What are the best employee recognition programs to improve engagement and retention?

1 Align recognition with your mission and vision

The first step to creating a successful employee recognition program is to align it with your staffing services mission and vision. This means that you should define the criteria and behaviors that you want to recognize and reward, and how they relate to your strategic objectives and core values. For example, if your mission is to provide high-quality and flexible staffing solutions, you might recognize employees who demonstrate excellence, innovation, and adaptability in their work.

2 Make recognition timely and specific

The second step to creating a successful employee recognition program is to make it timely and specific. This means that you should acknowledge and appreciate your employees as soon as possible after they achieve or demonstrate something worthy of recognition, and that you should explain clearly what they did and why it matters. For example, if an employee completes a challenging project for a client, you might send them a personalized email or card, or announce their accomplishment in a team meeting, and highlight how their work helped the client and the company.

3 Offer recognition in different ways and levels

The third step to creating a successful employee recognition program is to offer recognition in different ways and levels. This means that you should diversify the types and sources of recognition, and match them to the significance and impact of the employee's achievement or behavior. For example, you might offer recognition in the form of verbal praise, written feedback, certificates, badges, awards, bonuses, gifts, or experiences, and you might offer it from peers, managers, leaders, or clients.

4 Encourage employee participation and feedback

The fourth step to creating a successful employee recognition program is to encourage employee participation and feedback. This means that you should involve your employees in the design and implementation of the program, and solicit their input and suggestions on how to improve it. For example, you might ask your employees to nominate and vote for their colleagues who deserve recognition, or to share their preferences and expectations for recognition.

5 Measure and communicate the results

The fifth step to creating a successful employee recognition program is to measure and communicate the results. This means that you should track and evaluate the outcomes and impact of the program, and share them with your employees and stakeholders. For example, you might measure and communicate how the program affects employee engagement, retention, productivity, satisfaction, loyalty, or performance, and how it contributes to your staffing services goals and values.

6 Examples of employee recognition programs

For some inspiration, staffing services companies have implemented employee recognition programs. For example, Kelly Services has the Kelly Recognition Program which recognizes employees who demonstrate the company's core values. There are four levels in the program: Kudos, Bravo, Encore, and Ovation. Employees can receive points, badges, certificates, and awards for their achievements and redeem them for rewards or donations. Adecco has the Adecco Way to Work Program which recognizes employees who embody the company's spirit of entrepreneurship, teamwork, responsibility, and customer focus. There are three levels in the program: Cheers, Applause, and Standing Ovation. Employees can receive points, badges, certificates, and awards for their achievements and redeem them for rewards or experiences. Lastly, Randstad has the Randstad Awards Program which recognizes employees who excel in their roles and contribute to the company's success. There are three categories in this program: Sales Excellence, Operational Excellence, and Innovation Excellence. Employees can receive trophies, certificates, and awards for their achievements and participate in regional and global events and celebrations.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?