Top 10 Lessons Learned About Recognition & Reward Programs

Everday implementation of recognition and rewards programs gave us some important and valuable lessons. Every customer creates recognition and rewards program per their needs and company culture. But some steps and lessons learned can be applied to every company and every program.

August 27, 2019 By Goran Rice Share on Twitter! Share on Facebook! Share on LinkedIn!
recognition and rewards lessons



1. Peer-to-Peer vs. Top-down

We have found that when awards are based on peer recognition or have a more company-wide buy-in, it leads to enhancing the recognition culture.  You can still offer recognition programs that are ultimately decided by senior management. A healthy balance of peer-to-peer and top-down approaches is key to employee acceptance of the new program.

2. Desirable Consumption Experience

Keep the recognition programs simple. Consumption experience must be delightful for both the sender and recipient of recognition, as well as for any support required either as end-user or administrator of the program

3. P2P Nomination programs are an excellent alternative for a non-monetary program

Nomination/Voting programs create a high level of engagement and nicely replace non-monetary programs. Standard “Employee of the Year/Month” award can be effectively conducted via this type of programs.

4. Communication and Change Management are a key for a successful R&R project

Successful project implementation starts with clearly stated requirements and creative communication with the workforce about the program. Banners, Posters, Videos, Unique experiences, Physical Badges, etc.

5. The project team and trust

Trust is the ultimate human currency. The project lead and launch team on the customer side have always ranked us highly and built incredible trust during the effective implementation and continuously as the program runs after go live. Getting the right people on both sides sets up the recognition program for future success.

6. Adoption and internal marketing

Recognition culture needs to be fostered by internal marketing (communication) or/and gamification with the use of the solution. With social and gamification aspects, you will engage better your workforce in their daily tasks… e.g – digital referral programs, incentivize learning achievements, reward achievements with unique experiences.

7. Phased roll-out

Start small and use the program as a marketing mechanism for further adoption and buy-in by additional stakeholders

8. Integration

Integration and data sync with Success Factors is key to success. Offline uploads of employee data create cumbersome and not sustainable implementation.

9. Flexibility and Future-Proof Program

The product is flexible and grows as the customer needs grow, based on the demand and feedback from stakeholders and end-users. It is a living mechanism, maintain it, change it, introduce new recognition programs… keep your workforce always engaged with an innovative approach

10. Treat your workforce as they were your customers

Superior Customer Service – for example, during the delivery of awards… not often, but sometimes there are hiccups by the reward suppliers. It’s important that our customer service is dedicated 100% to resolving those hiccups for employees as fast and as convenient it can be for the employee so they get a superior experience

Find out more about Semos’ Recognition and Rewards solution

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Flexible Recognition and Reward Programs