As more companies realize the value of employee appreciation programs in driving greater business performance.

Employee motivation and recognition are critical to the success of a company. It can boost employee productivity by creating a productive and positive work atmosphere, as well as increasing employee sense of accomplishment, participation, involvement, and job satisfaction.

Setting up an effective recognition strategy, on the other hand, does not happen overnight; it takes time and effort to do it right. From our engagement experts, here's everything you need to know.

10 Steps To Getting A Plan Off The Employee Appreciation

BUY-IN FROM SENIOR MANAGEMENT

The most ardent supporters of your recognition program must be the senior management team. It will appear to be simply another HR program without senior management buy-in, and both managers and employees will be hesitant to participate in it.

OBJECTIVES, TARGETS, AND CRITERIA

Setting goals for your plan is critical. Set goals that are aligned with the broader business objectives, as well as the various criteria that will be used to select who will receive a recognition award.

TRAIN MANAGERS ARE PERSONS WHO ARE IN CHARGE

Managers should not only be informed on how the program works; they need also be informed on what constitutes meaningful acknowledgment in your company. This could include their team's relationships, when to recognize an employee, and how to incorporate recognition into their daily operations - even if they already have a full to-do list.

RESEARCH

A successful program requires much research. You should research the various types of recognition schemes, the rewards that will motivate your employees to go above and beyond, how your employees communicate (and the best way to communicate with them! ), who will be the best scheme advocates, costs, and how you'll tie the program goals to your business goals.

FORM AN ACTION PLAN FOR IMPLEMENTATION

Every project, including your recognition program, needs a project plan. Set a launch date and then work backward to allocate roles, create goals, and organize your team. Meetings should be held frequently to keep everyone on track.

THINK ABOUT A PILOT PROGRAM

Consider piloting a new, all-singing, all-dancing strategy with just a few employees, a team, or an office before rolling it out to the rest of the company. To test the scheme, choose managers who are proponents of it. This will enable you to determine what works and what does not. The scheme can then be fine-tuned before being introduced to the rest of the firm.

GET THE WORD OUT ABOUT THE LAUNCH

Assist you in planning a communication blitz by enlisting the help of your company's marketing department. Set up a launch event, place recognition program flyers on employees' desks, post information on bulletin boards, and give managers rules on the scheme so they can educate their personnel.

CONTINUE TO COMMUNICATE

The majority of programs fail because enthusiasm wanes after the first excitement of the launch. To keep your staff informed about new incentives, who has been recognized and why, and scheme updates, use your study into how your employees communicate.

KEY IN ON THE RESULTS

Keep track of your Corporate Event's progress in relation to the objectives you set at the outset. Use surveys and focus groups to get feedback in addition to the statistical data provided by your incentive management firm.

KEY POINT: KEEP THE MOMENTUM GOING

Don't assume the job is done after the scheme is launched. Maintaining momentum requires ongoing communications, timely recognition, and adjusting the program as needed in response to feedback.