The Importance of Peer Recognition
The teams I work with are successful because of the focus on respect among one another and fully engaging employees at all levels empowering them to assist in making strong, positive changes in their workplace. Building in systems that promote and reward positive behaviors among co workers and naturally the "customer" base are very important. While formality isn't always necessary, it might be a good idea to formalize this desire to continue building strong teams and collaboration through a formal program. We all appreciate feedback on our performance. It is especially effective when we know our peers were positively effected and they too appreciate our efforts as well.
Consider developing a formal Peer Recognition Program. Like any formal program you have to establish clear, objective guidelines and measures.
What should you consider when developing such a program?
- Define what you are focusing on that meet your strategic goals and fit your mission and vision
- Consider objective measurements and clearly define those
- Keep the program current so that it represents new goals and actions
- As with all that I do and express to my clients...Involve your employees in developing this program and all of the components
- Keep on track with evaluating the effectiveness of this program once in place
- Set clear criteria to all incentives or tangible awards
For my clients, the notion of ongoing communication related to the unit plans we create through my work with employee teams is built into how they do business through the leadership development tips and coaching that I provide. Keeping track of goals accomplished and ensuring employees realize the accomplishments are recognized is so important for leaders to make as a priority. Many formal programs fail or are not as effective as they should be because they are not clear enough, not perceived as "fair" enough and criteria may be in conflict with what employees are "seeing". Role modeling desired behaviors are key from all levels of management. In the end, when we "put our money where our mouth is" we see the results we desire. We make it clear that our organization values are in practice. We see stronger retention, performance and employee engagement overall. |