A successful employee of the month program can boost morale, reduce turnover, and make employees feel valued and recognized.
When most people think about an employee of the month program, they imagine a wall of smiling employee portraits from over the years. However, today’s programs require a bit more consideration.
What makes an employee of the month program great? How can companies improve their existing programs or create a winning one from the start?
These best practices can set a roadmap for success.
3 Best Practices for Creating Successful Employee of the Month Programs
A successful employee of the month program has three things in common. As a result, companies who want to create an effective program should consider doing the following:
1. Set Clear Guidelines
From goals to eligibility requirements and more, the most successful employee of the month programs have clearly defined processes and regulations. In other words, people should always know what they need to do to qualify and become an employee of the month.
For example, companies will need to answer questions like:
Is it just full-time employees or part-time as well?
Does a person need to be nominated by their supervisor to be eligible?
What factors make a person an employee of the month? (e.g., the most sales, the highest productivity, outstanding customer feedback, or team spirit)
Can a person win more than one time?
As a rule of thumb, companies should aim to make the decision as objective as possible. In other words, rather than making the criteria based on subjective metrics like positive attitude and dedication, companies should also include objective numbers and performance metrics as part of the ranking material.
2. Get The Employees On Board and Excited
If employees don’t buy into the employee of the month program, it won’t be successful. As a result, companies need to ensure they create a program that’s motivating and worthwhile.
It takes several things to do this successfully. To get their people to buy into the program, companies should consider conducting surveys before beginning the program to get an idea of what employees want. Then, they should conduct follow-up surveys as the program progresses to ensure their people stay engaged.
Companies also need to provide thorough education and introduction to the program, because it will definitely fail if the employees aren’t aware of it or don’t understand it. In addition, businesses should think about getting the employees involved in the selection and nomination process. It will help reduce unhealthy competition and keep the employees engaged in the process.
Finally, to get and keep their people on board and excited, being recognized should be worthwhile.
3. Make Employee of the Month Recognition Worthwhile
If getting recognized as employee of the month just means getting a shoutout in the corporate email, people probably won’t be motivated enough to invest in the program. Leaders really have to create worthwhile benefits for winning.
Some ideas for employee of the month recognition include:
A reserved parking spot
A monetary award
A company lunch in their honor
A combination of several incentives
Ultimately, the incentive for winning has to excite and motivate the employees to stay connected to the program. While taking feedback surveys is an excellent idea for getting a starting place for incentives, it’s impossible to excite everyone with the same incentives.
For that reason, using something like points on the Fringe lifestyle benefits platform is one of the best ways to create successful employee of the month programs.
With Fringe, employees can use their points to choose from over one hundred unique options like streaming services, food delivery, movie tickets, books, fitness classes, and more. With this option, employees of the month can choose the recognition incentives that engage them the most.
Getting Started with An Employee of the Month Program
Ultimately, an employee of the month recognition requires three things: stellar planning and clarity, employee excitement and buy-in, and worthwhile incentives. If a company can accomplish all three of these things with their program, they’re bound for success.
Businesses should continue to collect feedback and adjust their program, too. After a while, the program can become tired and stagnant. For the best results, supervisors should keep an eye on employee engagement in the program and readjust as necessary to keep it moving forward.
Using a platform like Fringe helps mitigate the risk of stagnation because it keeps the incentives fresh, personalized, and worthwhile. Chat with our team to get started!