5 Characteristics of Effective Peer-to-Peer Recognition Programs

July 20, 2015
Peer-to-Peer Recognition Programs
It’s always a great feeling when the boss recognizes the great work that you’ve done, but what if you do a good job on a project and the boss isn’t around to see it? Like the old tale about a tree falling in a forest and no one hearing it, if you do good work and your supervisor didn’t notice, did it really happen? Or count? The truth is that many employees spend more time with their peers than with their supervisor. As a result, more and more businesses are implementing peer-to-peer recognition programs so that outstanding employees get the proverbial pats on the back that they deserve.
Peer-to-peer recognition is exactly what it sounds like: allowing employees to recognize their coworkers for going above and beyond expectations on an ongoing basis, rather than waiting around for higher-ups in the organization to take notice during an annual review. If you’re considering starting a recognition program like this at your business, great! We at Williams Recognition can affirm how effective they can be when done well. Here are five characteristics of effective peer-to-peer recognition programs.
1. They make it easy for employees to participate. Your team members have a lot of work to do already, and if they have to fill out a lengthy form or — even worse — write an essay detailing a coworker’s efforts, they’re likely to skip the whole thing altogether. Make the recognition process simple so that employees will take part.
2. They’re specific. Instead of a very general recognition program like an employee of the month one, a good peer-to-peer recognition program will put attention on a specific job well done. Doing this encourages employees to do their best work on each project; it also lets everyone know exactly what types of work their coworkers notice.
3. They’re designed with employee input. If you’re going to ask your employees to take part in a peer-to-peer recognition program, it’s a good idea to ask them what they’d like in such a set-up. Before your program is up and running, ask your team members what they’d like in a peer-driven recognition program, what types of things would get them to participate fully, and so on.
4. They incorporate social media. When someone is recognized, the news (and maybe even their photo) is shared through an intranet or even on Facebook, Twitter. This gets the word out and allows all employees to chirp in their messages of congratulations.
5. They give meaningful rewards. Yes, the attention is nice, but employees are often looking for something more — specifically, something that has real financial value. Not only does giving out meaningful rewards in a peer-to-peer recognition program demonstrate to recognized employees that you value their work, but it shows that you value the opinions of your team members enough to allow them to nominate others for real rewards.

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As one of the top recognition program providers in Canada, Williams Recognition can help your company implement a highly effective recognition program that will keep both employee morale and overall productivity very high. We’re also your source for service awards, customized corporate gifts, and more to recognize and reward outstanding work. Take a look at all we have to offer, or give us a call at 1 (877) 562-6501, and let’s get your business’s recognition program started.
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