There's no need to contain employee recognition to one department and several benefits of doing just the opposite.
When it's time to get workers on board with reward and recognition programs, leaders may focus on only one team or department. Whether this is the highest-performing section or one that drastically needs some sort of improvement, the effort may prove misguided. Employee engagement is a tactic that has benefits throughout the corporate structure, and firms that neglect some of their departments may be missing out.
Create team unity
A unified organization, wherein every single individual is working toward the same goal, is a powerful force in its market. On the other hand, one that seems to deal in double standards for its staff members may end up with morale and teamwork issues. Some sections may feel they are part of a whole different entity, hampering their ability to collaborate across functional lines.
One of the reasons it's so important to embrace equal recognition benefits across the whole corporate structure is the fact that some metrics will always apply. An employee in the marketing department may wonder why IT professionals are rewarded on significant work anniversaries while his or her peers in marketing are not. In extreme cases, this may cause friction between the individual functions. A top-down, uniform reward structure can eliminate the chances of such a mishap.
Scale, importance both grow
Large organizations may appear to be bad use cases for unified employee rewards programs, as implementing them in so many disparate departments seems highly challenging. However, these firms may have the most pressing need of all for these approaches. After all, there are many ways to build team chemistry when everyone works from the same building. If a workforce is scattered around the world, leaders need to seize any opportunity they can to make these professionals feel united in purpose. Rewards could be the glue that holds the team together.
Reaching out and delivering
Businesses that think they are unable of deploying a program that will keep all of their many employees content and attentive may simply not be looking at the options available on the market. By working with third-party partners, these firms can put together processes that suit their needs but don't tax HR departments. Consistent, expert implementation of rewards features, uncoupled from any archaic systems or restrictive technologies, is important. This is the type of solution that can have a material effect on the morale and engagement of workforces, no matter their scale or overall character.
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