Employee recognition plan
10 steps from deciding why to start to reviewing whether it worked, and a template to copy into a document.
1. Say what the program is for
Write 1 sentence. For example: people who do good work hear about it within a week, in specific terms.
2. Ask people what they would like
Ask 5 to 10 employees how they like to be thanked. Some like public mentions. Many prefer a private word.
3. Name an owner
One person is responsible for the program and has time set aside for it.
4. Choose 2 or 3 types
From the program types. Start with manager recognition.
5. Set the rules for fairness
Write down who can give recognition, who can receive it, and how awards are chosen.
6. Set a budget, or none
Decide whether rewards are part of the program. A program with no budget can still work well.
7. Train managers
A 30-minute session on how to give specific thanks, with 2 or 3 examples.
8. Launch to everyone at once
Tell people what the program is, how it works and where to find out more.
9. Review at 3 months
Ask what people think. Change what is not working.
10. Review at 12 months
Look at who received recognition and who did not. Check whether the program reaches every role and every location.
Recognition plan template
Copy this into a document and fill it in.
RECOGNITION PLAN Purpose (1 sentence): Owner: Who it covers (roles, sites): Types of recognition we will use (2 or 3): 1. 2. 3. How often managers give recognition: How awards are chosen (if any): Budget (or none): Launch date: First review date (3 months): Second review date (12 months): How we will know it is working:
Questions
What should be in an employee recognition plan?
A purpose, an owner, who it covers, the types of recognition used, how awards are chosen, a budget, a launch date and a review schedule.
How long does it take to set up a recognition program?
A simple program, with manager thanks and a peer channel, can start within a few weeks. Awards and rewards take longer because they need rules.