Economics/Business

What is a recognition program/importance/benefits/How to structure

In this content, you will discover how recognition program can motivate people and generate value for companies. 

Offering employees a positive view of the work they do is the first step in making a difference. Follow up!

What is a recognition program?

It is a specific policy developed by companies based on criteria established according to the organizational culture . 

The main objective of the recognition programs is to value employees and teams in the corporate environment . 

In general, professional recognition results in rewards , financial or otherwise. 

But valuing employees goes far beyond bonuses. Today, companies already understand that money is not always the main professional motivation factor. 

This is demonstrated by the new generations, who enter the job market with other desires, want to be useful and hope to make a difference in the company. 

Therefore, developing recognition programs that result in personal and professional achievements are good bets to encourage employees. 

After all, realizing that their work has no meaning for the business and is not valued by management, demotivates and affects productivity, also affecting employee engagement. 

What is its importance?

First, it is worth noting that a professional recognition program is beneficial for the company and for the employee. 

By being valued in the work environment, the individual remains motivated to perform their functions with quality and meet the proposed goals . 

Thus, he helps his team and actively contributes to the growth of the business. 

A curiosity that corroborates this phenomenon is the reward system existing in the brain, capable of processing information related to the sensation of pleasure or satisfaction. 

According to science, this process of the mind is responsible for making the individual wake up daily and go to work. 

But if he is not satisfied with this task, the brain will not motivate him to do so. 

Therefore, in the corporate environment, recognition is a form of incentive that motivates professionals to perform their duties with quality and productivity . 

In this case, the company gains by retaining talent and decreasing turnover. Not to mention that, with quality of life at work, productivity levels increase and business success becomes more evident. 

This is the importance of having a good employee recognition program. When valued, they are more motivated to deliver better results and the company gradually grows

What are the benefits?

Companies that promote programs to recognize their human resources reap results in the medium and long term.

Some benefits have already been mentioned so far, but let’s reinforce:

  • strengthening the organizational climate and employee motivation ;
  • more productive companies;
  • better customer service and support;
  • development of innovative products.

How to structure a recognition program?

Organizing a recognition program that offers concrete benefits for the organization and employees is not an impossible task.

On the contrary, with creativity and simple actions , results will come. Check out some tips to succeed in this endeavor.

Know how to listen to the collaborator

Although well intentioned, organizations that promote change without knowing the wishes of their employees run the risk of wasting time and energy. 

Therefore, managers must know how to listen and not just assume what employees want and need . 

To do so, create online forms and send them to the teams so that they can give their opinion about the company, working conditions, relationships with colleagues, among other factors. 

Also, organize activities where brainstorming can bring insights for needed changes. 

A good rewards program should be sourced from the employee. So, listen to him to customize actions and make them special. 

Establish evaluation criteria

Structuring how employees will be rewarded is essential. What will the criteria be? 

Sales volume, periodic evaluations, ideas presented or length of service are some options. 

Therefore, devise a clear strategy and define the requirements to measure whether the results were achieved . 

Being impartial, fair and transparent in this process avoids discontent and frustration. 

Consider that, for the employee, recognition is linked to professional maturity and career development. 

For this reason, assessments act as stimuli for growth in the company. 

In this sense, performance evaluation and the evaluation of objectives and goals are essential for the rewards strategy. 

The first must consider the analysis of the performance of each employee . While the second is to analyze whether the employee has reached the established goal or not. 

In summary, performance is the result of what the employee performs and their behavior. 

Furthermore, performance comes from the result, considering effective deliveries and achieved goals. 

Ensure effective implementation

To correctly implement a recognition program, it is essential to communicate clearly and objectively how this process will work. 

Then inform the participating teams about the objectives, how the evaluations will be, and when the program will go into effect. 

Don’t forget: recognition must be aligned with organizational goals and objectives. 

Review the recognition program regularly

After defining the recognition program that best meets the expectations of employees and the organization’s possibilities, it is necessary to periodically review it . 

After all, needs change, contexts change too. And effectiveness must have a positive impact on the performance, productivity and turnover of professionals. 

A useful tool for monitoring the effectiveness of recognition programs is People Analytics, which collects, analyzes and interprets data to give accurate feedback . 

In addition, getting information from teams allows you to determine whether employees still value the types of rewards they are receiving. 

And listening to the evaluation of the leaders makes it possible to understand whether or not the program affects work performance and whether the results are positive. 

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