{"id":5869,"date":"2024-01-26T11:37:02","date_gmt":"2024-01-26T16:37:02","guid":{"rendered":"https:\/\/www.successories.com\/blog\/?p=5869"},"modified":"2024-03-01T13:14:21","modified_gmt":"2024-03-01T18:14:21","slug":"common-mistakes-managers-make-with-their-recognition-and-appreciation-programs","status":"publish","type":"post","link":"https:\/\/www.successories.com\/blog\/common-mistakes-managers-make-with-their-recognition-and-appreciation-programs\/","title":{"rendered":"Common Mistakes Managers Make With Their Recognition and Appreciation Programs"},"content":{"rendered":"\n
\"\"<\/a><\/figure>\n\n\n\n

Being a manager at a company of any size is a daunting challenge, being one part art and one part science.  There\u2019s a lot you have to get right in order to truly be successful, and a lot of different ways things can go very wrong.<\/p>\n\n\n\n

If you\u2019re relatively new to utilizing employee recognition and appreciation programs, it\u2019s easy to make mistakes that can blunt, or even completely reverse the effectiveness of your program, but being aware of the most common pitfalls goes a long way toward helping you avoid them.  Here are a few key things to watch out for:<\/p>\n\n\n\n

Impersonal Rewards and\/or Impersonal Delivery<\/strong><\/p>\n\n\n\n

These are technically two separate things, but they\u2019re so closely related, we thought it best to talk about them together.  Here\u2019s the bottom line:  If you\u2019re going to give a reward or recognize an employee for his or her accomplishments, it\u2019s got to be personal. <\/p>\n\n\n\n

That means you can\u2019t outsource the duty, and you\u2019ve got to know a little something about the employees you have working for you.  What do they like?  What are their interests?  What are their preferences?  Do they have any allergies?  These are key questions, and the answers matter. <\/p>\n\n\n\n

Imagine for a moment that you decide to recognize an employee by giving them a box of quality chocolates that include some coconut filled candies, and unbeknownst to you, the person you\u2019re giving them to is allergic to coconut.  How well do you think that gift is going to be received?<\/p>\n\n\n\n

In a similar vein, just handing out random gift cards is cold and impersonal, and such an \u201caward\u201d is likely to fall flat and be quickly forgotten.<\/p>\n\n\n\n

Not Having Clearly Defined Reward and Recognition Criteria<\/strong><\/p>\n\n\n\n

Unless you spell out in details the kinds of things your program measures and recognizes, you run the very real risk of any rewards you give out feeling random at best, or arbitrary in the worst case.  If your rewards feel arbitrary then it will inevitably lead to feelings that you\u2019re playing favorites and handing out goodies to the employees you \u201clike best\u201d rather than the ones who have met specific benchmarks.<\/p>\n\n\n\n

Collaborating with your employees and defining those benchmarks together will virtually eliminate this problem.<\/p>\n\n\n\n

Using Your Program Too Infrequently<\/strong><\/p>\n\n\n\n

For a reward and recognition program to work and for it to truly be a vehicle your company can use to express appreciation, it\u2019s got to be used on a regular basis.  Handing out awards and recognizing employees once or twice a year isn\u2019t going to cut it.  The time interval between the recognition events is too long and the effect of the first has worn off long before the second rolls around.<\/p>\n\n\n\n

Monthly rewards and recognition is a good middle ground but there are companies that leverage their programs even more frequently.  It falls to you to find the right balance for your team, but in general, at least where frequency is concerned, more is usually better.<\/p>\n\n\n\n

There are, of course, plenty of other missteps a well-meaning manager can make with regards to his or her reward and recognition program, but these are the Big Three.  If you avoid these pitfalls, you\u2019ll be miles ahead of the game, and that\u2019s a very good place to be!<\/p>\n","protected":false},"excerpt":{"rendered":"

Being a manager at a company of any size is a daunting challenge, being one part art and one part science.  There\u2019s a lot you have to get right in order to truly be successful, and a lot of different ways things can go very wrong. If you\u2019re relatively new to utilizing employee recognition and […]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5869","post","type-post","status-publish","format-standard","hentry","category-employee-engagement"],"yoast_head":"\nCommon Mistakes Managers Make With Their Recognition and Appreciation Programs | Successories Blog<\/title>\n<meta name=\"description\" content=\"Read the expert article Common Mistakes Managers Make With Their Recognition and Appreciation Programs and learn more about employee management and engagement from the Successories Blog\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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