Avoid These 5 Common Employee Recognition Mistakes

Avoid These 5 Common Employee Recognition Mistakes

Posted by AA on 15th Apr 2020

If you’ve read through some of our previous posts here at the Asap Awards Blog, you’re probably aware of the importance of employee recognition programs. A basic recognition program reduces employee turnover rate, boosts morale, improves productivity, and creates a positive atmosphere in the workplace. However, there are certain mistakes companies need to avoid when setting up an employee recognition program.

#1) Using ‘Generic’ Rewards

One of the biggest mistakes companies make with their employee recognition programs is handing out the same generic reward to each and every worker. Sure, it’s easier and less time-consuming to order 50 or 100 of the same recognition rewards, but unfortunately it doesn’t have the same effect on employees. Instead, take the time to personalize your recognition rewards so they are tailored towards the recipient.

#2) Not Defining Prerequisites

If you plan to launch an employee recognition program in your workplace (which you should), then you’ll want to clearly display the prerequisites necessary for achieving these rewards. When companies use their ‘best judgment’ to determine eligibility for recognition rewards, there’s bound to be some resentment and anger among certain employees. A smarter solution is to clearly define that exactly employees must do to achieve a recognition reward.

#3) Allowing The Program To Die Off

A third all-too-common mistake companies make with their recognition programs is allowing them to die off after a few sessions. Some companies may hand out rewards during the first 2 or 3 fiscal quarters, but then management becomes lazy by placing the program on the back burner. Of course, an employee recognition program is only beneficial if you are actually participating in it, so keep your active and engaged with employees.

#4) Wrong Recipients

I guess this mistake goes hand-in-hand with #2 on the list. In any case, companies need to carefully choose the right recipients for their recognition program. Rewarding the guy who slacks off for several hours a day will only disgruntle the other workers. The bottom line is that you should only hand out recognition rewards to employees who are fully deserving on them.

#5) Not Announcing The Program

Many companies set up employee recognition programs in the workplace but fail to announce them to their workers. An employee recognition program is only beneficial if workers know about, so spread the word and make it known. You can hang posters up in the office, send out newsletter or tell your employees face-to-face about the new recognition program.