This year, HR professionals everywhere are facing a unique challenge. They know that recognition and rewards programs are absolutely key to employee retention and morale. At the same time, however, they’re being asked to “do more with less”, just like many other stakeholders in their firms. To make the situation even more challenging, many of them are facing the challenge of structuring a program that works in an equal and fair manner for remote and hybrid workers as well. Something’s gotta give – or does it?

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1. The Case For Recognition And Rewards

Years of research and real-world experience have proven what most HR professionals already knew to be true: workplace recognition, coupled with an effective rewards program, has serious real-world benefits in the areas of morale, retention, and even recruitment! But there’s still a demonstrated gap at many firms between what employees want and what they get. In a recent survey, more than a third of employees said they would benefit from monthly or even weekly recognition!

2. How And Why To Recognise?

Even the savviest HR professionals often miss the big picture when it comes to workplace recognition. It’s important to have a program that gives employees positive feedback from their superiors, but peer-to-peer recognition programs can provide a surprisingly large boost to morale. It’s good to know that the people around you know and appreciate your efforts.

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“Attributed” recognition is how most companies do it, letting the recipient know who’s appreciating them, but there’s also some data to show that the occasional bit of anonymous recognition makes a big difference as well. You probably won’t be surprised to hear that employees tend to see anonymous recognition as being more fundamentally authentic and heartfelt than attributed recognition. So consider adding that to your program as well.

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Should you recognise behaviour or achievement? That’s a trick question! You need to recognise both, because your top performers can make a difference in both categories. Achievement speaks for itself, but behaviour can foster a culture where peers and partners can achieve as well. It’s a big multiplier for excellence! Just as critically, recognising both behaviour and achievement makes it easier to reward employees who might not have a KPI or stated deliverable on which to excel.

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The last question is the toughest. Should workplace recognition be social, where everybody hears about it, or private? Again – you guessed it! – the best practice is to combine both. The obvious reason is because different people communicate and express themselves differently, with some wanting to shine among their peers and others preferring a quieter existence. But there’s also data to suggest that different situations within the workplace call for different strategies. If you have an employee who works tirelessly to handle a compliance or risk issue, for example, you might not want to publicise that across the firm. Similarly, there can be real morale value in publicly spotlighting the achievements of people who have a low profile in your organisation. Consider the recent viral post of the high school janitor who got a championship ring when his team won the state championship. What does that say about how that school district values its people?

3. The Risk Behind The Rewards

Most workplace recognition programs come with some sort of rewards, whether they’re simply ornamental, like a plaque, or absolutely extravagant, like the console televisions that were so popular in sales contests a few decades ago. In all cases, however, most employees would be surprised to learn just how much overhead and cost there is around rewards that can feel relatively modest once they reach their destination. That company-branded windbreaker from a brand nobody recognises? It costs more than you’d think. Upgrade the brand to one that the employees actually want, and now you’re talking real money. For something that might end up on the floor of a closet.

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In 2023, it’s also important to be diversity-conscious. Is your gifting program compatible with different cultures and beliefs? What about age, body shapes, or gender identification? Are these decisions that you feel comfortable making on everyone’s behalf? Doesn’t the definition of “corporate responsibility” extend to making sure your workplace rewards make an equally positive impact across a broad diversity of recipients? These are tough questions, and they won’t get easier in the years ahead.

4. Prezzee Has The Answer

You probably know Prezzee as a world-class provider of fantastic and flexible gifting products. We help people celebrate holidays, show the love, and make someone’s day. But we’re also committed to building workplace recognition and rewards programs around the globe. What do we offer?

• ‍Total Flexibility‍
  • When you choose Prezzee Business for a recognition program, you’re automatically leveraging the hundreds of world-class brands and vendors who trust us to put their logo on virtual gift cards. Your employees will have all the freedom and flexibility they need to make their own choices about their rewards. Forget the stuffy old catalogues of outdated clothing and useless trinkets. Prezzee lets your top performers get what they want, while still feeling connected to your program.‍
• Helping Employees In The Real World‍
  • In today’s economic conditions, some employees need more than recognition; they need a helping hand. Which is where Prezzee comes in, with a full roster of brand partners that includes providers of daily necessities like food, fuel, pharmacy, and other items that can make an immediate difference for your employees. And with our Smart eGift Cards, the recipient can choose their vendor in privacy. ‍
• Responsible Cost Control‍
  • There’s nothing more frustrating for a recognition administrator than spending hundreds of dollars, or more, on rewards that feel cheap or low-value to their recipients. With Prezzee Business, you know exactly the impact your rewards will make. The cost is controlled, and the rewards are obvious to your people. Our gift cards can also help people leverage their own buying power; imagine the positive feedback you’ll get when “a Prezzee” puts someone over the top on the funds they need to make a dream purchase!‍
• Real Partnership‍
  • We understand workplace recognition and rewards like it’s our job – because it is. Let our people help your people determine the right program, at a price you can afford.

5. In The End, It’s About Your People

You know that workplace recognition makes a difference. You know that rewards are a big part. Now it’s time to make everyday, regardless of occasion, shine for your people. Prezzee is here to make it happen with you!

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