5 common mistakes that doom recognition programs

A passive approach of simply applauding longevity or doling out trinkets doesn’t cut it anymore. Use internal platforms for your plaudits, which should align with your company’s core values.

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Recognition for a job well done is a wonderful thing and a big contributor to employee engagement.

A poorly designed recognition program can fall flat and give the initiative a bad name at your company. Here are some common pitfalls to avoid if you’re taking the positive step toward ensuring that your employees feel appreciated:

1. Just giving out “stuff.” We talk to many people who say their organization has a recognition program simply because they give out service awards on milestone anniversaries. Though that’s a nice gesture, a true recognition program does not simply reward employees for not quitting or getting fired. It should involve discretionary awards (monetary or non-monetary) that reinforce your company’s core values and business goals. Nobody puts in extra effort each day for the promise of getting a gold watch 40 years from now. Not only that, fewer and fewer employees are even staying long enough to reach those milestones.

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