The document outlines the importance of implementing an employee recognition program to enhance staff satisfaction and loyalty within a business. It provides a six-step guide for integrating such a program, including appointing a project leader, establishing goals, designing a program, selecting rewards, setting an approval process, and launching the initiative. Corporate Rewards, an expert in employee recognition, emphasizes the need for personalized rewards and ongoing communication to maintain engagement.

1. implementing an employee
recognition programme
Dan Kelly,
Sales Director, Corporate Rewards
6 STEPS

2. Why is Employee Recognition
Important?
Employee recognition is a key way of demonstrating appreciation to
employees for all their hard work, which in turn promotes goodwill and
leads to high levels of staff satisfaction and loyalty.
Employee recognition should grow organically and become reciprocal,
encouraging staff to recognise, respect and support each other’s hard work
too.
So how do you go about integrating an employee recognition
programme as a staff incentive for your business?

3. Find an employee reward
and recognition specialist
It’s worth first pointing out that you don’t have to set up an employee
recognition programme alone. There are experts available to advise and
support your introduction to employee recognition.
Corporate Rewards is an employee recognition and incentives specialist
with vast experience in the sector.
Here’s our 6 step-by-step approach, which will help you to integrate an
employee recognition programme into your business.

4. Appoint a project leader
They will be the main point of contact for your
recognition provider
They will drive the project on your behalf.
The project leader will need to make strategic
decisions, approve the awards and activities made
available to employees, and communicate the
scheme to your workforce.
Identify a champion to lead the employee recognition project from within
your company.

5. Identify your goals
Before you start the project you need to have a clear idea of
why you’re doing it, what you want to achieve and when. For
example, are you looking to improve staff retention or boost
morale?
Run an employee engagement survey and find out what your
workforce likes, versus what they’d like to improve. Once set,
consider benchmarking your employee rewards scheme against
these KPIs to ensure it has the desired effect.

6. Design your programme
How your staff recognition scheme will look and how you want
it to function, will depend on your objectives and what you want
to achieve.
You may want to include:
Peer-to-peer – this allows staff to nominate colleagues,
empowering them to proactively encourage one another.
Instant recognition – this might be an announcement of thanks
or a tangible gift. The important thing is it provides recognition
when it’s deserved, rather than having to wait for a designated
time (and risk being forgotten).
Long-service award – this is a great way of recognising and
rewarding loyalty and supporting staff retention.
e-thank you – this is a quick and easy way to demonstrate
appreciation. These can be highly motivational as they are easy to
share, widely promoting good work across an organisation.

7. Select your staff rewards
With a growing millennial workforce and the dynamic nature of
today’s marketplace, rewards should be personal and desirable.
Cash tends to be easily frittered away and lost in an employee’s
daily outgoings. Businesses are now shifting away from giving out
money and moving towards offering more personalised, tangible,
or leisure-oriented awards.
Personal and tangible rewards, like a set of golf clubs for the
sports fan in your business, or a trip to London’s West End for the
company theatre lover, are more likely to be genuinely enjoyed
and appreciated than money.
The pleasure of winning such an award can also create that all-
important feel-good factor, as well as bring gratitude and loyalty
towards your company.

8. Set an approvals process for
your rewards scheme
Programme settings can include two-way visibility, which allows
staff and management to check up on status and tracking.
Different levels of access within the user friendly interface and
permissions can be given within the management team, so they
can approved claims or nominations before rewards are issued.
An online system can make reporting simple, with instant access
to data, performance, budgets and ROI accountability.

9. Launch your employee
recognition programme
Hold a launch event – celebrate and communicate the positive
change you’re making for your staff.
Run training sessions - so that everyone is comfortable with
the new system and are able to get involved as soon as possible.
Maintain momentum – circulate regular comms like a monthly
newsletter to keep your employee recognition programme front
of mind, so that your staff don’t forget about it.
Given that a new employee programme will impact on your company
culture, and that people are naturally resistant to change, it’s important to
introduce everyone to the system in a positive and exciting way.

10. About Corporate Rewards
Corporate Rewards inspire success.
Our innovative platforms and events engage people and improve performance. We help companies
grow by rewarding best behaviours from the people most valuable to their business – employees,
customers and partners. In creating award winning recognition, incentive and event programmes,
we inspire people to do more.

11. To find out more about our ideas for employee recognition and get the
most from your employees, get in touch.
Visit us: www.corporaterewards.co.uk
Call us: 0370 405 2020
Email us: enquiries@corporaterewards.co.uk
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