10 Steps To a Successful Recognition Program

Program Objective: The program should be consistent with the company's values, principles, and objectives for improving productivity and performance.
Program Theme: Recognition is fun. Theme ideas are endless!
Award Period: Whatever your time period, keep the program visible with regular updates and benchmarks, even mid-period awards.
Recognition Categories: Clear and definitive boundaries must be set, with criteria above and beyond what is normally expected from employees.
Eligible Participants: All employees related to that department, goal, etc. must be eligible.
Program Qualifications: A recognition program must provide equal treatment for equal accomplishments.
Presentation: Recognition and rewards must be timely to the achievement. Acknowledge actions as soon as possible. Generally, public commendation is better than private.
Budget: When performance goals are met, the increased sales, profit, or cost savings to the company will far exceed the cost of a recognition program.
Awards: Recognition is not compensation! Studies repeatedly show that employees rank recognition for accomplishments higher than money.
Cost Analysis: A well-structured recognition program virtually pays for itself due to increased profits, cost savings, and employee morale that results from meeting program goals.