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Each organisation has its own strategy,so building your employee recognitionprogramme will similarly depend ona variety of factors including yoursize, demographic, budget, etc. Someprogrammes will be very straightforward,with one recognition plan, while othersmay have multiple recognition plans.The RecognitionPyramid approachThe next question you’re probably askingyourself is, “how do you decide howmany plans to include in your overallprogramme?” An approach I’ve used inthe past is a recognition “pyramid,” whichis a simple model to visualise who yourrecognition programme reaches withinyour organisation. Here’s how to build one:15 Build Your Employee Recognition ProgrammeThe Recognition Pyramid approach

The bottom section of the pyramid, thewidest part, is for what I call “anyone” and“anytime” recognition, so it touches themost employees and happens the mostfrequently. Many companies use this forplans that recognise all employees, and acommon solution is peer-to-peer eCards(digital greeting cards you can send toanyone, at anytime). My colleagues atReward Gateway can customise them toembed your brand, values and messaging tomake recognition easy, and more frequent.16 Build Your Employee Recognition Programme

The middle section (you can have morethan one!) of the pyramid is where youbegin narrowing or reducing the numberof employees who are recognised. Thisis often done as a way to highlight andrecognise those employees whose actionsand accomplishments have pushed theboundaries and/or they have gone aboveand beyond with their performance.For this section, there are two commonplans — manager awards and monthly/quarterly awards. An example of the latter iswhen we used to host quarterly “Thank You”awards, in which employees would nominatetheir peers, a selection panel would choosethe winners and then we’d announce themat all-staff business meetings.17 Build Your Employee Recognition Programme

The top section, the narrowest sectionof the pyramid, is where your recognitionprogramme awards the best of the best,recognising exceptional performance. Themost common plans for this are employee ofthe year programmes or a CEO/leadershipaward.There is no right or wrong number of plans,however, I suggest concentrating on allthree kinds of tiers. If you focus only onthe top tier, you may be missing out onthe opportunity to recognise more of yourstaff and, ultimately, improve engagement.One other tip is to make sure each sectionof the pyramid is clearly defined as well ashow it differs from the others, or you riskconfusion, misuse and even disengagement.To learn more about the pyramid and how tobuild your own, visit rg.co/pyramid for otherexamples.18 Build Your Employee Recognition Programme

What’s in a name?One of the most important decisions youcan make is the name of your programme.The name will determine your overall brandand theme of the recognition programme,and, of course, this is the name youremployees will use over and over again asthey engage with the programme. Hereare a few tips I’ve picked up to make sureyour name will lead you to success:1. Create meaningby asking yourself if the name relates backto the programme and if it’s somethingyour employees will engage with. Forinstance, one of the most popular namesI’ve seen is “Star” because it immediatelybrings up the image of someone standingin the limelight for their achievements.19 Build Your Employee Recognition Programme2. Make your name stand out4. Think beyond the “now”with an interesting (but easy to remember)word or phrase that will cut throughthe clutter of their inbox or otherannouncements, and will look fabulouson your engagement platform.by selecting a name that can stand thetest of time and be more evergreen.3. Keep the name simple5. Consider involvingemployees to help youname the programmeby making sure it can be easily pronouncedand understood. Also keep in mind thatnot all words mean the same thing inall places, so this is especially importantif you have a global workforce.by creating some extra buzz leadingup to the launch and give employeesa sense of ownership from the startby inviting individuals or teams tohelp come up with the name.

Adding MORE to yourrecognition programmeI’ve seen dozens of names over the years, but here are some that I findcan be easily relatable in organisations of all shapes and sizes:In the latest revamp of Reward Gateway’s ownRecognition Programme Namesrecognition programme, we chose the nameMake sure your employee recognition programme name has impact. Examples include:Above &BeyondAccoladeAllStarsApplauseStand outMORE! — Moments of Recognition Everyday.StarThe acronym MORE! sums up what we’re tryingto do, give more recognition. The individualInspireKudosShineSimplyThanksCheersThe ExtraMilewords represent our aim to create recognitionmoments, which we believe are a key partof recognition, and to do it continually.The new recognition programme includes:Peer-to-peer eCards:Peer-to-peer awards:High FiveYou RockManager awards:Game Changer20 Build Your Employee Recognition Programme

