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Companies implement reward and recognition programs with one goal in mind: improve employee performance. In some cases, this form of constructive peer pressure makes public a positive example of someone who is doing a great job and motivates others to improve their performance. These programs don’t typically have big dollars attached to them, but they do require effort on the part of managers and HR. When certain details are missed, they can backfire having the opposite effect of what was expected. Use the below 3 tips to achieve your intended objectives and get the most from your reward and recognition programs.

Choose a Reward that Employees Are Excited About

Make sure that what you choose as the reward in the program is something that motivates your employees. One way to ensure the reward(s) you select really hits the mark is to ask them! You can do this by taking an informal poll, conducting a survey through a tool like Survey Monkey or asking the team during a staff meeting.

Rewards don’t necessarily need to be expensive. Get creative in terms of potential options by considering things like time off, small dollar value gift cards and other awards suggested by employees.

Advertise. Promote. Repeat.

In order to get the most out of your program, advertise so everyone is aware of it. You may want to announce the new program during a staff meeting, use posters, email or other communication channels with employees. Take into consideration whether the employees who will participate in the program have access to email, the intra/internet and other location specific factors when making this decision.

Also, keep these efforts going while the program is live. Take the opportunity to share when someone receives a reward through the program with all eligible participants. This will keep the program front and center in the minds of employees and motivate everyone to participate.

Make Sure All Eligible Employees Can Participate

Some employees may be out of the “lime light” so to speak. Find a way to offer the program that works for every shift. If there are times when a manager isn’t available to reward and recognize, consider scheduling supervisors to occasionally work during this timeframe, or arrange for shorter visits by managers on the shift. You could also put an alternate policy in place to make sure all employees can participate.

Are you interested in more information about reward and recognition programs? uDrive subscribers have access to tools and templates that can help. These can be found in the Resources for the Parking Manager section of the site.