Workplace Recognition and Incentive Programs

The Economy vs. Recognition & Motivation

You provide a motivational environment through recognition and employees respond positively when it is genuine.  Proper recognition has no strings attached when delivered in a personal and honest manner.  Its purpose is to recognize accomplishments that are in the best interest of the company and to reinforce the shared values. Motivation is ultimately achieved.

Programs such as Birthday Gifts, Holiday Gifts or Gifts to an entire group are not designed to be used for situations unrelated to performance or for actions that are a condition of employment.

Awards Criteria

Awards and recognition should be given based on achievements in keeping with your company Vision and shared Values.  You have to determine what those are for your company, but some examples are:


  • Possess a winning spirit
  • Focus on your customers
  • Growing the business profitably
  • Be active team players
  • Treat people with respect
  • Look for better ways to do things
  • Take action to achieve results
  • Acting with integrity

Values: targets for employees’ efforts:

  • Innovation
  • Individual accomplishment
  • Team accomplishment
  • Sustained high performance
  • Extraordinary effort in resolving a problem or completing a project
  • Reduced errors and defects
  • Increased customer satisfaction
  • Reduced cycle times
  • New net revenue
  • Reduced costs
  • Safety
  • Attendance
  • Acts of Heroism

Why do I need such a program?

There is no question the economy has been in a downturn, but HR using recognition as a management tool can help keep companies competitive.  Now more than ever, performance improvement, recognition and incentive programs will help corporations produce solid business results.  Tough times are prime times for these solutions.

Continued investments in programs targeted to employees will result in stronger relationships between management and the rank and file, ultimately leading to healthier bottom line.  Employees have the need for a deeper connection with their company during tough times.  Conversely, companies have the need for a more productive, committed work force.

According to a 2013 benchmark study conducted by Gallup, only 3 in 10 employees feel engaged enough to stay with their current employer.  So, just as existing employees have a strong desire to connect with their upper management, companies have an urgent need to make a connection with employees, if for no other reason than trying to keep top talent.

Both needs can be met with increased employee communications, training and recognition.

For more information or help in creating a highly engaging environment, contact us.