Shine a Spotlighton Your Plan21 Shine a Spotlight on Your Plan

Now that you’ve developed your worldclass recognition programme, it’s time toput the spotlight on recognition. Publiciseyour programme with special spotlightsthat tell employees how great it is andhow to use it, and add extra spotlightson those who are being recognised (ifappropriate for your organisation). After all,they’ve done something worth recognising,so get out there and shout about it!Here are a few particularly specialspotlights to get you thinking Launch withimpactAs the expression goes, “You only getone chance to make a first impression!”That’s definitely true when it comes tolaunching your recognition programme22 Shine a Spotlight on Your Plan— this will be your biggest opportunityto show employees how engaging andexciting your programme will be.To create some buzz, you could launchit with a fun video, create a teaser orcountdown campaign, go on a recognitionroadshow or do desk drops of brandedmaterial so it’s always on view. The biggerthe impact your recognition programmehas from the start, the more it will beremembered and used throughoutyour company on an ongoing basis.Keep italiveYour recognition programme, like all yourpeople initiatives, should never be a “setit and forget it” play. You need to keepyour programme fresh, and a great wayto do this is to shine a constant spotlighton it in new and different ways.Here are a couple ways to do that: Create a video montage of recognitionmoments. Post an interview with a recognitionrecipient. Run a value-of-the-month campaign toget employees talking and recognisingeach other based on the value. Create a competition to see whocan send or receive the mostrecognition during a period of time.You can even use a recognition leaderboardto encourage a little friendly competitionamong employees. Whatever you do,find ways to keep it fresh and alive atyour company.

GetsocialEverything we do these days is social,so why not consider adding a socialaspect to your recognition programme?At Reward Gateway, we use what wecall the “Wow Wall,” which is part ofour employee recognition platform.The way it works is that every timea colleague receives an eCard, it’sautomatically showcased to the rest ofthe company (if they choose to), andemployees can like or comment onthe recognition gesture, similar to theinteractions on other social media platforms.Employees love it, and it helps us achievethe objectives of our programme.23 Shine a Spotlight on Your PlanIncorporating features you see on socialmedia puts the spotlight on the personbeing recognised, giving your entireworkforce the opportunity to celebratetogether and it subtly encourages youremployees to recognise each other, asthey’re constantly reminded that youhave a recognition programme.As your recognition programmeevolves, your spotlights will as well. Themost important thing to remember isnot to let it fade away, as you wantrecognition to remain a critical part ofengaging your employees. That won’thappen if no one knows about it!Go mobile with the Connect appIntroduce your people to an on-thego employee recognition app with asocial recognition wall and companyblogs right at their fingertips. Send,comment and react to eCards right fromthe app. Plus managers can deliver onthe-spot recognition, even during theirdaily commute!

Measure Your ROI24 Measure Your ROI

As part of your process, I’m sure you’llspend time talking to your leadershipteam and part of that discussion willinevitably be measuring the ROI (returnon investment) on your programme. Tosuccessfully do this, you need to pull fromyour original strategy and show that yourprogramme has accomplished the goalsyou’ve set out to achieve, and how. If you’reworking with a prospective provider, thatprovider may be able to give you examplesof how their product worked for others ordata points that will help prove your ROI.Many companies paint this pictureby reporting on changes in retention,profit, customer satisfaction and/or employee engagement, showinghow they’ve increased as an indirectresult of their recognition programme.These are common business ROIs,and ones that business leaders will25 Measure Your ROIeasily relate to and understand.You may wish to measure other ROIsdirectly related to your recognitionprogramme, such as the following:ProgrammeusageThis measures interaction with theprogramme and individual plans. It couldinclude the number of eCards sent, thenumber of award nominations made, theamount of clicks on recognition stories, etc.SocialactivityThis also measures interaction with theprogramme and plans, but is specificto social interaction. It could includethe number of likes or commentsemployees are receiving or giving.AnecdotesNever underestimate the power of a greatstory. Report specific stories and examplesthat highlight the value your programme andplans are having with your workforce. Thesedemonstrate the value of investment (VOI),as you won’t have a hard measurement.The key here is to select the right picturebased on the right measurements, sothat your business leaders will see theconnection between your programme andchanges in these measurements. Makesure to test these with your leaders beforemeasuring, so that you get it right from thestart and don’t spend time and resourcespreparing reports that serve no purpose.

The business impact of strategic recognitionBringing recognition into your employeeengagement efforts is a must — we’vefinally understood that, I hope! Thoughtfulrecognition is a powerful way to showappreciation, help employees learn fromeach other and help your team focuson “the wins.” When you get good atrecognising those who do their jobwell or go above and beyond their role,employees benefit in many ways.Strategic recognition helps create theenvironment for more engagement becausepeople are getting what they crave.RespectPurposeRelationships26 Build Your Employee Recognition ProgrammeHere’s how recognition ties into giving employees more Respect, Purpose and Relationshipsat work:“I was really working hard on that project and put in some extra timeFeel more respectedoutside of work. I’m really proud that my efforts were evident to othersand that they see the impact of what I do.”Can more clearlysee the purpose andimportance of theirwork“I was surprised to get recognised for how I handled that customerBuild betterrelationships withothers“It was so nice of Steve to notice the extra effort I gave in thatinteraction. I didn’t realise the customer was so connected in thecommunity. It means a lot to see how my actions might have a realimpact on how someone talks about our company!”meeting. I don’t work with him a lot, but I will keep an eye out for moreopportunities to help his team.”

