Testing Recognition Programmes

A post about a very specific topic: testing employee perception of recogntion programmes. Getting the right sort of recognition at the right time is well-established as a key driver of employee engagement. And leaders can get maximum value from awards when they use them to recognise the people that represent their model employees - those that embody the values or deliver the mission.

Below are some of the questions, I'd look to ask - in order - and some of the experiences I'd be looking out for.

How do you know you’re on track? How are you told when you’ve done a good job? What does a good job look like? How is success shared?

Open starter questions on the general topic of recognition. (Will work slightly better if participants don’t know the awards are the main topic). Positions the discussion around showcasing and celebrating a good job – and tests if participants make that link to the awards.

What do you think of our annual awards?

An open question, so that you get honest perceptions, without leading the discussion.

When do you hear about the awards? What do you hear? When and how can you nominate?

Exploring comms around the awards. The typical experience is that comms are focussed in the lead-up to the awards. And hence all nominations tend to be in this period – not over the whole year.

What can you nominate people for? How are the awards judged? Can everyone get nominated?

Exploring understanding of the categories. Do people know what to nominate for, and do they link to desired values and behaviours. Typically this link isn’t always made, or the categories favour front-line/customer-facing staff. Sometimes the judging isn’t seen as being transparent.

What would make you participate more? What would you change?

A last open question to leave on a positive, and to leave people feeling their voice is heard.