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Baudville Recognition at Work
5 Ways to Keep Your Old Recognition Program Looking New

A recognition program is vital to the health and success of your organization, but it can grow stale if you don't give it some TLC. Spotting a moldy program is as easy as cleaning your cupboard of old bread: you just have to know what to look for. Keep your eyes and ears open for low participation, lack of interest from staff, and grumblings about the program. When you spot your program experiencing these symptoms, it’s time to take action!

Shout Outs

Keep your Shout Outs peer recognition program fresh and exciting!

First, give your team a friendly reminder about your recognition program. Let your managers or employees know that your recognition program is an important part of the culture at your organization, and hold them accountable to using it!

Second, recognize your active program users in a public setting. During a staff or company meeting, put the spotlight on the employees who have given and received the most Shout Outs in your peer-to-peer recognition program. Award them a certificate and a small gift, like a gift set, to celebrate.

Third, add a new incentive to your rewards mix to foster greater employee interest. Refresh your gifts and prizes with new options or even choose a new recognition theme. The new items may be what it takes to spark new life into your program.

Fourth, get the company excited about the program with a team competition. Create a trivia game about your recognition program, e.g. how many Shout Outs notes did we write in July, and give points to those who guess the correct answers. Award prizes to the employees with the highest scores. Not only will your trivia game remind employees of your program, it can be a valuable training opportunity, too.

Finally, create an incentive for the company if they increase participation levels. If you have a Shout Outs peer recognition program, for example, offer a casual day or a special treat to the entire team if they have 80% or more participation in the program for an entire month. Set a specific goal for your team, and they'll be more likely to hit it!

Quick Tips

How you communicate about your recognition program influences how employees remember it. Get tips on packaging your program for long term effectiveness.

Package Your Recognition Program

Think about how your organization sells its product. What's one of the most important aspects? The packaging!

Your recognition program is no different. Give it a name, theme, and identity. Your program's identity can be a great rallying point for employees. Use program graphics on greeting cards, updates, internal company communications, newsletters, and certificates, and as a logo on lapel pins and awards. Your recognition program package doesn't have to be expensive. Use pre-printed papers and motivational merchandise, centering your theme on graphics that already exist.

This quick tip is from our employee recognition eBook "Winning Ways to Recognize Your Stars."

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Best Practices

Thanks to the information in our employee recognition case study, one customer was able to implement a successful recognition program that surpassed everyone's expectations!

"We enjoyed the Grace Haven case study and got great ideas! We modified the employee engagement survey a little and handed it out in May. We have since had a big recognition celebration and have hung a Shout Out board in our lobby. The first month we had so many Shout Outs posted, we used two extra bulletin boards and we still had some to spare. We'll be handing out the employee engagement survey again in the fall, with positive improvements I'm sure."

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August 18 - Recognition TV Webisode: Maintaining Momentum in your Recognition Program
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