The benefits of peer-to-peer reward and recognition

Article Index
Overview

Whilst managerial recognition and financial rewards are powerful motivations for staff, nothing can beat the satisfaction of being recognised by ones peers for hard work or achieving results. My experience of working with businesses to deliver motivation programmes has shown that recognition has more resonance when it comes from colleagues, and is therefore more motivating - and so helps to deliver results for businesses.

Peer-to-peer recognition schemes allow staff to nominate fellow employees for an award when they feel they have gone the extra mile, for example by achieving targets, generating a positive working atmosphere, being a good team player, and so on. From these nominations, the management will then usually decide which are the most deserving and reward them accordingly.

Before employers implement a peer-to-peer recognition programme, there are a few things to consider:

• Define and understand the objectives for implementing the recognition programme – what are the objectives, and is peer-to-peer the best way of achieving these?
• Determine the scope of the scheme – will the scheme be available across departments only or company-wide? Plan the criteria to ensure it is not just the top achievers who are recognised - reward at all levels of the organisation.
• Define an ‘affordable’ recognition budget, typically based on a cost-per-head basis. In many instances, cash may not be the most appropriate reward as it can get spent on everyday items and the impact therefore is lost. Retail vouchers or experience days enable the employee to choose a reward of their choice and ensures a more memorable experience.
• Don’t forget to consider the implementation, operational and communication costs.
• Ensure the programme is accessible to all. What’s the best way for staff to submit their nominations and receive feedback? Feedback enables staff interaction and encourages them to continue to input into the scheme.
• Will nominations be approved by the respective line manager, with subsequent authority to reward where appropriate, or will nominations be approved by a panel?
• What criteria will the panel or line manager use to assess the nominations? These criteria will need to be communicated clearly to staff and regularly reviewed to ensure they remain in line with the businesses objectives.

Strong communication of the scheme and its aims will ensure employees understand the organisation’s expectations and are encouraged to nominate their co-workers. Communication really is the key and, if implemented effectively, can invigorate any audience by communicating each winner’s success and reinforcing the positive outcome of the peer-to-peer scheme.

Once the programme is set up, there is still work to do. Analyse the data and continue to adapt and adjust the programme as the requirements of the business and its staff develop. Use surveys and forums to understand the staff clearly and what motivates them, taking into account the different backgrounds and lifestyles that make up a workforce. A one-size-fits-all approach to reward will not work. Once the initial buy in has been achieved, reward and recognition will require a level of on-going management and two-way communication to ensure continued engagement with employees.