Assessing Your Employee Recognition EffortsIn 2005, the Society for Human Resource Management published an eight-page white paper on "The Fundamentals of Employee Recognition" (pdf), by Teresa A. Daniel and Gary S. Metcalf.
The whole paper is worth a look, but I'd particularly call attention to the "Climate Assessment for Your Current Recognition Program," which is included as an appendix to the paper. The assessent consists of ten True/False questions:
- We show some form of appreciation to our employees every week.
- We measure what we reward and we reward what we measure.
- We compete, between teams, for gifts and prizes.
- Employees get to choose at least some of their projects.
- We reward behaviors linked to only one or two key organizational values.
- Employees see the rewards we currently offer as valuable.
- Employees generally think that our reward programs are silly or demeaning.
- Our organizational, departmental and individual goals are clearly defined and understood.
- Peers recognize and reward each other.
- We recognize small improvements as well as the major ones.
- For questions 1, 6, and 10, award one point for each answer of "True."
- For questions 2, 4, 8, and 9, award two points for each answer of "True."
- For questions 3, 5, and 7, award one point for each answer of "False."
- If your total is 13-14 points, you can conclude that your recognition program is most likely quite effective in boosting employee satisfaction and keeping retention of especially valuable employees high.
- If your total is 11-12 points, your program is most likely effective in promoting employee satisfaction and retention.
- If your score is 7-10 points, you should look for ways to further strengthen a program that is satisfactory, but very likely not nearly powerful as it could be.
- If your score is 6 or fewer points, you should give serious consideration to overhauling your recognition program with an eye to making it markedly more effective.
Labels: Rewards and recognition