The Anti-Checklist of Designing the Ideal Recognition Programme

Shefali Vasave | July 6, 2022 | 484 views | Read Time : 08 min

Ideal Recognition Programme
When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees.

Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals.

#1 Leaving Equity Out of the Equation

A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members.

One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition.

#2 Separating Recognition from the Company Culture

Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale.

One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. 

#3 Making Recognition Impersonal and Generic

Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it.

The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this.

Final Thoughts

Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

Spotlight

Kinetix

Kinetix is a recruitment process outsourcing firm (RPO) for growth companies. We leverage an integrated services model comprised of total RPO, staffing & recruiting and HR consulting to help clients ensure that growth will never be slowed by an inability to acquire and retain the best talent. Founded in 1990 and headquartered in Atlanta, Kinetix has filled tens of thousands of positions (including all roles in all departments) for thousands of clients.

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5 Best Practices for Developing an HR Change Management Program

Article | October 5, 2020

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5 Elements to Retain Millennial and Gen Z Employees

Article | December 24, 2021

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Is it Time to Upgrade Your Benefits Software?

Article | November 24, 2021

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

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Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

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Kinetix

Kinetix is a recruitment process outsourcing firm (RPO) for growth companies. We leverage an integrated services model comprised of total RPO, staffing & recruiting and HR consulting to help clients ensure that growth will never be slowed by an inability to acquire and retain the best talent. Founded in 1990 and headquartered in Atlanta, Kinetix has filled tens of thousands of positions (including all roles in all departments) for thousands of clients.

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Eden Launches Performance Management Product to Make Reviews and Feedback Processes Simpler and More Engaging

Eden | August 08, 2022

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BHG was Named One of the Nation's Best Workplaces for Women by 'Fortune' Magazine and Great Place to Work®

BHG Financial | September 30, 2022

Today, BHG Financial (BHG) has been honored as one of the 2022 Best Workplaces for Women by Great Place to Work® (GPTW) and Fortune magazine. This is the second subsequent year BHG has made this prestigious list. The women leaders of BHG drive a great deal of the success and this representation is integral to how BHG operates. BHG's persistence towards equality is one of the reasons the leadership team comprises over 40% women, compared to the national average of 21%. The recognition on this list is meaningful because it's the only company culture award in America that selects winners based on how fairly women say they're treated at work. At BHG, 98% of women agree that people here are treated fairly regardless of gender. "Since BHG's inception, we have always focused on nurturing a diverse and inclusive workplace, Even as our company has grown geographically and in employee count, we've committed to providing personalized development programs that ensure women have equal opportunities. Our placement on this list emphasizes our dedication to offering a safe and fair workplace." -Katie Barnes, Chief Human Resources Officer at BHG Financial To determine the Best Workplaces for Women, Great Place to Work analyzed the survey responses of over 640,000 women who work for Great Place to Work-Certified™ companies that employ at least 50 women. Companies must also have at least 20% of non-executive managers who are women, and at least one executive who's a woman. In the Great Place to Work survey, 96% of BHG's women said BHG is a great place to work. This can be compared to the average US company, where only 57% of employees would say the same thing, according to Great Place to Work. BHG Financial has been certified as a Great Place to Work® since 2016 and has been recognized among Fortune and GPTW 24 times on numerous reputable lists. About BHG Financial BHG Financial is transforming the financial industry, leveraging the power of data, analytics, and cutting-edge technology to become one of the best sources for high-performing loans, and the creator of one of the largest community bank loan and product networks in the country. Since 2001, BHG has originated more than $12 billion in loan solutions to top-quality borrowers, which community and midsize banks can access via a state-of-the-art loan delivery platform. BHG Financials' dedication to providing services that meet the needs of its clients has led to the creation of a full family of brands that range from business, consumer, and SBA 7(a) loans to credit cards, collection services, risk management services, and point-of-sale financing. With record growth year after year, BHG continues to be recognized regionally and nationally, earning a spot on the Inc. 5000 for 15 years running and receiving accolades from Great Place to Work® and Fortune magazine, among others. BHG Financial is partially owned by Pinnacle Bank (PNFP) and has headquarters in Davie, FL and Syracuse, NY. To represent the company's growth and dedication to continuously expanding their services, Bankers Healthcare Group became BHG Financial in 2021.

