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Traditional forms of reward and recognition are becoming less and less effective at motivating today's employees. Yesterday's formal reward and recognition programs are giving way to a "culture of recognition." Building a true culture of recognition requires an integrated approach. If you wish to kick your recognition program up a notch, combine formal, informal and day-to-day recognition techniques that are linked to your organization's values and goals. Adopting this holistic approach will not only create a culture of recognition, it will contribute to a performance culture that enhances employee engagement, performance and retention.

Recognition efforts traditionally have been a group of formal events such as recognizing employees with service awards for their 10th anniversary or enjoying an annual Employee Appreciation Day lunch. While such events serve a purpose, over time they may become institutionalized and can become stale and expected. Consequently, employees anticipate these events with the same level of enthusiasm as a visit to the dentist. Simply implementing events or programs in an organization that does not embrace a culture of recognition is virtually a waste of resources.

In a recognition culture, events and program are combined with a variety of other techniques that make recognition a part of an organization's day-to-day work environment. Successful recognition initiatives employ a variety of motivational tools and communication methods to maximize every opportunity to positively reinforce behavior that is consistent with the organization's goals and values.

Characteristics of a Culture of Recognition

• Recognition is a way of life, not just a program.
• Employees are treated with respect, approval and appreciation.
• The organization's goals and values are practiced daily, continually reinforced and rewarded often.
• It is all about performance and rewarding high-performing employees.
• Rewards are personal and meaningful.
• One size does not fit all. Respects differences in individuals, in their motivations and in what drives them. Individuals are recognized in ways that are meaningful to them.

Key Elements of a Culture of Recognition

Recognition Professionals International has established seven best practices by which to evaluate employee recognition programs. When these elements are fully implemented together, the result is a powerful and strategic recognition program.

• Recognition Strategy — Recognition is a part of a strategic plan to motivate, develop and retain high-performing employees.
• Management Responsibility — Recognition is a function of every manager's job. It is not an "extra" or something to be done when "I can find time for it." It is an expectation and all managers are held accountable.
• Recognition Program Measurement — The effectiveness of recognition programs is measured to track performance. Tie the measures to your existing values and goals. Why Do We Need R&R?
• Communication Plan — Develop a plan for communicating and marketing your recognition culture to your employees.
• Recognition Training — Train all managers and supervisors on the goals of the program and in recognition techniques.
• Recognition Events and Celebrations — Hold unique recognition events and celebrations. Avoid doing the same thing each time. Tie your events and celebrations to your organization's goals and make them unique.
• Program Change and Flexibility — One size does not fit all. What works in one organization may not work in another. Commit to a continually evolving recognition initiative. If your program is not having the desired results, make any necessary changes.

How is a Culture of Recognition Best Achieved?

• Catch the vision — Walk the talk. Model the behaviors you want your managers and supervisors to embrace.
• Involve your employees — Ask them how they would like to be recognized. Ask them what motivates them to perform.
• Recognition is everyone's responsibility — Hold everyone accountable. Encourage employees to recognize their coworkers.
• Commit the necessary resources — Do not take on more than you can handle. Make sure you can deliver on the promise. If necessary, start small, evaluate and adjust.

What will success look like?

Once you implement many of the ideas discussed on this website, you will be on your way to creating a more motivating workplace. If you stick with it, you will have employees who are dedicated to the success of your organization and a work environment in which your employees enjoy their coworkers, are passionate about their jobs and desire to do their best every day. Chances are morale, productivity and competitiveness have increased and stress, absenteeism and turnover have decreased.

But, do not stop there. To sustain your results, align desired behaviors and performance with your organization's processes of hiring, orientation, training, development, pay and promotions. Then you will have a culture of recognition and a great work environment. You will have created a truly great place to work!