#KUDOS ON A JOB WELL DONE HOW TO#

One of your team members might be feeling down about themselves and your gratitude could lift them up again. You see them and recognize how important they are to your business. Showing people that you appreciate them and their great work demonstrates that you value all of their contributions. You never know how a simple “thank you” can impact someone. This approach to recognition will help you to measure your progress and ultimately achieve your objectives.Why is it important to show your team appreciation? Invest in a recognition tool that facilitates quality recognition and invest in the people that manage it. When setting your objectives, understand the power of recognition and its potential to impact change in your organisation. It is important to know why you are implementing an employee recognition programme. Celebrate individual company success once a month.Make sure you recognise someone at least once a week.Look for opportunities to recognise someone everyday.Include rewards that appeal to employees and make managers responsible and accountable for giving recognition. By keeping the programme contents fresh and relevant you keep employees interested and maintain programme momentum. Make sure that it motivates employees to achieve your objectives. With clear objectives and a recognition platform in place, your job is then to focus on creating regular ‘content’ that will encourage employee participation. This customisable platform can be used to recognise behaviours and celebrate achievements that support your specific objectives.

Social Recognition platforms such as Kudos® link recognition to company values. Imagine a Peer-to-Peer recognition programme that provides employees with an exciting platform to recognise one another. Recognition programmes need to be easy to use, engaging and able to support your objectives.

#KUDOS ON A JOB WELL DONE HOW TO#

Think about your audience and how to keep them focused and engaged on your recognition programme. Other questions include what tools are needed to facilitate the programme and how do you get buy-in from employees. Details of how the recognition programme is implemented, maintained and measured need to be decided. Once objectives are set your planning can begin. After all, your objectives and focus will change over time – and the best recognition programmes are flexible and can be adapted. Whatever your objectives, our advice is to set a few obtainable objectives rather than trying to achieve too much at one time. Promoting wellness, improving customer service and reducing attrition are also on their list. Improving productivity, morale and innovation are the top reasons for implementing a recognition programme. The Incentive Research Foundation recently published findings on common objectives for reward and recognition campaigns in the UK. Setting objectives means achieving objectives The success of a recognition programme depends on clear objectives, which will require effort – and a large dollop of creativity. However, a lack of clear objectives for these programmes can lead to poor implementation and disappointing results.

Many companies have employee recognition programmes in place. It also has the ability to change the culture of an entire organisation for the better. Recognising employees for a job well-done has a positive impact on individuals.

Kudos on a job well done