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Paychex Research Reveals Job Stability and Meaningful Work Are What Makes Employees Stay

Paychex | August 01, 2022

New research from Paychex, Inc., a leading provider of integrated human capital management software solutions for human resources, payroll, benefits, and insurance services, explores the challenge of employee retention and the key drivers motivating employees when making choices about their career paths. With 4.3 million people quitting their jobs as recently as May 2022, the survey of more than 600 U.S. workers provides insight employers can use when developing strategies for increasing retention. The study—which was conducted in partnership with Future Workplace, an Executive Networks member company—revealed a gap between the employer perceptions and employee sentiments related to retention. When asked about factors (other than compensation and benefits) that contribute to their decisions to stay in with their company, 30% of respondents indicated that perceived job stability is their most important motivator and 60% ranked it in their top three. Feeling that the work was meaningful (45%) and having a passion for their field (33%) were the second- and third-most-popular answers, respectively. Reasons related to employers' brands (19%), corporate culture (19%), and products (13%) are the least important to employees, despite many companies' focus on these elements in their recruiting and retention efforts. "Research shows that almost half of employees say they do not want to change companies within the next 12 months, but that is never a guarantee that those employees will stick around long-term, The Great Resignation may be slowing, but that doesn't mean companies can take a passive approach. Rather, they should use this opportunity to offer programs, perks, and benefits that meet employees' diverse needs." -Alison Stevens, director of HR Services at Paychex. 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Over one-third (35%) of all respondents ranked flexibility in work hours and schedule as the number one reason they'd be more likely to stay at their organization long-term, and 70% ranked it among their top three. It was significantly more likely for Baby Boomers (46%) to say that flexibility would make them more likely to stay at their organizations long-term than Gen X (38%), Millennials (31%), and Gen Z (24%). Opportunities for career advancement, skills development, and internal job mobility, and increased commitment to work/life balance ranked second and third overall with 50% of employees putting each in their top three most-desired perks. A promise of better work/life balance was particularly compelling to financial services workers (29%) compared to those in leisure/hospitality (10%), manufacturing (11%), education/health services (14%), retail/trade/transportation/utilities (13%), and other professions (11%). Keeping Employees Long-Term Health insurance (64%) and retirement plans (62%) are the top two benefits shown to keep employees long-term. However, the research shows that the importance of mental health benefits is on the rise among younger generations. Gen Z (23%) is significantly more likely to say that mental health benefits would make them more likely to stay at their organization long-term than Millennials (14%), Gen X (5%), or Baby Boomers (3%). Financial wellness benefits (41%), such as tuition reimbursement, professional development stipends, student loan repayment, and child-care support, ranked third among benefits most important for employee retention. "Perhaps the most compelling takeaway from this study is the confluence of factors that affect employees' decisions to say with a company, Each employee presents a different intersection of the demographics outlined in the study, and the only way to really know what will keep them in their position for the long haul is to ask. Even so, employers rarely do it. We found that only 29% of employees have had what we call a 'stay interview.' These open conversations with employees can give HR staff insights into the unique values of their employee populations to increase retention, even in a difficult labor market." -Jeanne Meister, the founder of Future Workplace and executive vice president at Executive Networks. About the Research: The research findings are based on a survey conducted across the United States between May 4, 2022, and May 11, 2022. For this survey, 604 full and part-time employees at small to mid-size businesses (20-500 employees) were asked general questions to understand employees' thoughts around retention. The study targeted employees who are between the ages of 18 years to 75 years old. This is a survey in a series of research reports administered by Future Workplace that will focus on the employee point of view and pinpoint top concerns, priorities, and trends facing the modern workforce. About Paychex: Paychex, Inc. (Nasdaq:PAYX) is a leading provider of integrated human capital management solutions for human resources, payroll, benefits, and insurance services. By combining innovative software-as-a-service technology and mobility platform with dedicated, personal service, Paychex empowers business owners to focus on the growth and management of their business. Backed by 50 years of industry expertise, Paychex serves more than 730,000 payroll clients as of May 31, 2022 in the U.S. and Europe, and pays one out of every 12 American private sector employees.

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HR PRACTICE,EMPLOYEE ENGAGEMENT

Eden Launches Performance Management Product to Make Reviews and Feedback Processes Simpler and More Engaging

