It is important to provide a metric that measures how focused a company is in recognition. It encourages companies to recognize more than the favorite outgoing employees, and to find new people to recognize. The result is more recognition across the organization.
Recognized employees in last seven days / Total employees = RES
The metric is intentionally designed at the organization level to encourage collectivism. Companies need visibility that the work they do benefits the company. Most Western companies focus on the individual performance, where RES helps focus at a higher level. When others are recognized, employees can instantly see the RES go up. Thus, workers know their contributions help the whole organization, collectively.
The RES has four levels for engagement. They are simply separated by 0-25, 25-50, 50-75, and 75-100. Shown below is the color scheme.
Wayne Brockbank wrote on Harvard Business Review the necessity for HR to focus more on the organization rather than solely focusing on the individual. The Recognize team believes the same: a duality of both individualism and collectivism within the organization. Traditionally western companies focus on the individual and are blind to the benefits of collectivism. The following are ways Recognize employee recognition app showcases the organization.
Recognize promotes collectivism in two ways: Employee Engagement Score (RES) and teams functionality.
Recognition Engagement Score (RES)
The RES is the measure of how many employees are recognized in the past week compared to how many total employees are in the organization. It is a metric dedicated not to the individual performance, but to the organization. It shows the degree to which the organization is focused on recognition.
Recognition Engagement Score
Recognize also encourages what we call collective gamification through the team leaderboard. Every recognition is tied to a point value in Recognize. At the end of each month the team with the most collective points is celebrated and the points reset for the next month. Teams now can work together to reach the most recognitions.
The Recognize team fully agrees with Wayne Brockbank cry for western organizations to begin thinking at the collective-level of the company to understand that the group is stronger than the sum of its individuals.
“The whole is greater than the sum of its parts.”
“The Ducky goes to… David!” Leann Arkema, the VP of operations at Breakthrough, announces to the company of 14 employees. Everyone claps while David smiles and stands. “I accept this reward…”, David begins. Everyone quiets down as David reports some of the successes that week and thanks everyone for thinking of him for his hard work. Next week David will pass the Ducky onto someone else to be highlighted at the team meeting.
Employee recognition isn’t only for large companies with budgets for online solutions, like Recognize. Homegrown employee recognition works well in small centrally-located companies with passionate employees who are creating culture as they go. A recognition program in this setting can go a long way if it resonates with the team and is highlighted in monthly or in weekly meetings.
“The holder of the chalice presents a colleague with this commendation for feats of strength and stamina in the line of duty during our Friday Hour of Awesomeness.” – Peter Shanley Director of Strategic Programs at Neo
At the innovative interactive agency, Neo, they pass around a chalice to the employee of the week that went above and beyond. They call it the Neo Unicorn Cup. “Holder of the chalice presents them their commendation for feats of strength and stamina in the line of duty during our Friday Hour of Awesomeness.” Says Peter Shanley Director of Strategic Programs at Neo.
The Neo Unicorn Cup
Personalized employee recognition
The mascot is a large duck at Breakthrough, an online therapy startup. Leann Arkema says “The ducky symbolizes something that looks calm, but under the water the legs are moving very fast. That’s how we like to think at Breakthrough. We are relaxed while we work very hard.” Leann added a twist to their employee recognition program, the ducky is signed by the recipient. The ducky is now covered in memories of recognition.
Framework for startup employee recognition
- Choose a trophy for the monthly recognition. Ideally a company mascot or special symbol
- Email company introducing the program
- Pass the trophy around on a weekly or monthly basis in a team or company meeting
- Allow the last winner hand the trophy to the new winner
- Email company who won the trophy
- Keep the trophy on the desk of the winner for the week or month
- Add something special to the program to make it unique to your organization
Employee recognition works at startups to Fortune 500. What’s most important is tying the program to company culture. Companies will engage staff when they include a public, fun, and equal recognition program across the organization.