The top three employee incentive programs are: Length of service, outstanding service and peer to peer recognition. Why peer to peer employee recognition? Peer to peer programs offer an organization great benefits. Read more here....

1. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
Examining peer recognition programs. How and when to start yours.
The top three employee incentive programs are: Length of service, outstanding service and peer to peer recognition.
Why peer to peer employee recognition? Peer to peer programs offer an
organization great benefits. They are relatively easy to develop, they are
inexpensive, they involve and impact large groups and they fulfill the demand of
being recognized by co-workers.
The mantra? Recognition feels good, especially from colleagues. A well designed
peer to peer initiative brings a good experience to the receiver as well as the giver.
More and more organizations may be catching on, but the truth is, peer to peer
recognition programs are not a new idea.
In 1895 Alfred Nobel, by decree of his will, established the Norwegian Nobel
committee of peers awarding the Nobel Peace Prize for promoting fraternity
between nations. Categories expanded to include contributions in chemistry,
physics, literature, physiology and medicine. Winners are awarded medals,
diplomas and money.
Back in 1929 and still going strong today, film stars are acknowledged by their peers for outstanding performance.
The Academy of Motion Picture Arts and Sciences, originally conceived by MGM's Louis B Mayer, helped improve the
film industry’s image and mediate labor disputes. First winner, Emil Jannings held up his "Oscar" in triumphant while
acknowledging his peers with, "I'd like to thank the academy". The UN uses a type of peer to peer recognition to
recognize and give awards to delegates for their outstanding service.
The rise in peer to peer recognition programs is due to the rising pressures on managers and HR to oversee more
employees and larger teams. Workplace conflicts and a heavier load leave less time for those in charge to focus on
employee development and engagement. Peer to peer programs fill in the gap because this method of recognition
supports camaraderie, develops employee leaders and strengthens a sense of ownership in your mission. Simply put,
peers banding together in mutual recognition for doing meaningful work engages, motivates and raises
performance.
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2. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
Your next step is knowing the ingredients you need and when the time is right.
Before you take the plunge, have in place a clear statement of mission and communicate it throughout your
workplace.
Some of the biggest success stories have as their foundation a clear mission statement and communicating it
through their workforce.
Global insurance giants like Liberty Mutual focus around: "helping people live safer, more secure lives." MetLife Inc
aims for customers to be "Met For Life." by balancing new technologies with a personal touch to offer the best
solutions for their customers.
ADM of Decatur, IL provides top of the line ingredients and agricultural products for farmers and the general public.
It boasts a motto of: "Resourceful by Nature." and a mission of "To unlock the potential of nature to improve the
quality of life."
"Mission statements help clarify what business you are in, your goals and your objectives," says Rhonda Abrams,
author of The Successful Business Plan: Secrets and Strategies.
What's your organization's mission? Are you communicating it effectively?
In a very real sense, employees operating their own recognition and rewards system is a type of employee
ownership, a type of stock ownership and shared capitalism. The latest research findings on the benefits of
employee ownership coincide with the results using peer to peer. The trust, respect, fairness and pride index goes
up. Your company becomes recognized as a great place to work with lower turnover.
Understanding the toxic workplace and turning it around.
One big challenge for many employers is coping with employees who may be overly motivated by personal gain, act
unethically, are mean spirited, manipulative or even violent. A individual who doesn't or won't recognize the ethics
or professional conduct that goes with their job will short circuit any attempt to launch a peer to peer program.
Know your employee and be willing to make any changes in personnel necessary to protect your organization.
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3. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
Your workplace atmosphere can be also downgraded by the stress of layoffs, lean staffing and a growing problem:
workplace bullying. The Healthy Workplace Bill is receiving more attention from state legislators. The bill attempts to
define and regulate bullying conduct in the workplace. It would also hold the employer legally accountable for bully
behavior
In my view, the principle and intent of this bill sounds good but is unrealistic and doomed for failure. The argument
by those who support this bill claim that employers just won't police themselves. Turning over the over-site and
enforcement to a bureaucratic government entity will create more problems than it might solve. Business owners
worth their salt already understand well that harboring disruptive employees hurts business and profits.