Eden | August 08, 2022

Eden, the all-in-one people operations platform for employee-centric companies, today announced the launch of its People Success suite of tools with its new Performance Management product. The launch marks the expansion of Eden's product suite beyond hybrid workplace tools, enabling Eden to be the first software vendor that helps companies manage both their workforce and workplace. With 40% of workers disengaging when they receive little to no feedback, performance management is a critical process for any high performance organization. Consistent feedback and reflection help employees hone in on their strengths, understand their areas for growth, improve at their current role, and create a compelling vision for their careers. Companies that have continuous performance processes are 44% better at retaining talent, but managing the performance review process is one of the most challenging and time-consuming parts of the job for HR teams. Eden's Performance Management product makes these feedback cycles simple and easy for everyone involved – from people teams and managers to employees. "Providing opportunities for structured personal and professional growth is critical to the success of any high-performance organization, Eden's Performance Management product enables modern companies to empower their team members' growth through feedback and self-reflection, unlocking the potential of people and organizations." -Joe Du Bey, co-founder and CEO of Eden Eden's Performance Management solution will simplify the feedback cycles and processes for all stakeholders involved, including: HR and people teams, who can set up new review cycles through Eden's Performance Management product, customize questions and processes, view employee analytics, and maintain historical performance data to analyze trends across the organization. Managers, who can leverage the solution to assign peer reviews to employees at all levels and monitor team performance. Employees, who are able to use Eden's solution to complete their self-assessments, view their feedback, goals and areas of improvement, and provide feedback to their peers. Whether it's creating and distributing performance reviews, effectively measuring employees' progress against their individual goals, or arming managers with the tools they need to improve their employees' performance, Eden's Performance Management software ensures that companies have the right technology in place to prioritize their people and scale their HR processes. The future of work is employee-centric, In order to achieve high performance, organizations need to prioritize and care for their employees and provide them with the tools and opportunities they need to succeed at their current jobs and broader careers. Eden's Performance Management product will help high-growth companies be exceptional places to work,said Du Bey. Performance Management is the first product in Eden's People Success suite of software. In addition to its new People Success suite, Eden offers a Flexible Office suite of tools, which includes Desk Booking, Visitor Management, Room Scheduling, COVID Team Safety, and Internal Ticketing and Deliveries. About Eden Eden is the all-in-one people operations platform that helps your team work wonders. With its People Success suite, Eden makes it easier for your team to conduct performance management in an employee-centric way. With its Flexible Office suite, Eden ensures your company can run a high-performance hybrid workplace with tools that include desk booking, conference room scheduling, visitor management, deliveries notifications, and more. Eden is based in San Francisco and New York, and investors include Y Combinator Continuity, Bessemer Venture Partners, Fifth Wall, S28 Capital, JLL, ENIAC, SV Angel, and more. Eden's mission is to create a better place to work, for everyone.

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BHG was Named One of the Nation's Best Workplaces for Women by 'Fortune' Magazine and Great Place to Work®

BHG Financial | September 30, 2022

Today, BHG Financial (BHG) has been honored as one of the 2022 Best Workplaces for Women by Great Place to Work® (GPTW) and Fortune magazine. This is the second subsequent year BHG has made this prestigious list. The women leaders of BHG drive a great deal of the success and this representation is integral to how BHG operates. BHG's persistence towards equality is one of the reasons the leadership team comprises over 40% women, compared to the national average of 21%. The recognition on this list is meaningful because it's the only company culture award in America that selects winners based on how fairly women say they're treated at work. At BHG, 98% of women agree that people here are treated fairly regardless of gender. "Since BHG's inception, we have always focused on nurturing a diverse and inclusive workplace, Even as our company has grown geographically and in employee count, we've committed to providing personalized development programs that ensure women have equal opportunities. Our placement on this list emphasizes our dedication to offering a safe and fair workplace." -Katie Barnes, Chief Human Resources Officer at BHG Financial To determine the Best Workplaces for Women, Great Place to Work analyzed the survey responses of over 640,000 women who work for Great Place to Work-Certified™ companies that employ at least 50 women. Companies must also have at least 20% of non-executive managers who are women, and at least one executive who's a woman. In the Great Place to Work survey, 96% of BHG's women said BHG is a great place to work. This can be compared to the average US company, where only 57% of employees would say the same thing, according to Great Place to Work. BHG Financial has been certified as a Great Place to Work® since 2016 and has been recognized among Fortune and GPTW 24 times on numerous reputable lists. About BHG Financial BHG Financial is transforming the financial industry, leveraging the power of data, analytics, and cutting-edge technology to become one of the best sources for high-performing loans, and the creator of one of the largest community bank loan and product networks in the country. Since 2001, BHG has originated more than $12 billion in loan solutions to top-quality borrowers, which community and midsize banks can access via a state-of-the-art loan delivery platform. BHG Financials' dedication to providing services that meet the needs of its clients has led to the creation of a full family of brands that range from business, consumer, and SBA 7(a) loans to credit cards, collection services, risk management services, and point-of-sale financing. With record growth year after year, BHG continues to be recognized regionally and nationally, earning a spot on the Inc. 5000 for 15 years running and receiving accolades from Great Place to Work® and Fortune magazine, among others. BHG Financial is partially owned by Pinnacle Bank (PNFP) and has headquarters in Davie, FL and Syracuse, NY. To represent the company's growth and dedication to continuously expanding their services, Bankers Healthcare Group became BHG Financial in 2021.

