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Our blog offers important resources, helpful articles, and practical ideas on the human resources topics that matter to you.
Our blog offers important resources, helpful articles, and practical ideas on the human resources topics that matter to you.
Home / Media / Blog / Peer to Peer Recognition Builds a Great Culture
Is it annual review time at your company? Do you have leaders scrambling for “content” on those they may have not provided feedback to throughout the year?
Think Annual Reviews aren’t worth it? While there is a movement to do away with them, that only works in a company where employees are given feedback, often; from their leaders and from each other.
Annual Reviews commit leaders, who might otherwise overlook providing feedback, to reflecting – summarizing – planning, at least once per year.
See reflecting above.
It is one thing for a leader to have an opinion on performance. But a credible, well rounded opinion, should include how employees are interacting and being productive with each other; to make sure their team and your company can prosper.
We are a part of and have advised many companies on the value of a great workplace culture. If you are a service company, happy employees generally yields happy and long term clients.
Peer to Peer recognition, formal or informal, is invaluable to maintaining and maturing a great place to work culture.
Imagine getting a sincere, heartfelt kudos from someone you respect… Someone who appreciates your professionalism, your leadership and teamwork. Someone who does not HAVE to recognize you as a part of the annual performance cycle and isn’t your supervisor.
Recognition from a manager is great, but recognition from a peer, a co-worker, can be an unexpected boost.
Co-workers see the good, the bad and the ugly of their fellow employees’ working lives and when they see a reason to call attention to someone for a job well done, it can be a great thing.
A Peer Recognition Program, when done properly, can be great for morale. Done poorly, it can feel like an administrative burden with little meaning. Employees who are forced into the process won’t ever be truly willing participants and it defeats the purpose of the program.
If you are considering implementing a peer recognition program:
An effective Peer-to-Peer Recognition program can help employees look for ways to appreciate their co-workers, give a boost to those employees who receive the awards and could encourage further teamwork and a collaborative working environment. Time spent at work – which is the majority of the week – should be time well spent.
If you are getting ready to do an Annual Performance Review for the first time, here is a good read.
Click the link to view the recent INFINITI HR blog: Fluctuating Workweek and FLSA Compliance or check back for more on human resources, payroll, insurance and benefits.
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