Peer to Peer Recognition Program

peer to peer recognition program

10 Peer to Peer Recognition Rules you need to know about

The importance of peer-to-peer recognition, one colleague recognising the efforts and achievement of another, and the positive benefits this brings for business performance have been studied and proven. Companies with successful but more traditional service or ‘top down’ recognition programs are actively evolving their recognition and reward programs using easy to install and maintain platforms like Redii. Let’s have a look at 10 rules to get peer to peer recognition started.

1. Involve your employees in creating it

Employee-led designed recognition programs are far more effective. If it’s rolled out by the HR team there is always the danger of it being ‘yet another boring system’. Involve your employees and let them have a say for example in naming the awards, deciding the name of the program and the look and feel. Redii can be customised in many ways and the more involvement your employees have the more they are invested in its long-term success.

2. Complement digital recognition with physical stuff to make it social

Our client Horticulture Innovation has a great way of doing this. It is called the “Golden Ticket”. If a colleague has done something significant that deserves more than a “You Rock” (one of their award names) the employee is sent 100 points on the recognition platform. But, also he/she gets a big bar of chocolate! So when a giant chocolate bar is on someones desk, the social buzz is just amazing. It means that someone has been recognised for something extraordinary and everyone know’s who!

Here’s how Horticulture Innovation view behaviours deserving of a Golden Ticket:

a. Working through challenges/scenarios using the business values as the barometer for decision making and communication.

b. Innovation or initiative applied to an issue/project resulting in improved outcomes.

c. Exceeding the expectations of your role to deliver great results to peers, stakeholders or others.

3. Opportunities for everyone.

Every employee should have an equal opportunity to give and receive recognition. Make sure to include everyone as part of your recognition and reward program.

4. Recognition has to be super specific

Make sure your employees are recognising each other with specific actions or for specific behaviours, not just a general well done’s, or simple thank you’s so that they and their peers digest what positive behaviours or specific contributions are being recognised.

5. Give a special meaning to that awesome recognition.

Meaningful recognition helps to associate positive memories with their peers and the company, as well as builds team spirit and co-operation. So make it personal too, what personal value did the employee show? Remember, what gets recognised gets repeated.

6. Make Peer to Peer recognition immediate not an afterthought

Today’s business moves so fast, that you’ve often moved on to the next thing after celebrating a win. Make sure you recognise and reward your peers immediately. It is NOT ok to leave it to next week, month or even worse to the performance review. Make sure it happens straight away or the moment is lost.

7. Leaders should ‘lead’ by example

If you want your peer to peer employee recognition program to succeed you must ensure that managers and executives lead by example and recognise each other, otherwise it’s unlikely that a culture of positive peer to peer recognition will be adopted across your organisation.

8. Communication is key

Communication is paramount to the success of a Peer to Peer recognition program. Make time to schedule announcements reminding people to recognise weekly, monthly or quarterly.  Once it becomes embedded in your culture, the need to do this will decrease. School your leadership team on pointing out great opportunities for their team members to recognise their peers. This agains helps people get into the rhythm.

9. Less is More

Peers are more likely to recognise their colleagues if it is easy to do – so don’t over complicate it. Start with one or two simple awards like ‘everyday thanks’ or ‘extraordinary thanks’. You should be able to have recognition sent and received in less than 3 minutes.

10. Get this party started! Celebrate every day, Recognise every day!

Make every moment of recognition feel like a celebration for the person receiving it. Then take the time to look back over the month, quarter or year and celebrate what the team has acheived.