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EMPLOYEE ENGAGEMENT

Paychex Research Reveals Job Stability and Meaningful Work Are What Makes Employees Stay

Paychex | August 01, 2022

New research from Paychex, Inc., a leading provider of integrated human capital management software solutions for human resources, payroll, benefits, and insurance services, explores the challenge of employee retention and the key drivers motivating employees when making choices about their career paths. With 4.3 million people quitting their jobs as recently as May 2022, the survey of more than 600 U.S. workers provides insight employers can use when developing strategies for increasing retention. The study—which was conducted in partnership with Future Workplace, an Executive Networks member company—revealed a gap between the employer perceptions and employee sentiments related to retention. When asked about factors (other than compensation and benefits) that contribute to their decisions to stay in with their company, 30% of respondents indicated that perceived job stability is their most important motivator and 60% ranked it in their top three. Feeling that the work was meaningful (45%) and having a passion for their field (33%) were the second- and third-most-popular answers, respectively. Reasons related to employers' brands (19%), corporate culture (19%), and products (13%) are the least important to employees, despite many companies' focus on these elements in their recruiting and retention efforts. "Research shows that almost half of employees say they do not want to change companies within the next 12 months, but that is never a guarantee that those employees will stick around long-term, The Great Resignation may be slowing, but that doesn't mean companies can take a passive approach. Rather, they should use this opportunity to offer programs, perks, and benefits that meet employees' diverse needs." -Alison Stevens, director of HR Services at Paychex. Generation Influences Why Employees Work at Their Companies While job stability and performing meaningful work ranked among the top two reasons respondents stayed at their companies, Baby Boomers (32%), Gen X (35%), and Millennials (31%) were significantly more likely to cite job stability as the most important reason than Gen Z (14%). Instead, Gen Z (18%) prioritizes meaningful work over job stability. In addition, Baby Boomers (41%) said that passion for their field and industry are among the most important reasons to work at their company. Gen X (30%) focused on close relationships with coworkers, and Millennials (39%) cited opportunities for career growth. Gen Z (27%) said company growth and success were especially important to them. Flexibility Reigns as Top Priority for Employee Retention When asked what would make employees more likely to stay in their roles, respondents noted a desire for more flexible scheduling. Over one-third (35%) of all respondents ranked flexibility in work hours and schedule as the number one reason they'd be more likely to stay at their organization long-term, and 70% ranked it among their top three. It was significantly more likely for Baby Boomers (46%) to say that flexibility would make them more likely to stay at their organizations long-term than Gen X (38%), Millennials (31%), and Gen Z (24%). Opportunities for career advancement, skills development, and internal job mobility, and increased commitment to work/life balance ranked second and third overall with 50% of employees putting each in their top three most-desired perks. A promise of better work/life balance was particularly compelling to financial services workers (29%) compared to those in leisure/hospitality (10%), manufacturing (11%), education/health services (14%), retail/trade/transportation/utilities (13%), and other professions (11%). Keeping Employees Long-Term Health insurance (64%) and retirement plans (62%) are the top two benefits shown to keep employees long-term. However, the research shows that the importance of mental health benefits is on the rise among younger generations. Gen Z (23%) is significantly more likely to say that mental health benefits would make them more likely to stay at their organization long-term than Millennials (14%), Gen X (5%), or Baby Boomers (3%). Financial wellness benefits (41%), such as tuition reimbursement, professional development stipends, student loan repayment, and child-care support, ranked third among benefits most important for employee retention. "Perhaps the most compelling takeaway from this study is the confluence of factors that affect employees' decisions to say with a company, Each employee presents a different intersection of the demographics outlined in the study, and the only way to really know what will keep them in their position for the long haul is to ask. Even so, employers rarely do it. We found that only 29% of employees have had what we call a 'stay interview.' These open conversations with employees can give HR staff insights into the unique values of their employee populations to increase retention, even in a difficult labor market." -Jeanne Meister, the founder of Future Workplace and executive vice president at Executive Networks. About the Research: The research findings are based on a survey conducted across the United States between May 4, 2022, and May 11, 2022. For this survey, 604 full and part-time employees at small to mid-size businesses (20-500 employees) were asked general questions to understand employees' thoughts around retention. The study targeted employees who are between the ages of 18 years to 75 years old. This is a survey in a series of research reports administered by Future Workplace that will focus on the employee point of view and pinpoint top concerns, priorities, and trends facing the modern workforce. About Paychex: Paychex, Inc. (Nasdaq:PAYX) is a leading provider of integrated human capital management solutions for human resources, payroll, benefits, and insurance services. By combining innovative software-as-a-service technology and mobility platform with dedicated, personal service, Paychex empowers business owners to focus on the growth and management of their business. Backed by 50 years of industry expertise, Paychex serves more than 730,000 payroll clients as of May 31, 2022 in the U.S. and Europe, and pays one out of every 12 American private sector employees.

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