What do you do if your employee recognition and rewards program is ineffective?

When your employee recognition and rewards program isn't hitting the mark, it's a clear signal that something needs to change. Recognition is a critical component of employee engagement, and when done effectively, it can enhance motivation, satisfaction, and productivity. If your program is falling short, it's time to take a closer look at the mechanics behind it. Supervisory skills are key in identifying the gaps, understanding the needs of your team, and implementing a more effective strategy to ensure that your employees feel valued and recognized for their contributions.

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1 Assess Needs

Before you can fix your recognition program, you need to understand where it's lacking. Engage with your employees through surveys or focus groups to gather feedback about the current program. Listen to what they value and what they don't. It's essential to recognize that not all employees are motivated by the same rewards. Some may prefer public recognition, while others might value additional time off or professional development opportunities. By understanding their preferences, you can tailor your program to meet the diverse needs of your team.

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Carl Bonura, CRC

Guiding HR Leaders & CEOs to High Performance Cultures through Employee Engagement and Recognition Strategies
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Ineffective recognition programs are usually a sign of a poorly designed program. Have you been honest about the goals and objectives? Did you align recognizable behaviors with the company mission? Do you have leadership and supervisory support? Is recognition part of the company culture? All of these things must be in place to have an effective program.

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2 Revise Strategy

With feedback in hand, revise your recognition strategy to align with your team's desires. This might mean diversifying the types of rewards offered or changing the frequency of recognition events. Ensure that the program is inclusive and equitable, providing opportunities for all employees to be recognized. It's also crucial to set clear criteria for recognition so that employees understand what behaviors and achievements are being rewarded. Transparency in the process fosters trust and can boost participation and enthusiasm for the program.

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Carl Bonura, CRC

Guiding HR Leaders & CEOs to High Performance Cultures through Employee Engagement and Recognition Strategies
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Revising the strategy may mean starting over from zero depending on how badly there is misalignment among company desires, observable behaviors and objective results. Perhaps the program should be rebuilt from the ground up to get you where you need to be.

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3 Communicate Changes

Once you've overhauled the program, communicate the changes clearly and effectively. Explain the new criteria for recognition and how the rewards system works. It's important that every employee understands how they can be recognized and what benefits they can expect. Good communication ensures that the revised program is well received and that employees feel informed and excited about the changes.

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Carl Bonura, CRC

Guiding HR Leaders & CEOs to High Performance Cultures through Employee Engagement and Recognition Strategies
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As in life, communication is key to successfully conveying the program needs and objectives. Clarity sets the foundation of trust, which is imperative such that employees are certain that the company is behind them and will do what it says it will do. Built on trust employees will follow the leaders.

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4 Implement Fairly

Implementation is key to the success of your revamped recognition program. Ensure that the process for nominating and rewarding employees is fair and consistent. Avoid favoritism or bias, which can undermine the program's credibility. Supervisors should be trained on how to recognize and reward employees fairly, based on the established criteria. Fair implementation helps build respect for the program and can lead to increased motivation across your team.

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5 Monitor Progress

After the new program is in place, monitor its effectiveness. Keep track of participation rates, employee satisfaction, and any changes in team morale or productivity. This ongoing evaluation will help you understand if the changes are working or if further adjustments are needed. It's also a chance to celebrate the program's successes and to continue refining it over time.

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6 Gather Feedback

Finally, continue to gather feedback from your employees about the recognition program. This shouldn't be a one-time event but an ongoing conversation. By keeping the lines of communication open, you can stay attuned to your team's evolving needs and preferences. Regular feedback helps ensure that your recognition program remains relevant, effective, and appreciated by your employees.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your employee recognition and rewards program is ineffective?

1

2

3

4

5

6

7

1 Assess Needs

2 Revise Strategy

3 Communicate Changes

4 Implement Fairly

5 Monitor Progress

6 Gather Feedback

7 Here’s what else to consider

Supervisory Skills

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What do you do if your employee recognition and rewards program is ineffective?

1

2

3

4

5

6

7

1 Assess Needs

2 Revise Strategy

3 Communicate Changes

4 Implement Fairly

5 Monitor Progress

6 Gather Feedback

7 Here’s what else to consider

Supervisory Skills

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