Employee Feedback On Recognition Programs: Tips for Gathering Insights
Unlocking the potential of employee recognition programs requires more than just a pat on the back. This article delves into practical strategies for gathering feedback, enriched by the perspectives of seasoned experts in the field. Discover how to enhance your approach and create a culture of appreciation that resonates across borders and teams.
- Implement a Multi-Pronged Feedback Approach
- Tailor Rewards to Different Countries
- Introduce Peer-to-Peer Recognition System
- Revamp Recognition to Include Team Achievements
- Add Personalized Touch to Public Shoutouts
Implement a Multi-Pronged Feedback Approach
Gathering employee feedback on recognition programs is essential for ensuring their effectiveness and alignment with the needs and expectations of the workforce. To do this, I implement a multi-pronged approach that fosters open communication and encourages honest input. Regularly distributed anonymous surveys provide employees with a safe space to share their thoughts about the recognition programs. These surveys focus on key aspects such as how valued employees feel, whether the recognition methods resonate with them, and what could be improved. Additionally, we hold feedback sessions during team meetings and conduct one-on-one discussions where employees can share their perspectives in a more personal setting.
One particularly insightful piece of feedback we received revolved around the format of recognition. Employees highlighted that while public recognition during team meetings was appreciated by many, some individuals found it overwhelming and preferred private acknowledgment. This feedback illuminated the importance of tailoring recognition methods to individual preferences. For instance, extroverted employees might thrive on public accolades, while introverted employees might value a personal note or a private conversation.
Acting on this feedback, we diversified our recognition strategies. We introduced options such as personalized thank-you notes, digital kudos on internal platforms, and private meetings with leadership to express appreciation. This not only improved the overall satisfaction with the recognition program but also demonstrated to employees that their voices were being heard and valued. By actively seeking and implementing feedback, we ensured that the recognition programs genuinely resonated and fostered a culture of appreciation across diverse personality types.
Sean Smith
CEO & Ex Head of HR, Alpas Wellness
Tailor Rewards to Different Countries
As a global business, many of our employees and distributors work remotely. This means almost all of our communication is virtual and requires proactive efforts to ensure we can gather feedback and that all employees feel integrated within the company.
We send out annual anonymous surveys to employees asking for comments on how they feel about their employment, as well as questions regarding the recognition scheme.
One insightful feedback comment suggested that the rewards needed to be more tailored to the different countries rather than offering the same generic prize for high achievements. This was important to hear, and we then spoke to each area’s representatives to ensure we could purchase gifts or vouchers for retailers popular in those countries. Ultimately, this makes the rewards more exciting and relevant for the recipient, which, in turn, encourages additional engagement.
Wendy Makinson
HR Manager, Joloda Hydraroll
Introduce Peer-to-Peer Recognition System
I gather feedback by having informal one-on-one check-ins where employees can share their thoughts openly. During one of these conversations, an employee suggested creating a peer-to-peer recognition system, allowing team members to highlight each other’s contributions. I implemented it, and it turned out to be one of the most appreciated changes. It not only made recognition more meaningful but also strengthened team relationships, as employees felt valued by their peers in addition to leadership.
Oliver Morrisey
Owner, Director, Empower Wills & Estate Lawyers
Revamp Recognition to Include Team Achievements
I believe in gathering feedback regularly to ensure our recognition programs are actually resonating with employees. One method I’ve found effective is through informal “pulse surveys” after major recognition events or quarterly reviews. It’s a simple way for employees to share what they liked, what could be better, and whether they felt truly valued.
One piece of insightful feedback I received came after we introduced an “Employee of the Month” program. While it was meant to highlight standout achievements, one employee told me, “I appreciate being recognized, but it feels a little impersonal when it’s just based on numbers. What about the behind-the-scenes effort or team collaboration?”
That feedback made me rethink the whole approach. Instead of just rewarding individual performance, we revamped the program to also highlight team achievements and less measurable contributions, like mentoring or going the extra mile on a tough project.
Since then, the program feels more balanced and inclusive, and the response has been overwhelmingly positive. Employees feel that their unique contributions—whether visible or not—are acknowledged. It reminded me that recognition should reflect all the ways people add value, not just the numbers.
Takarudana Mapendembe
Founder, Best Calculators
Add Personalized Touch to Public Shoutouts
We gather employee feedback on our recognition programs through anonymous surveys automated via Zapier and shared in Slack for easy review. These surveys are sent quarterly and ask employees to rate the programs, suggest improvements, and share how recognition impacts their motivation.
One insightful feedback we received was that public shoutouts in Slack were appreciated but felt impersonal at times. Employees suggested pairing shoutouts with more personalized rewards, such as gift cards to their favorite stores or tailored messages from managers.
Acting on this feedback, we introduced a system where managers now add a personal touch to their recognition, ensuring it feels genuine and meaningful. This adjustment significantly boosted the perceived value of our recognition efforts and strengthened team morale.
Nick Esquivel
CEO, Globaltize
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