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Recognition in The Real World
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Recognizing Employees Everyday: 4 Tips for Maximizing Recognition

Posted By Administration, Wednesday, June 12, 2019
Updated: Monday, June 3, 2019

Recognizing Employees Everyday: 4 Tips for Maximizing Recognition

When thinking about employee recognition, the first thing that comes to mind might be an extravagant event or a ‘years of service’ award. While annual and scheduled activities are both important formal ways to celebrate the contributions of employees, one that is equally as important is informal everyday recognition.

Before diving into everyday recognition, the question needs to be asked: why should organizations recognize employees in the first place? The answer is easy: everyday recognition is a great way to encourage employee engagement and show appreciation for their hard work without a large cost. Furthermore, author and industry expert Josh Bersin notes that “Organizations that give regular ‘thanks to their employees’ far outperform those that do not”. When it comes down to it, everyday recognition seems like a simple way to support employees, while simultaneously benefiting the organization.

And it is. Everyday (or day-to-day) recognition is simple. It doesn’t have to be fancy; it is cheap, and it encourages everyone in the organization to participate. And most importantly, everyday recognition is sustainable because it makes it easy for managers and employees to keep the recognition program ongoing.

Based on RPI’s Seven Best Practice Standards, successful recognition programs are balanced -- they incorporate day-to-day, informal, and formal recognition. Want to make your employee recognition program a success? Here are four effective and meaningful ways to recognize employees everyday:

  1. Verbal
  2. It seems obvious, but verbal recognition is one of the easiest and most meaningful ways to incorporate recognition every single day. Even a simple and specific “thank you” in the moment is powerful and can make someone’s day.

  3. Emails and notes
  4. Even the busiest workers can make time to recognize employees. Emails and notes are another simple, quick, and meaningful way to recognize individuals, even if you work remotely or are on the go.

  5. Encourage peer to peer recognition
  6. Managers aren’t the only people who can provide recognition. Letting everyone participate not only fosters relationships between coworkers, but also creates a positive work environment.

  7. Calls, instant messaging, and social media
  8. Most people have access to a mobile or work phone throughout the day, making it easy to give recognition via instant messaging or on the organization’s intranet and open social media channels. While it may not be the most popular option, never underestimate the power of even a brief phone call.

When it comes to recognition, the payoff is not something tangible. It is in the act itself. Maximize your time, money, and employee potential by incorporating everyday recognition into your organization’s program.

Recognition strategy is just one of RPI’s Seven Best Practice Standards. Learn about the other standards here.

Want to go deeper? Check out Recognition Fundamentals to expand your knowledge, excel in your job and maximize your recognition program.

Tags:  7 Best Practice Standards  Recognition  Recognition Strategy 

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Standard Success Stories: Kforce Recognition Strategy

Posted By Jess Myers, RPI, Tuesday, January 30, 2018
Updated: Monday, January 29, 2018
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Note: RPI’s Seven Best Practice Standards are the cornerstone of successful employee recognition and rewards programs. In 2018, we are taking a closer look at each of the seven standards and RPI members who have been recognized for their practice of those standards. In the first installment, we take a look at Recognition Strategy, and the award-winning way that Kforce practices this standard. The RPI Best Practice Awards are now open for nominations through February 1, 2018.

Kforce, a professional staffing firm based in Tampa, Florida, with more than 60 offices and 2,000 employees, was honored as Best in Class for Recognition Strategy in 2016 by RPI.

Recognition at Kforce is real. So real that they has an entire department dedicated to strategizing, implementing and evaluating recognition programs, contests, events and rewards. It’s all spelled out right in the Kforce Recognition and Engagement Mission Statement:

We want all Kforcers to feel recognized, inspired and valued. We will celebrate and share the Kforce culture of appreciation and performance (it’s what sets us apart).  By doing this, we create a strong, united and engaged Kforce Family.

Known as “Kforcers,” the company’s people have created a culture of recognition by constantly celebrating Great Results in a truly unique and informal fashion. Each office knows the Kforce art of celebration and recognition.

Day-to-day recognition is easy to see at Kforce. Their digital Snapshot feature illustrates this culture of recognition in real time. Associates simply submit a photo and caption that showcases the Kforce recognition culture and it will be posted front and center on their intranet. Hats Off is another informal example that happens all day, every day. This is a digital, peer-to-peer recognition program that’s also on their intranet and is accessible to everyone.  Kforcers are encouraged to make spontaneous recognition posts about their coworkers and partners, then the post is published on the intranet for all to see. Managers receive an email notifying them of their associates’ good deed.

