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Assess your organization to
determine program goals,
performance factors that affect those
goals, and overall state of employee
Get buy-in from company leadership.
Get pre-launch feedback from
employees — it helps you
fine-tune like nothing else!
Your program will die on the vine
without careful measurement and
reporting. Without seeing results,
employees and leadership will soon
shift focus elsewhere.
Establish regular, consistent
communication of program results
throughout your organization. Key:
Communication must be energetic and
have emotional appeal.
Use measurements and ongoing
dialog with employees to continuously
improve. The worst day of your
program should be the first day.
Construct a program that focuses on
rewards for activities that contribute
to program goals — keep it simple,
measurable and scalable.
How to Implement a
Recognition Program in 6 Steps
A mere 14 percent
of companies provide
managers with the tools
and information they
need to create effective
The No. 1 reason
people leave their job:
Employees with high job
satisfaction are 12 percent
U.S. organizations spend
more than $100 billion on
Sales reps with
high job satisfaction produce
37 percent more sales.
Companies with a
formal recognition plan
have 31 percent less
has 37 percent greater
positive impact on
financial results than
produces a 41 percent
85 percent of companies
spending 1 percent or more
of payroll on a recognition
program report a positive
effect on engagement.
Praise beats financial
incentives for 67 percent
10 Things You Didn’t Know About
Recognizing employee performance is
THE best way a company can increase
productivity, reduce absenteeism, and
improve workforce engagement and
retention. The results will be dramatic.
If you’re not convinced — review Section 1.
If you’re not sure how to implement
a program — review Section 2.
A GUIDE TO