Maine, Governor Paul LePage who vetoed the "study" bill, stated that Maine's worker compensation program
"already provides benefits to injured employees and that he doesn't understand what such a study would
accomplish."
The point here is that you should address your the toxic workplace issues first, even before considering a peer to
peer recognition program, with or without government help.
Here's an excellent read for employers and employees alike. Forbes article by Amy Ree Anderson called: Coping with
a toxic workplace.
Getting past denial and establishing the right climate.
One client of ours realized that toxic employee behavior was hurting morale and sales at her company. Her workers
were tearing each other down and engaged in negative gossip. The chronic lack of teamwork was effecting
everything. Some of her managers would even publicly put down certain employees. Her problems were severe but
remedial. The employees and managers were, for the most part, decent and sincere. They liked their jobs but were
caught up in disorganization, stress and feeling unrecognized.
We decided to approach the situation in a number of simple ways before we implemented a full out peer
recognition program. The fact that the employer was cooperative and open to ideas raised everyone's expectations.
In a very real sense, we started by doing little things to change the "vibe" around the office. The changes would have
to be gradual and credible. The first week we placed a slogan on the wall "Team work makes the dream work and
watch sales go way up."
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4. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
We suggested that since she loved gardening, to bring some desk plants and invite any employee to do the same if
they wanted to. Amazingly, the plants alone brought a sense of wellness to the place. Employees found a focus point
for praise and commentary. This helped bring them together. In short order we had established an avenue for peer
recognition.
What steps to take.
Although primarily an employee based program, employers and managers should be involved in the program's
celebration. For starters you can provide recognition and rewards for achieving 100% participation. Utilize social
media and communication tools to recognize those in your peer to peer program for all types of achievment. Get the
word out through your organization about those who have taken the leadership and who recognize co-workers.
Work with your incentive partner and come up with a list of criteria you feel is relevant.
Employees largely interact with co-workers more so than with management. The peer group can strongly influence
employee self esteem. By having a system which provides multiple recognition capabilities and unlimited award
choices, you can take advantage of the fact that peers know better how each colleague likes to be recognized. Co-
workers know more directly what each one is doing on behalf of the organization.
Peer-to-peer recognition can also be a great compliment to any formal recognition you may have in place. It will
help you understand the attitudes within your team and provide you a powerful opportunity to welcome and to tap
into employee ideas that benefit your value in the marketplace.
Some things you can do.
*Announce, for all to see, thank-you's for individual contributions on behalf of the company.
Positive remarks coming from your peer program should be repeated to that recipient right away.
*Use email, phone messages or recognize the individual in person.
*Send flowers.
*Throw a party.
*Mention achievers with their photo or video on your on-line company newsletter.
*Do things that will greatly uplift general morale.
*Set up a peer nomination system that acknowledges efforts to improve the workplace. Give it a name.
*Connect your peer program to your formal recognition program by conducting monthly or quarterly events such as
dinners and group experiences.
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5. Taico® :: 67 Patterson Village Ct., Bldg F :: Patterson, NY 12563 :: 845-228-GIFT (4438) :: fax: 845-228-5136 :: info@taico.com
© 2012 Taico® Incentive Services Inc.
*One way to make your peer program easier to administer and measure is to use an on-line platform that has the
latest ROI and communication tools.
*Ask peers for ideas on the nomination and voting process for employees of the month or year.
*Energize your employees with a staff appreciation program.
*Award for any traits you want to encourage.
*Try a surprise achievement celebration for an employee or a team.
*Invite achievers into your office to thank them.
*Learn more and express interest in an employee's’ professional development.
*Celebrate birthdays and employment anniversaries.
*Stay creative in your praise and recognition.
*Come up with your own ideas!
It can not be overstated how much your employees are at the heart of your business. Engage them and involve them
with a peer to peer recognition program. Work closely with your incentive partner to map out your strategy. Your
engaged, involved employees will pass their dedication and enthusiasm on to your customers. That will boost your
customer loyalty. Peer to peer programs can be set up smoothly and cost little.
Go for it!
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