Peer Recognition Documents

Virtual HR Department

Reward and Recognition

Other VHRD Sections

Most recognition programs are driven by attaining specific results or are awarded solely based on the opinion of management. Providing your employees a program that allows them the opportunity to recognize their peers can be a very powerful and engaging recognition tool.

Structuring the qualifying criteria of programs such as this is important, as the last thing you want to happen is have the program become an irritant to employees or be viewed as political or full of favouritism because of how it is awarded. The following are some examples of qualifying criteria that can be used in this type of reward program:

A feature of many of these programs is to provide an award not only for the ‘winner,’ but also to the employee who submitted the winner’s name.  Encouraging participation at a nominator level will help drive the program.

The program is designed to get employees thinking about things like quality, customer service, and meeting and exceeding performance objectives. If they recognize others contributing at a high level, one that they feel worthy of special recognition by the company, it is likely to have a positive and motivating effect on them regarding their personal performance.

It is important to ensure that all employees are properly considered for the award; therefore, it is important that managers and supervisors promote the program and encourage participation across all areas of the company. If awards are given to office employees or a specific section of the shop every time, the program will lose its impact and influence on other employee groups and potentially even have a negative impact.