Recognition Program Design 101

I have consistently been receiving queries from HR folks about their company's recognition program. They typically send me their Recognition Policy document and ask me for feedback. Over a period of time, I figured out that I was getting these queries when the HR person was tasked with evaluating the company's Recognition programs and come up with a enhanced and better program. Based on what I have seen, I have given a very high level guidline you can use while designing a Recognition program.

The program you design needs to touch a large segment of the employee population i.e. around 60-70% of the organization should feel that they can actually get some of the awards/recognition. Recognition needs to be very pervasive within the organization - “Everyone likes to get Recognized – so Why are we stingy with this?”.

An ideal Recognition program should have a variety of initiatives/awards that can touch 100% of the employee population:
1) The Premier Corporate awards (for the best-of-the best): Touches about 10-15% of the employee population.
2) The BU/Department/Location level awards (Senior Manager driven awards): Touches about 25-30% of the employee population
3) Manager level awards: Spot rewards/low cost team level awards: Touches about 40-60% of the employee population
4) Standard Corporate Awards: Exhibiting corporate values, CSR, Long Service awards etc. (Touches 100% of the employee population).

In one of the following posts in the blog, I will try and provide a sample Recognition Program Design that you can readily use and customize for your organization.