Recognition Program Criteria

Employee recognition programs can provide motivation and satisfaction to workers.

Recognition programs encourage workers and give rewards for achievements. They positively impact the workplace by communicating values and creating role models. However, success with these programs necessitates choosing the right criteria.

Types

Criteria provide standards for formal and informal parts of a recognition program. Informal recognition rewards small achievements with gifts such as gift certificates. Formal recognition rewards large achievements with gifts such as a plaque given at an awards ceremony. The criteria for each type of recognition differ greatly.

Features

According to the University of Washington's human resources department, criteria for recognition programs should include departmental initiatives and the department's core values and core purpose. For example, a sales department should recognize productivity and a research and development department should recognize innovation.

Context

The context surrounding a recognition program affects the program's success. Awards given in a competitive context motivate some employees to achieve greatly but demoralize others who work hard but do not win. Awards given in a team context encourage collaboration while still reinforcing performance improvement.

Significance

The criteria chosen for recognition programs affect their success. All criteria should be fair, challenging and clearly communicated so that employees appreciate their rewards and feel proud of their achievements. With the right criteria, a recognition program can improve work climates.

References

• State of New Mexico Human Services Department: Employee Recognition Program
• Radford University: Employee Recognition Program
• University of Washington Human Resources: Employee Recognition
• GovLeaders: Making Creative Use of Employee Recognition Programs

Resources

• USDA: Department of Human Resources Management Employee Recognition Program