Promote and encourage recognition among team members.
• Lead team-level recognition events and celebrations.
• Provide feedback on recognition tools and their impact on team dynamics.

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

Without effective measurement, even the most robust recognition programs risk losing their impact, leadership support, and organisational relevance. By integrating meaningful metrics and continuous evaluation, organisations can validate the value of their recognition initiatives, demonstrate return on investment (ROI) to leadership, and foster a culture of continuous improvement. 

To demonstrate the strength of your Recognition Program Measurement, please provide information on the topics listed below. Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

Please provide details, e.g., methodologies and metric examples on the topics listed below.

Recognition Awareness 

• Measures Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders' knowledge of recognition programs, their purpose and how to participate.
• Metrics: Login activity, email open rates, click-through rates, training attendance. 

Recognition Activity

• Tracks how often recognition tools and programs are used.
• Metrics: Budget utilisation, number of recognitions given/received, platform interactions (e.g., likes, comments). 

Recognition Satisfaction 

• Assesses employee perceptions of recognition programs,
• Metrics: Employee Net Promoter Score (ENPS), engagement survey results, exit interview feedback.

Recognition Impact 

• Evaluates the outcomes of recognition efforts on organisational objectives and your recognition strategy.
• Metrics: Retention rates, engagement scores, department KPIs, productivity improvements, ROI. 

Effective measurement requires a balance of qualitative and quantitative data to offer a complete picture of program performance:

Qualitative Data: Captures employee experiences, opinions, and satisfaction.

• Tools: Surveys, interviews, focus groups, and observational feedback.
• Example: Employees expressing how recognition has enhanced their engagement or team morale.

Quantitative Data: Tracks numerical metrics to assess program utilisation and impact.

• Tools: Analytics dashboards, participation rates, ENPS scores, retention and performance metrics.
• Example: Monthly reports showing increased recognition activity and its correlation with performance metrics.

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

Without clear, consistent, and compelling communication, even the most strategically designed recognition programs risk falling short of their potential. Communication ensures that employees at all levels understand the purpose of recognition, how it aligns with organisational goals, and why their participation is essential.

The organisation should establish and maintain a strategic communication plan that communicates all aspects of the recognition strategy, including program objectives, recognition processes, events, celebrations, tools, and a contact person for program information.

Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

• Do you have a specific communication plan for Pre-Launch, Launch, Ongoing and End-of-Year communications?
• Does your communication plan engage, promote and educate your Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders about recognition goals, strategies and the programs your organisation supports?
• What types of communications do you utilise? (i.e. email, posters, newsletters, print, etc.)
• Are there clear objectives and tactics that spell out your plan and how it is implemented throughout your organisation? Do you target different audiences?
• How do you address offsite workers, multi-lingual, and other situations?
• Are there established expectations for managers and leaders to communicate with their team about recognition activities?
• Can you show evidence of Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders awareness of your recognition communication?
• How do you measure success with your communication plan?

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

Recognition training is another critical component of a successful recognition program. It ensures that Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders are equipped with the tools, skills, and understanding necessary to embed recognition into the daily fabric of the organisation. While a recognition strategy sets the foundation, and roles and measurement provide the structure, training breathes life into the program by empowering participants to act meaningfully and consistently.

Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders need to understand the importance of meaningful recognition and how to give it. The organisation demonstrates that training is an important element in its overall recognition strategy by devoting the necessary time and resources to it.

Training should be structured in the manner that best fits an organisation’s structure and culture. Elements of a successful training strategy may include individual learning, web-based learning modules, e-learning, train-the-trainer instruction, manager toolkits, printed materials, video presentations on how to reward and recognise others, and new employee orientation training.

Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

• Does your organisation have a learning development or training plan for employee recognition practices and teaching how to use existing recognition programs?
• What recognition-specific learning objectives are in place, along with identified measures of success or learning outcomes? Provide samples of the training plan and desired outcomes.
• Are opportunities provided to Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders to be trained and provided with educational resources to understand the importance of giving meaningful recognition?
• Have Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders been shown how to properly give recognition?  If so, please provide examples or screenshots of training and educational materials and samples of the specific educational content.
• Are training and various online and offline educational resources available so that Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders can learn how to participate in existing recognition programs?
• What are the participation levels of Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders in the various recognition learning and training programs?
• How does your organisation demonstrate that it has achieved its desired learning outcomes, along with the various learning levels reached?  Please share results and metrics.

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

Celebrations are more than a moment of applause—they are a declaration of value, a reinforcement of culture, and a catalyst for connection. Whether a spontaneous shout-out during a meeting or a grand annual awards banquet, recognition celebrations give life to your recognition strategy by turning appreciation into memorable moments.

Effective recognition celebrations go beyond individual acknowledgement. They are personalised and foster a sense of belonging, inspire collaboration, and reinforce the organisational values and behaviours that drive success. These celebrations demonstrate to employees that their contributions are not only noticed but genuinely appreciated, creating an environment where everyone feels valued, safe and empowered.

To demonstrate the effectiveness and impact of your program’s recognition events & celebrations, please provide information on the topics listed below. Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

1. Set Clear Objectives

• Define the purpose of the celebration. Are you promoting a best practice, highlighting engagement, boosting morale, or reinforcing organisational values?
• Establish success metrics such as attendance rates, feedback, or engagement scores.

2. Plan Thoroughly

• For more formal recognition events, create a detailed timeline and budget to avoid last-minute surprises.
• For hybrid events, ensure both in-person and remote experiences are seamless.

3. Ensure Inclusivity

• Consider cultural, demographic, and geographic diversity.
• Use tools like live streaming or recorded events to engage employees in different time zones.

4. Align with Organizational Goals

• Tie the celebration back to the impact on the organization’s vision, mission, goals/KPI and/or values.

5. Use Multiple Communication Channels

• Promote events using email, newsletters, digital signage, and video messages to ensure maximum participation.
• Share stories and highlights post-event to extend the celebration’s impact.

6. Personalize Recognition

• Understand and respect the recipient’s preference for public or private acknowledgement to ensure the recognition feels meaningful.
• Be timely, specific, authentic and consistent.
• Use tailored awards or recognition tokens to make the moment memorable. 

7. Create Engagement Opportunities

• Encourage participation through activities like live polls, networking breaks, or team challenges. 
• Mix formal and informal elements to keep events dynamic and engaging. 

8. Assess and Improve

• Gather feedback from attendees through surveys or informal conversations.
• Track metrics such as participation rates and employee satisfaction to evaluate success and inform future celebrations.

With any submission that does not include Standard 1: Recognition Strategy, please provide a high-level overview of your company and recognition program and process.

In today’s rapidly evolving business landscape, change is the only constant. Organisational priorities shift, leadership transitions, mergers and acquisitions occur, and workforce dynamics evolve, all of which create a need for flexibility in your recognition programs. A static recognition strategy may lose relevance over time, failing to meet the needs of employees or align with the organisation’s goals.

Adaptability is the key to ensuring that recognition programs remain impactful and meaningful.

To demonstrate Program Change & Flexibility in your recognition program, please provide information on the topics listed below. Your nomination can be created in Word, PDF, PowerPoint, Excel or any other format that allows you to showcase your programs. Please save it as a PDF for the final upload.

• Identify the key drivers for change, e.g., leadership change, merger/acquisition, underperforming company KPI and/or recognition program metrics, etc.
• Specific to recognition metrics, how often are recognition practices and programs evaluated and reviewed for any recommendations for changes based on feedback?
• What is your company's review process for all recognition programs? How are Employees, Frontline/Direct Leaders, Middle Managers and Executives/Senior Leaders involved in the process?
• How do you communicate, train to and implement continuous improvement (change) to recognition programming?
• What changes have you implemented over the lifespan of your recognition programs? What metrics do you have to validate the effectiveness of changes made?