Hi all,

Can anyone tell me of a good Employee Recognition Programme they have heard of !

Will appreciate inputs from you all on this..

Thanks,

Prashant

Prashant,

I have not practiced it but heard of it.

At NIIT they have what is called a 100 day club.

The best performers are put in this club and report to the Chairmen. The Chairmen gives them a task and 100 days to perform this. Since these are the best performers of the company they are expected to live upto the image or else disappear.

Those who do well are given a chance to meet the Chairmen and are felicitated.

UTI and LIC also have such Chairmen clubs.

In my opinion apart from the money this kind of club gives you and the things that you win the challenge of performing a task and achieving it keeps you going and you feel that your potential is tapped.

About the pitfalls of the scheme ask any NIITian.

Cheers,

Ankur

I am familiar with two kinds of programs :-

a. One is focused on rewarding quality achievements and is hence based on measurable defect reduction, cycle time reduction , process improvements and cost savings. The rewards are quarterly with a process of cross functional nominations for the awards. A committee examines the nominations and awards are given based on the size of the achievement. The awards are based on the size of the achievement and start at around Rs 5000 in gift vouchers. In addition there is a process called Instant Rewards when a small token can be presented to anyone whose achievement you wish to recognize immediately after the achievement / effort.

b. Another has a structure to identify employees for Star Of The Month. Star of The quarter, Team of the Quarter, Employee of the Year, Team of the Year. The Star of the Month can go to about 10 % of the employees ( max) for the year, Team of the Quarter ( around 8 for the year), etc

I personally believe that recognition programs help reward extra achievements during the year closer to the achievement and have a strong positive impact - the size of the reward is less significant , it is the positive stroke that counts.

The rewards could for example be just a badge saying Star of The Quarter or a small plaque. Make sure to celebrate the awards and ensure that it does not become a task of sending out requests for nominations, a bureaucracy of processing nominations and a delay in getting out the certificates . You will soon loose credibility that is difficult to regain.

Best of Luck !

Sunil

Hi Prashant,

Let me add some more points to Employee Recognition Programme.

First of all you must decide - what is the objective of the scheme? Are you planning for recognition (leads to motivation) or some other issue is also involved?

We have also got different approaches -
1. Employee from different sections are chosen for Best Employee of the Month , Quarter and Year on the basis of different set parameters. The news flashes on Intranet immediately.

For Employee of the Month - They are given a certificate, cash and most importantly dinner/lunch with Chairman/Vice Chairman. This really motivates people and it works wonders.

For Employee of Quarter - Three employees are chosen from a pool of 3000 manpower to go for a holiday to some place in India + dinner/lunch along with family and Chairman / V. Chairman.

For employee of Year - One employee is chosen and sent abroad for holiday + dinner/lunch along with family and Chairman / V. Chairman.

The recognition is given on annual forum for Employee of the Year.

2. Immediate recognition - As a part of motivational plan, we have also introduced "Internal Faculty Recognition Plan". It is encouraged for employees to come ahead and work as an Internal Faculty. In return on the basis of Trg. Mandays, employees are given Books (Management / Technical), CD (Encyclopedia), Internet Connection, Expensive Pens etc. This encourages to bring a learning culture in the organisation.

3. Fast Track Recognition - Recently we have also given our fast trackers in front of employees by giving certificate and later on they were also rewarded some heavy cash too.

For these purpose, we use intranet, emails, bulletin boards, notice boards very aggressively. Communication is the key point in recognizing any extra ordinary employee.

Since this topic was interesting, I jumped to add some points. For any further help, you may write back.

Thanks and regards,

Rajasekar

Dear All,

Thank you all very very much for pitching in with so many ideas ! I really appreciate the contribution everyone's made on this.

Have got fairly good idea on how to frame one in my organisation's context as well as on what are the pitfalls of such a system. Will keep them inmind while trying to "sell' the concept to all.

Thanks once again !

Thanks,

Prashant