How to Manage an Employee of the Month Program

Manage an employee of the month program by offering perks and incentives.

When managed well, employee of the month programs help honor and celebrate standout staff members who somehow have demonstrated excellence in their work ethic. But without proper management and facilitation, employee of the month programs can have little effect on staff morale, instead wasting money and energy while running the risk of singling out employees for embarrassment and cheesy trophies. To manage successful employee programs, communicate with staff members to learn how they would like to be recognized.

Things You'll Need

• Feedback form
• Incentives

Instructions

1. Talk with management to ask about employee of the month program budgets, possible perks and benefits you're able to offer employees and how to determine the selection process. For new programs, ask employees to complete feedback forms suggesting the types of incentives they'd like to see tied into recognition programs -- front-of-the-line copy machine privileges, preferred parking spots, leaving 30 minutes early on Fridays during the month they've been selected or lunch and face-time with key company decision-makers to learn about growth opportunities or other topics. For current programs, ask employees how they feel about current employee of the month program benefits. If no one cares about engraved plaques, get rid of them.

2. Announce guidelines for employee of the month programs. To keep things fresh, switch the focus of program guidelines from month to month. This honors the different skills and talents brought to the table by diverse employee backgrounds, whether it's technical expertise, a knack for pleasing customers or an ability to problem-solve when sudden problems emerge. This prevents the program from becoming stagnant; for example, if the employee of the month program simply recognizes the leader of the most recent project completed, there's no suspense involved. Employees uninvolved with a particular project already will know they're not being considered for the award.

3. Appoint managers accustomed to working with employees on a daily basis to select employees of the month. When awards come from a distant executive unfamiliar with the day-to-day accomplishments of staff members, the recognition loses some intensity.

4. Monitor the program's effectiveness with periodic conversations with staff members, anonymous feedback forms or general observation of employee enthusiasm about the program. It might be necessary to revamp the program over time to keep things fresh and ensure that employees remain invested and motivated.

Tips & Warnings

• Because some employees view these programs as incentives for staff members comfortable with obsequious, over-the-top catering to management in hopes of garnering the prize, implement programs where peers select the next honoree.

• For whatever reason, traditional employee of the month programs might not work at your business. Try not to force it; instead, opt for something employees truly will enjoy. For example, some companies draw the employee of the month's name out of a hat; that person then gets to set up a personal display case showcasing some of their interests and hobbies. Rather than rewarding good behavior, it's an opportunity for staff members to get to know one another.

References

• University of Washington: Employee Recognition
• ChartCourse.com: Employee of the Month Programs Don't Work
• ImprovingYourWorld.com: Creating an Employee of the Month Program
• Groco.com: Employee Recognition Programs
• State of Kansas: Employee Award and Recognition Program
• Entrepreneur.com: Is it a Good Idea to Start an Employee of the Month Program?

Resources

• University of Michigan: U Matter!