![\"peer](\"https:\/\/www.paperdirect.com\/blog\/media\/peer-to-peer-employee-recognition-program-1.png\")
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Most workplaces offer annual employee performance reviews. The boss lets you know how you’re doing and where you can improve, and after signing a few forms, you’re on your way until the next yearly evaluation. <\/span> The <\/span>Society for Human Resource Management<\/span><\/a> says this collaborative approach can bolster team spirit and employee motivation around the office thanks to the open and transparent nature of peer-to-peer employee recognition. \u00a0<\/span> Offer constructive, helpful feedback. We all want to improve at our jobs, so praising the pluses and giving ideas for improvement are welcome, when done in a polite way. SHRM suggests the following to get started:<\/span> According to <\/span>Forbes<\/span><\/a>, several companies have this process down pat, so you can emulate one of these strategies in your office. <\/span> Most workplaces offer annual employee performance reviews. The boss lets you know how you’re doing and where you can improve,<\/p>\n","protected":false},"author":6,"featured_media":17568,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false,"footnotes":""},"categories":[5],"tags":[],"class_list":["post-17567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recognition-motivation"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/posts\/17567"}],"collection":[{"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/comments?post=17567"}],"version-history":[{"count":3,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/posts\/17567\/revisions"}],"predecessor-version":[{"id":17571,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/posts\/17567\/revisions\/17571"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/media\/17568"}],"wp:attachment":[{"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/media?parent=17567"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/categories?post=17567"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.paperdirect.com\/blog\/wp-json\/wp\/v2\/tags?post=17567"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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\n<\/span>But, what if your peers had input? Peer-to-peer employee recognition programs are beginning to gain popularity in workplaces across the country, so those who work together day-in and day-out can also give insight into your performance. If you work closely with your peers, their feedback can often be more valuable than the feedback from higher-ups. <\/span>
\n<\/span><\/p>\nThe Benefits of Peer-to-Peer Employee Recognition Programs<\/h2>\n
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\n<\/span>As companies downsize or restructure to have more of a lateral organization rather than a tiered management style, this type of recognition begins to make increasingly more sense. More employees feel heard and appreciated, and it can be a great opportunity to recognize and address problem areas before they get out of hand.<\/span>
\n<\/span><\/p>\nSetting Up a Peer-to-Peer Employee Recognition Program<\/h2>\n
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\n<\/span>1. Define the program goals. <\/b>They should follow the company values and culture. Consider targeting company attendance, sales numbers, or internal training measures. Share these goals with all staff members.<\/span>
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\n<\/b>2. Involve the employees.<\/b> Keep everyone in the loop as you set up a program, not just when you roll it out. Start a committee that anyone at the company, from interns to senior executives, is allowed to join.<\/span>
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\n<\/span>3. Evaluate effectiveness.<\/b> Take a survey before the program begins and again after the recognition has begun. What is working? What isn’t? Is it worth the overall effort?<\/span>
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\n<\/span>4. Mix it up. <\/b>To keep interest buzzing, mix up how you conduct the program and what rewards are offered. Take note of other companies and how they run their peer-to-peer employee recognition programs.<\/span>
\n<\/span><\/b><\/p>\nTrying a Program at Your Office<\/h2>\n
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\n<\/span>At Zappos, employees are each given $50 gift cards to give to a non-supervisor peer as a thank you for a job well done. What a great way for an employee to reward an intern or partner on a big project!<\/span>
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\n<\/span>JetBlue lets employees share positive stories on an internal communications platform to lift each other up. Each recognition earns points that can be turned in for a reward.<\/span>
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\n<\/span>You can also set up a bulletin board in a community area, like the kitchen or boardroom, and let employees fill out Post-It Notes<\/a> with positive remarks, then post them on the board. The feel-good vibes flow each time a new card is added to the public area.<\/span>
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\n<\/span>A voting method is another great option. Let employees nominate one person each month for recognition. Tally the votes and give the top five people a public shout out and certificate<\/a> at a company meeting.<\/span>
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\n<\/span>Are you ready to stock up on employee recognition certificates, lapel pins, trophies, and small gifts? <\/span>Browse PaperDirect today<\/span><\/a> to get ready for your peer-to-peer employee recognition program.<\/span>
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