How does Peer to Peer Engagement Help Employee Recognition?
How does peer to peer engagement help employee recognition?
Each employee has three basic demands from an organisation:
- The ability to perform meaningful work
- Awareness of corporate events
- Appreciation for doing a good job.
When it comes to praising and recognizing employees, businesses have put managers in charge of this.
What is Peer-to-Peer Recognition?
Peer-to-peer recognition is a real way for coworkers to show how much they care about each other. According to many studies, it is thought to be so fundamental that when an employee is recognized by a coworker, he is more likely to do the same thing again, and perhaps even better than before.
Receiving praise from your coworkers gives you a double dose of dopamine, which is good for employee motivation and HR's ability to retain employees who perform well.
Peer-to-peer recognition is a simple ‘tool’ that the HR department can use to encourage consistently good work habits in employees.
Does Peer Recognition Matter?
Do you think that getting good grades from your peers is important? Of course it is. None of this should be thrown away or ignored. It can make a difference in the workplace, and even in the world in general.
Getting praise from your coworkers is not the same as being praised by your boss. This kind of cycle usually involves someone the employee works with, or even relies on to perform their duties. People who work together and have personal relationships with other people are called "coworkers." There are times when a manager sees giving recognition to an employee as something that needs to be done and then crossed off a to-do list. Peer-to-peer recognition, in addition to the regular recognition structure, adds authenticity to the way that employees are praised. This could be as simple as saying "thank you" to your coworker during the meeting or at the end of the day, or it could be more formal like a weekly or monthly stand up meeting or survey and recognition software that was made for this.
How can you address this as a leader or manager?
Well, it can be as simple as encouraging employees to give recognition! A basic weekly or monthly encouragement to praise peers, whether anonymous or not, can be especially helpful. And remember, never underestimate the power of leading by example. If your employees are appreciated for their efforts (especially the ‘little’ things that often go by unnoticed), they are more likely to reach out and offer encouraging praise to their co-workers.
Here are some of the reasons why it's important to build a culture of appreciation and appreciation, especially among your peers:
1. It improves the overall employee experience for all employees.
It all comes down to how happy and well-recognized an employee is at work. By setting up employee recognition programs like this, you can make your company a happy and rewarding place to work.
2. Relationships get stronger and grow.
Praising each other in front of your coworkers encourages them to build strong, personal relationships with their coworkers. This is because gratitude goes through a process called "find-remind-bind" that helps us build and strengthen the relationships that are most important to us. In the same way that we keep in touch with our peers, we build new relationships or remember old ones, which helps to keep the relationship stronger.
3. Reduced turnover.
In a research of O.C. Tanner, the answer given by 79% of employees who leavet is a lack of appreciation in their workplace. This high rate shows that underappreciated employees do not hesitate to take advantage of any job opportunity and layoffs are increasing. A successful culture of appreciation can also significantly reduce your turnover.
4. More productivity and efficiency.
A research by Great Place to Work and O.C. Tanner shows that the most important factor motivating employees is recognition and appreciation with a rate of 37%. It is difficult to talk about long-term efficiency and productivity in a work environment where there is no high motivation. As such, the culture of appreciation and reward brings motivation, and motivation brings high productivity.
5. It makes for a great team.
Employee turnover and poor employee retention have been linked to a lack of recognition from their peers. If people don't feel like they're important in a company, they're more likely to look for a better place to work. In order for employees to buy into the company's culture, they need to have a good peer recognition program in place first.
Best Practices for Peer-to-Peer Recognition
1. Collecting feedback for designing peer to peer recognition program parameters.
Depending on your organisation's size, a peer-to-peer recognition committee or a single administrator may be required. Employee feedback should be gathered early in the planning stages of the appreciation program. Consider early on what employees want as awards and how they want to be recognized, and your peer-to-peer recognition program will be more meaningful to all.
2. Clearly define the recognition program and the awarding of points.
Following employee feedback, firms must clearly identify the duties of participants in the appreciation program. One should also agree on point values for the various peer awards before the award program or new program term begins. Employees must believe the program is fair.
3. Make it easy to use for everyone.
The program should be easy to use and have both mobile and offline options, so make sure it works well for you and your friends. Employees will want to be able to recognize them on the go, at home, and at any time of the day or night. It's also important to think about employees who don't have access to the internet while at work. They might need offline tools to show their appreciation. And don't forget about the people who work from home. Make sure they have the same tools and chances to be recognized as well.
4. Make it public and visible.
Whether it's a "wall of fame" feature in your recognition program, promoting recent accomplishments on monitors in public locations, or beginning meetings by highlighting successes, showcase the excellent job your workers are doing.
5. Make it a fun experience.
Employees will not embrace a recognition culture if it is not enjoyable. You want to make appreciation simple and fun for employees. Allow employees to look forward to sending and receiving recognition by enabling them to write personalized messages and use engaging visuals or even gifs. Create a social dynamic by letting employees "like" or comment on other employees' recognition, making the recipient feel even more appreciated.
Inspiring Employee Recognition Ideas
Say thank you
A good oldie, but a good one. When you show your employees how grateful you are, this is one idea that will never go out of style. Write a handwritten note and leave it at their desk or mail it to people who work from home.
Let them learn
Give your employees the chance to go to school on the company's dime. Send them to a conference, enroll them in an online course, pay for their tuition, or let them cross-train with other employees to learn new skills.
Make it financial
If you want to show your employees how much you care, you can give them a small bonus. Slipping a little extra cash to your employees shows that you appreciate and value their extra work and success. Your company pays its employees what you think they're worth.
Shout it from the rooftops
One way to show your employees how much you care is to tell everyone about their success. Tell your employees' coworkers, senior leaders, and even the janitorial staff about their hard work. Make your appreciation public so it can be felt in a whole new way.
Be more creative
Give everyone personalized coffee cups, throw a party, give tickets to a virtual event, offer a gift card, redesign the break room, provide healthy and delicious office snacks, celebrate birthdays and anniversaries, use mobile stickers and badges to spread the fun!
Peer-to-peer recognition has a big impact on employee engagement, retention, and productivity, no matter how big or small the company is.
The peer recognition ideas we gathered from executives and HR experts across industries have had good effects. Using a platform like Sorwe, you may promote a positive business culture by identifying badges that align with corporate values. Employees can thank their coworkers via mobile and track the responses. You will establish a positive and natural working environment.