Recognition programs are in a reward class all their own. By definition, recognition programs deliver rewards after-the-fact to reinforce and celebrate desired outcomes. They can be cash (e.g., spot bonuses) or non-cash (e.g., gifts, gift certificates, event tickets), but the awards are typically smaller in economic value than other types of reward programs, such as incentive plans. Because of this, recognition programs have a (mostly) well-deserved reputation for accomplishing a lot with a little.
There is a well-meaning tendency among many employers to use company themed merchandise for recognition awards. I suppose there is a sense behind this of killing the proverbial two birds with one stone; you are both rewarding an outstanding accomplishment and doing it in a way that reinforces membership in the organization. A recent study, however, may call this practice into question.
Zlimit.com, an on-line incentive and reward company (www.zlimit.com), reports that a recent search on the popular auction site eBay produced dozens of items (including company watches, high-end pens and jackets, even IPods) which the seller indicated were gifts from his or her company.
Recognition programs that deliver unappreciated rewards are not a new phenomenon. It calls to mind one of the basic motivational principles underlying reward program design: Make sure you are delivering a reward that the employee values (alternatively referred to as the "Don't Give a Plaque to an Employee Who Has No Wall" rule). How to avoid a situation where your recognition gifts end up as auction fodder? The best answer is to involve employees directly in the design -- or evaluation -- of a recognition program. An employee design team or committee (appropriately prepared and positioned for the task) will help you see the recognition program and its awards from the workers' perspective. There is no better way to ensure that the rewards delivered are truly valued and appreciated by employees.
Comments