The people that we work closest with have a wonderful perspective on our contributions, and behavior. Peer recognition can unite and strengthen your team by encouraging them to notice and appreciate the good works of others. There's no question that appreciation from a manager is important, but giving a percentage of recognition responsibility to peers encourages a culture of appreciation that fosters camaraderie; a key to retention. We've identified five elements to help you create a successful peer recognition program.
1. Make it Meaningful: Encourage your team to be specific when giving praise for more meaningful recognition. Instead of "Melanie did a great job!" Try "Thank you Melanie for being thorough with this report. It helped me to achieve my goal, and I appreciate that."
2. Take Action Today: Using a system that aims for immediate gratification will motivate employees to give feedback. If the peer compliments become a pile before you do anything with them, you will loose momentum.
3. Get Them Involved: Let employees help in deciding how the program will be designed, and how it should evolve and change. They will feel more invested... and if the whole team is on board, it will cause a greater impact.
4. Praise in Public: Read comments aloud, give meaningful recognition in front of the team. Or, you may choose to post them for everyone to see.
BrownOriginals are a great way to give meaningful recognize your staff. Choose your meaningful wording, and your Swarovski Crystal color, or your logo. This public recognition will make them feel great. Get started today!
Do you have a winning strategy for peer recognition? We would love to hear what works for you on our comments page.