The ripple effect of strategic recognitionYet, the impact of recognition is muchbigger than on just the individual.Recognising people for the work they do ispart of building a strong, healthy workplace.And employee recognition is powerful. Ithas the potential to inspire people to adoptnew ways of doing things, it helps fostera culture of appreciation and gratitudeand it can also help your organisationreach its desired goals and objectives.Strategic recognition is when youshow appreciation for a successthat helped improve the employeeor customer experience and thatcan be tied to your company’svalues, purpose or objectives.27 Build Your Employee Recognition ProgrammeJust because we’re being strategic doesn’tmean we have to be boring. Rather, thinkabout how adding a little bit more beyondthe “thank you” can turn a nice messageinto one that has a meaningful impact onyour team and your company as a whole.Don’t worry writing the perfect strategicrecognition message is easy! It only involvesthree steps. And once you get into thehabit of doing it, you won’t think twicethe next time you go to acknowledgesomeone for doing a good job.1. Tell the actionIt sounds simple because it is. What specificactions did the person do? Tell the storyin a couple of sentences. It doesn’t needto be a novel, just enough informationso people who may not work with thatindividual every day know what happened.Telling the action ensures that others onyour team will be more informed of greatwork and the types of actions they can do todeliver on your company’s mission, purposeand values. Being specific also makes surethat the recognition is genuine, focusedon merit and doesn’t feel like favoritism.Helpful tip: Think abouttelling the story in a waythat a new employeecan clearly understandwhat they would do ina similar situation.

2. Connect to an area offocus or company valueEmployee recognition is a greatopportunity to tie employee actions toyour company’s values, goals, mission orpurpose. This helps people on your teammake the connection between what theydo every day with the big picture of yourorganisation’s priorities and objectives.It’s key to “walk the talk,” especially as aleader. Connecting the recognition messageto the values, purpose, etc., demonstratesthat those important pieces of yourbusiness are top of mind for you too! Asyou lead by example, people on your teamwill adopt the practice and soon enough,that link between the values and day-today actions will become easier to see.28 Build Your Employee Recognition Programme3. Explain the impactThis step is about the result of the action.Why was it important and how did itaffect your team, your customers or thecompany as a whole? Again, get specific– if you only report on what happened,you miss out on the appreciationpiece that influences engagementand creates an inspiring moment.While the benefit of the action mayseem obvious to you, it may not be toothers, especially if they are not on thesame team or in the same department.Helpful tip: You may evenwant to consider whatwould have been theimpact if the person didnot do what they did.To truly see the strategic impact ofemployee recognition, it’s key to embedit in your company culture. Let’s use asimple analogy. Think about skipping astone across a pond each time the rocktouches the water a series of tiny wavesripple away from the impact point.When you recognise someone for doingtheir job well, the same thing happens. Theinitial impact (on the person you recognise)spreads as the others in your organisationread about the recognition. That ripplespreads even more when your team startsto build the actions into their day-to-daywork, which can have a real impact on yourteam’s (or company’s) goals and objectives.As more people get on board withmaking recognition a habit – a partof your work culture (the “way we dothings around here”) – the ripple effectspreads throughout the organisation.

Creating a culture of continuous recognition leads to:The more employees feel the benefits above, the more likely they are to give their best efforts to supportIncreased engagementand productivity:the company, creating an environment for improving employee engagement. This leads to improvements incountless areas, for example, faster problemsolving, fewer mistakes, more innovation, less stress and improvedwell-being to name a few.Reductions in unwantedturnover:Increased focus on themost important goals:When top performers feel that their work is appreciated, they are less likely to look elsewhere for a job. Asrecognition becomes an integral part of your employee engagement efforts, you’ll see more and more peoplewho are willing to stay even if offered a similar job elsewhere.When the whole team (and leaders) are talking about and acknowledging actions that made an impact bywriting a strategic recognition message, employees are reminded about the goals that the company is focusedon. These reminders do a lot to drive the results that are most important to the company.The right kind of employee reward and recognition programme can make a big impact. Think about how you can incorporate strategicrecogniton to boost and round out your company’s employee engagement efforts.29 Build Your Employee Recognition Programme

A look at the Reward Gateway rewardand recognition programmeOur own suite of recognition and rewardfeatures (yes, we like to put the recognitionbefore the reward!) helps you showcaseachievements across your team andemployees with meaningful moments ofrecognition, while embedding recognitionwithin your company culture with on-thespot tools accessible anytime, anywhere.What’s more, our recognition tools helpconnect your people to your purpose,mission and values by highlighting thebehaviours that drive your businessforward. Here’s a look into what we offer:Peer-to-peeremployee recognitionOur peer-to-peer employee recognitionprogramme offers tailored eCards tofit every organisation’s unique goalsand brand. Anyone can send or receivemoments of recognition to showcasemoments of values-driven behaviour,celebrate a big (or small!) win or welcomenew team members on board.SocialrecognitionEmployee recognition is most effective whenothers can share in that special moment, and30 Build Your Employee Recognition Programmethat’s easy to do with social recognition. PluseCards and other rewards are displayed ona

programme, you should always start your planning by defining your "why." As Simon Sinek, author of "Start With Why," says, "When you start with 'why' in everything that you do, you inspire action in a way that 'what' doesn't." The key to this is asking yourself: Why am I launching a recognition programme, and