In-house recognition programs a must.

Yes, we are all extremely busy and it takes time out of our schedules to compliment someone or recognize an employee for his or her dedication. But the results of such a compliment will surely justify the effort. Why not take it one step further and develop an in-house recognition program.

We've all stayed at hotels and noticed a plaque behind the front desk recognizing the Employee of the Month. In some instances, you might see one with a picture of that employee and even some comments as to why he or she was selected.

As I've traveled throughout our industry and visited hundreds of distributor firms, I've noticed similar types of programs. When inquiring as to the success of these efforts to recognize superior employees, I've consistently been informed that it is well worth the investment of time. Everyone enjoys being recognized in front of his/her peers. I often wonder how the other employees, who have not been recognized, feel. Would they criticize it? Would they feel intimidated? Perhaps, but more often than not, their criticism would be empty words and considered jealousy.

I'll admit there is validity to the concern of overlooking employees who perhaps don't stand out as much, but are still valuable. Accordingly, when instituting a program on recognition, it is important to develop the ground rules, which would enable every employee to qualify, if they make the effort. Perhaps it's important to recognize employees in specific departments versus one employee out of the entire corporation. This would enable you to set specific accomplishments based upon the job responsibilities of the employees in a particular department. Surely a salesperson's goals are different than an individual responsible for the warehouse. However, both are equally important and deserve recognition.

How do you go about implementing such a program? First of al, it seems reasonable to do some research. Make contact with other area businesses that you know have a similar program and request their parameters. Next, sit down with several managers within the firm to begin to hash out the rules and judging qualifications for your company's program. Finally, it is important to gain the support of all of the company's employees. This can be accomplished by a meeting whereby the final details of the plan are determined by your staff. This will help employees "buy in' to the program.

It is important to remember that public recognition makes the difference between a good program and an unsuccessful one. Recognition at a monthly staff meeting and displaying a plaque or picture are inexpensive ways to recognize your to employees. Public relations announcements can be sent to a local paper or association publication for further recognition. Furthermore, if you can augment this program with a bonus or some additional time off, you will see all employees become motivated toward striving to become a winner. Certainly a letter in his or her personnel folder is a small way to further offer an incentive to the employee, and this directly benefits his or her career.

It is important that the program continue to be administered, as there is nothing worse than seeing a plaque displaying names from two years ago. This indicates that the organization is not dedicated to recognizing its employees. Not only is it an eyesore, but it is a constant reminder that the company doesn't care. Accordingly, assign a particular manager to be responsible for the administration of the recognition program and hold him or her accountable for its consistency. When developing such a program, be creative. It doesn't necessarily need to be the Employee of the Month. Recognition can take many forms. "Top producer," "most productive," best attitude" and willing to go the extra mile" are all positive statements. Constant communication with your staff on the program win motivate employees to reach out to accomplish such goals. An annual event should be scheduled to recognize all the winners throughout the year and to select one top employee for the year. Perhaps an additional week's vacation or some other type of compensation can be publicly awarded to this individual. This will serve as motivation for other employees.

Does it work? Will your employees become more productive? In most cases the answer is yes. It also makes a more enjoyable workplace and one that emphasizes the positive and not the negative. Too often, as managers, we forget to compliment our fellow workers. Whether or not you develop a whole company program or just make that extra effort to consistently praise your employees, it is worth the effort. Developing a team is dependent upon constant acknowledgment of your team players. After all, we spend the majority of our waking hours at the office ... why not make it an environment that we all enjoy?