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Diversify Employee Recognition for Optimal Outcomes

Employee recognition programs are almost always launched with the specific purpose of improving morale and engagement among staff members.

Employee recognition programs are almost always launched with the specific purpose of improving morale and engagement among staff members. As more decision-makers begin to realize the positive impacts that come along with these initiatives – as well as the vast importance of finding ways to retain and motivate talented workforce members – innovative and creative ways of managing these programs have begun to take shape. 

Sometimes, the most helpful guidance a company can receive in terms of employee recognition program management comes in the form of market research that identifies the success and failures of others. Additionally, leveraging a service provider that can expertly craft, deliver and manage an employee recognition program can be extremely advantageous for the average business. 

One of the core trends surfacing in this arena today is the diversification of recognition programs. 

What diversification entails
A standard employee recognition program, at least in the traditional sense, would be relatively straightforward. Essentially, if a staff member meets an objective or excels in one of his or her responsibilities, he or she would be given a pat on the back, or some form of public recognition from a manager or other superior. While this is still very much an intrinsic component of modern initiatives, it should not be the only source of recognition. 

For example, peer recognition can have significant positive impacts on the workforce that are not always seen when only leaders get involved. This model gets employees talking to one another, supporting each other on a higher level and building collaborative channels in a completely organic fashion. 

Some of the indirect benefits might include stronger bonds between a variety of employees who are working in different departments, as well as bolstered overall engagement among staff members. 

Aside from raw recognition programs, these same tenets of diversification can be applied to other engagement strategies. 

More to come
Employees should be recognized for more than just meeting their objectives, especially when other types of engagement programs are in place. Take, for example, an employee wellness or training program. Although this is outside the scope of most everyday responsibilities, applying the diversification of recognition that gets more individuals involved in these initiatives can have similarly positive outcomes. 

Ever wonder what the myths and facts of employee recognition entail? Click here to download our white paper.

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