Employee of the month recognition program

Here are some names for programs and awards that celebrate outstandingly good work with more than just another employee-of-the-month award. Keep your employees rooting for their coworkers to succeed with peer-to-peer incentive programs. Whether the awards are posted on social media or around the office, you should display them proudly for all to see.

Take your team building to the next level with catchy names for incentive programs. When your employees achieve greatness together, present them with special, uniquely named awards. These creative employee recognition ideas should help your customer service representatives feel truly appreciated and valued. Our research shows that consistent recognition for above-and-beyond performance can add 3. Use these recognition name ideas to go the extra mile for your employees who go the extra mile in their work.

Reward their dedication with employee recognition programs and awards that celebrate their commitment and encourage others to follow their example. Show your employees that you value them by installing long-term benefit programs and repaying their loyalty with heartfelt awards.

Everything that comes next depends on it. This is the foundation for employee recognition done right. Imagine a succulent steak cooked to perfection with your favorite side dishes. The waiter pours the perfect beverage to accompany your meal. Now imagine that same piping hot steak served on a garbage can lid in the alley out back.

If your team sees your recognition program as something that is important to you , it will be important to them. So make a HUGE deal awarding employee of the month winners in a public setting. Use the biggest company meeting each month that involves the most team members. Take a picture of the management team with the winning employee and their award. Share their pictures on social media and tag myemployees, so we can share it, too! We can tell you from experience pictures make awards ceremonies feel way more official.

Yes, we just said presentation is everything, but timing is just as critical! The sooner your team members get that pat on the back, the more impact it will have.

That geos a long way toward reinforcing that behavior. Awarding winners as quickly as possible once the month is over maximizes the impact of your appreciation.

Falling behind with your recognition program and worse, staying behind has the opposite effect. Unfortunately, poor planning often robs managers of the chance to show employees how important recognition is to the management team.

Think about this analogy: A year-old has just shown responsibility by taking out the trash, a behavior the parents would like to see repeated. Not if they want it to happen again during the next three months. Beginning to see the pattern with how crucial all of these things are, and how they all work together? Awards are great tools to help express appreciation. This dimension measures how the person is perceived in terms of their communication skills, competence, clarity and integrity.

A highly credible employee is usually very dependable. They show up on time, do what they say and say what they do. They are honest and straightforward with their coworkers. Someone with a high level of respect makes a constant effort not to discriminate or offend others for their decisions or lifestyle. It means working every day to create a healthy and warm work environment.

People with a high level of identity are usually the best brand ambassadors. They promote their company, not only to its clients but also to any prospective employee. An employee who treats everyone with a sense of fairness usually helps create a workplace in which politicking and back-door deal-making is seldom the way to get things done. People who avoid favoritism or show any kind of bias when dealing with their coworkers are usually considered to have a high degree of equality. People who come in to work, not because they have to, but because they are passionate about what they do have the highest level of commitment to their job.

These employees will usually do little things like turning off the lights when the conference room is empty or picking up a piece of trash even when no one else is watching them.

They come in early and leave late and, for the most part, have positive and optimistic conversations with their teammates. When creating a program like this you must make sure the rules are clear. Here are some things to consider:.

Depending on the goals of the company you can very well rotate the different dimensions each month and focus on one in parti cular. For example, one month could be all about Personal Performance and the winner would be selected by picking the person with the highest score in that dimension. On month two you could shift the focus to Credibility, Identity or any of the other dimensions.

The Employee of the Month should be publicly praised and rewarded with something meaningful. The team member should feel special in many ways. Some of the most common ideas are:. As we mentioned above, manually creating a cross-employee survey requires a lot of hard work, but the payoff is extremely worth it.

However, using tools like EPIC make this process a lot easier and far more organic. If you have any questions about how to manage an Employee of the Month program using our unique engagement software system, EPIC, visit us at ClarityWave. This site uses Akismet to reduce spam. The vague term feels good to employees who receive the award, but it might leave other employees wondering precisely what characteristics make a winner.

That sounds pretty frustrating, right? Without tactical goals and clear expectations, they might start to wander, losing sight of the path the achievement without direction to channel their efforts. When companies provide clear parameters for the employee of the month distinction, the award reinforces core values, pretty powerful tool by our standards.

When awards are directly tied to common values, the entire company will unite around the rallying cry, and that type of power trickles down to even the smallest of daily tasks. Get specific about the traits you value in your employees with some fresh new takes on the old employee of the month program. These ideas focus on honoring employees for specific accomplishments, characteristics, and core values that other employees can observe and aspire to emulate.

These title ideas spell out criteria to make award justification crystal clear; employees receiving the accolated will love getting praise for specific accomplishments while employees who want to receive awards will know exactly what they need to do to get their performance up to par. Watch engagement skyrocket as rewarded employees aim even higher and aspiring employees return to their work with renewed motivation to do their best. Find more useful tips to learn more about motivation in the workplace on the Calibre Office Furniture website.

A little justification for all your employee of the month efforts? A employee recognition experts at Bonusly recently highlighted Nemonations —the recognition program from the company behind the Button mobile commerce platform.

The stuffed animal is adorable, and it serves as a strong visual anchor for the helpful qualities colleagues love. The award comes with preferred parking, a trophy, and a giant bag of healthy snacks naturally. Employees named Value Victors exemplify the following core values:. The GEM Program stands for the Go the Extra Mile Program , an initiative that takes on new, literal significance when you find out it rewards hospital employees for quickly and efficiently moving patients around the hospital.

Through the program, employees nominate each other for doing anything that improves the work of the department. Leadership tallies up the nominations at the end of each month to find the winner. The program has demonstrated quantifiable success, with hospital employees increasing their moves per hour from 2. Limeade, an employee engagement company, knows how to engage their own employees.

Every employee involved can receive an award, and any communication you put out about the recipients should focus on the why, how, and what of the accomplishment so other employees can get ideas for how they could follow suit. Why: Training Specialist Tina knew her online development modules for onboarding new employees were dull, but she lacked the design skills to do anything about it.

After meeting Digital Designer Max at a company happy hour, Tina decided to find out if Max had the time to work with her on a project, even though he worked in a different department.

She got the thumbs up, and Max said he would be delighted to help. What : The collaboration resulted in the company receiving an award for exemplary online training materials at a recent industry showcase. Highlighting achievements gives achievers the recognition they deserve and gives future achievers the examples and inspiration to follow.