After a long day on the job site, an employee can relate to the phrase “we’re all in this together.” As you seek ways to build a healthy team, consider adding a peer-to-peer recognition program. This provides an easy way to celebrate each employee’s contributions and recognize their efforts to go above and beyond.
According to the Achievers Workforce Institute, employees are nine times more likely to feel like they belong when they’re recognized at least once a week. Not only does it make employees feel valued, but it’s also good for business. Employees are six times more likely to consider a long-term future with a company when they’re recognized for their efforts, leading to less turnover and stronger relationships among the team.
Starting a Recognition Program
As the busy season arrives, it becomes easy to overlook the small wins on a job site. A peer-to-peer recognition program must have a clear structure to be used effectively. If your employees have access to company computers, consider using a platform, such as Nectar or Bonusly, to let them recognize each other.
These platforms make it easy to organize compliments while using creative ways to incentivize recognition. For example, Nectar has a rewards catalog that allows employees to choose a reward for their efforts. This could be anything from a gift card to pizza for the team. Each reward is worth a certain number of points, allowing employees to accumulate points and work toward a specific award.
Another benefit of these platforms is their ease of use for small to medium-sized businesses, making them easy to integrate into your online communications. Besides those two examples, there are many other platforms you can utilize. You can also create a customized form in Google Docs to submit compliments.
Finding the Right System
While a platform is useful, there are other ways to encourage recognition. Some companies set up a box in the shop with paper slips for employees to write a quick compliment. At the end of each month, the list of compliments can be collected and read to the team or emailed to everyone. A handful of awards can also be given out each month to recognize specific individuals. And it doesn’t have to be monthly. Even five minutes a week could be dedicated to sharing those wins with employees. Consistency is key.
The right system will depend on the company, so keep experimenting and ask for employee feedback to learn what works for them. In any case, the process should be simple and easy for employees to use. As the season progresses, monitor the award system to track engagement and look for ways to make improvements.
While these programs are focused on peer-to-peer recognition, leaders should also participate. And when you provide compliments, be specific about how that person went above and beyond to help the team. An example could be working through extreme weather or being flexible when plans had to change on a project. That supportive attitude will be contagious as the team encounters different challenges each day.
