My friend Cori at Baudville sent me this cool tool for peer to peer recognition the other day. I’m itching to try it out. When I head to our off site location later this week I’ll be delivering it and offering some encouragement/guidance to our on site HR person to get it rolling.
Peer recognition in a nutshell
The basic idea is that much of the stuff that gets done isn’t obvious to managers, so having peers recognize each other covers those “unseen yet praise-worthy” actions.
There’s also the fun element which shouldn’t be underestimated. I love telling others how awesome they are for doing something extra special. The only way to make that even more fun is to do it when others can see and hear about their accomplishment. That not only earns them some extra kudos, but it also increases the likelihood that they will make that type of action a habit.
Do you have some sort of peer recognition program at your company? It can be as informal as a bulletin board for notes or as formal as a reward program where you get recognized in some sort of ceremony. Love to hear how others do this!
I am on the cusp of my six month “anniversary” with my current employer, and I got to attend an orientation session earlier this week.
If I had to describe that experience with one word, it would be “amazing.”
Seeing our VPs of HR and Operations go out to meet the new employees, field questions, and provide some background on values and expectations was inspiring for me. As an in-between employee (both in HR and a new employee), they wanted to know my take on the experience. My response was something dripping praise, but it basically boiled down to “keep it up.”
Since I started, I have been tracking our turnover rates. There are some trends that I am interested in observing as this new element to the hiring process begins.
Take it from someone who will tell it to you straight. Do an orientation with new employees. If you want it to be more useful, wait until they\’ve been there for a few weeks (or do it in two parts). That way you can ask about problems/issues before the person begins to feel powerless, and hopefully you can rectify them in some way. It makes a big difference to people when they feel appreciated. I’m walking proof of that.
But whatever you do, just do something. As a semi-new employee, I left the meeting with the desire to do something amazing for my organization. Wouldn\’t you want your employees to want the same thing?