Performance and milestone reports help fuel informal recognition and celebrations. Kforce has numerous ranking reports that are emailed on a monthly and quarterly basis to a select audience. These reports are highly anticipated and are used for interoffice contests and even firm-wide competitions and celebrations. Immediately after a report or ranking is emailed out, a barrage of emails is circulated recognizing those with top standings or improvements.

Formal programs keep Kforcers engaged and connected on a monthly and quarterly basis. The most well-known of these is the Performers’ Incentive Program which inspires competition and performance through new, exciting trip destinations each year. Formal qualifications and rankings are developed and communicated via email.  Ranking reports are monthly to show qualifiers their positions. Each year the destination changes to keep the program engaging and exciting. Mission: $2 Billion is the firm-wide campaign that engages associates in our business strategy, collective goals and advantages for the next few years. Kforce developed this theme and uses it for formal recognition programs such as the on-going Cup competition and Quarterly and Annual Awards.

Their formal milestone programs aim to further create a feeling of value and pride for those being recognized.  Kforce service awards recognize those celebrating a 5-, 10-, 15-, 20-, 25- or 30-year anniversary with a firm-wide email and a special desk memento. Their career milestone program is called Moving UP! and recognizes associates who have achieved notable growth in their career. Whether an official promotion (reported by HR) or a sales milestone (reported by Finance), the employees are recognized a monthly firm-wide email.

Whether day-to-day, formal or informal Kforcers are engaged within a strong culture of recognition. It is an obvious differentiator for the firm and the main reason they are all a part of the Kforce Family.

For more information on Kforce, the Chairman’s Awards and their success with Recognition Strategy, please visit the company website at: www.kforce.com.

Tags:  7 Best Practice Standards  recognition 

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Standard Success Stories: BAE Systems Recognition Strategy

Posted By By Jess Myers, RPI, Friday, January 19, 2018

Note: RPI’s Seven Best Practice Standards are the cornerstone of successful employee recognition and rewards programs. In 2018, we are taking a closer look at each of the seven standards and RPI members who have been recognized for their practice of those standards. In the first installment, we take a look at Recognition Strategy, and the award-winning way that BAE Systems practices this standard. The RPI Best Practice Awards are now open for nominations through February 1, 2018.

BAE Systems, based in Arlington, Virginia, was a recipient of three Best in Class awards:

  • Standard 1- Recognition Strategy
  • Standard 4 - Communication Plan
  • Standard 7 - Program Change and Flexibility

BAE Systems takes pride in its recognition strategy programs. From their award-winning entry, they offer several samples of the ideas and actions behind their recognition strategy efforts.

Employees at BAE Systems participate in IMPACT, a company-wide program to recognize and reward employee accomplishments. It is tied to the company’s Total Performance culture and their company values: trusted, innovative and bold. IMPACT’s goal is to make it easy to recognize employees for making an impact on their business.

They measure day-to-day recognition through the IMPACT program. The company’s non-monetary “Rave” award is a special thank you for employees who take on additional responsibilities to help another employee.

Informal recognition is also measured through the IMPACT system via the Pioneer award, which rewards those who have contributed to a team or project or other achievement in a way that aligns to the company’s aforementioned core values. Pioneer awards range in value from $25 to $250 and are based on business-related criteria. The company also offers informal recognition via service anniversaries, birthdays and celebrations like company picnics.

BAE Systems also supports a robust formal recognition program, offering three possible rewards:

  • Pathfinder recipients lead or contribute to a project, program or achievement that aligns t the core values. These awards can range from $500 to $10,000 and are measured through IMPACT.
  • Trailblazer recipients lead a team on a significant project or program with significance that aligns to the company’s core values. These awards can range from $10,000 to $50,000 and are measured through IMPACT.
  • Chairman’s Awards are further broken down into three categories that recognize and celebrate the work of BAE Systems employees in:
    • Business Leader Award
    • Executive Committee Award
    • Chairman’s Gold Award

The basis for all the awards is the core values that BAE Systems identifies and promotes. They seek employee behavior that is:

  • Trusted to deliver on commitments
  • Innovative in finding and turning ideas and technologies into solutions
  • Bold in accepting new challenges and managing risk

The results have shown not only been award from RPI, but in celebration of their awards programs and strategy. For more information on BAE Systems, the Chairman’s Awards and their success with Recognition Strategy, please visit the company culture website at: https://www.baesystems.com/en/our-company/about-us

Tags:  7 Best Practice Standards  7 Best Practices  recognition strategies  success stories 

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