Workforce community recognition or peer to peer can be an effective, low cost approach for reducing turnover, boosting performance and morale. Learn more here....

1. Peer to Peer recognition. What to know before taking the plunge!.
"I was very honored to be nominated by my co-workers for my efforts in the company," noted project specialist for a
high profile technology company. "I will go above and
beyond for anything that my team needs in the future. And it
makes me want to be more aware of all the people around
me and what I can do to recognize other employees."
Workforce community recognition or peer to peer can be an
effective, low cost approach for reducing turnover, boosting
performance and morale. Co-worker acknowledgements
inspire. When a peer recognizes a colleague it creates strong
bonds within the workforce conducive to all doing a better job.
Another plus is the lessening of pressure on managers and senior leaders already overburdened with additional work
responsibilities. Peer to peer recognition is positive and personal. One example is the peer nomination structure in
the entertainment industry. Winning a peer driven Tony or Oscar is largely what makes it so prestigious. However,
before you decide to make the move to a co-worker recognition initiative, here are some observations I hope you
will find helpful.
Perhaps it goes without saying, but indulge me to say it anyway. Without a clear organizational mission statement
your performance initiatives will be like pouring good wine into a bucket with holes in it, and who these days has
money to throw away? Your mission statement can include a paragraph and a short slogan. One of America's largest
car dealers, AutoNation lists it's mission as: To be America's best run, most profitable automotive retailer.
Their slogan: Driven to be the best! Apple computer lists its mission as: committed to bringing the best personal
computing experience to students, educators, creative professionals and consumers around the world through its
innovative hardware, software and Internet offerings.
When your mission is successfully communicated to your people, you will unify effort.
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2. Good mission/slogan communication and promotion will resonate with your organization. Good social engagement,
communication tools can greatly help. Let your employees know your creed, purpose, values and desired public
image. This knowledge will inspire and focus everyone in making decisions that support your goals.
Mission statements are crucial for organizations to prosper and grow. I am amazed that as many as 40 percent of
employees do not know or understand their company's mission. As a leader, that's your failure to communicate.
There are many resources on best ways to construct your mission statement.
With your mission statement established and communicated you are ready to put together a peer to peer
recognition program. Set your performance criteria agenda first. In other words know ahead of time what areas you
want to improve on. Product knowledge, follow ups, attendance, safety, leadership, submission of ideas, wellness,
healthy behaviors, co-worker support? Then announce to your team your peer to peer nomination process.
One idea at a sports company included the launching of a peer to peer Lou Gehrig attendance contest award.
Workers would nominate each other for their consistent attendance and hard work. (NY Yankee first baseman, Lou
Gehrig is known for his many incredible accomplishments including setting a record by playing in a consecutive
streak of 2,130 professional baseball games throughout his career.) Now that's excellent attendance!
Winners would receive inter-company kudos along with tickets to special events.
There is some misunderstanding about peer to peer programs and best practices on implementation. Receiving peer
recognition is a wonderful dopamine booster but does not always carry the same impact as positive feedback from a
superior. Here balance is your key. As a leader, control the areas you want to improve and recognize. Before turning
over to a peer to peer approach make sure you know if the employee is doing something really worthy of
nomination or high praise or are they just doing their job?
Its not enough to acknowledge that “Mary has a great style and is great at keeping projects on track.” or “Stephanie
is really friendly and easy to talk with." or "Ed knows our system through and through." Wonderful characteristics,
but are these worthy of nomination?
One example worthy of co-worker nomination could include an employee going the extra mile, staying one hour late
to listen to a customer complaining and then providing them with a solution.
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© 2012 Taico® Incentive Services Inc.

3. Peer to Peer recognition are the genuine expressions of appreciation exchanged between co-workers. Expressions
that are an excellent way for your employees to learn about their co-worker accomplishments. Peer to peer can
create a common spirit of team, enthusiasm, and devotion supporting your organization's mission.
For such a program to benefit you, set the criteria and be able to communicate what is important.
Recognition can come in the form of public recognition, a hand written note, email, bulletin board posting and
tangible rewards from management.
Getting Started.
Have an employee get-together to announce your Peer to Peer program and ask them to:
1. Create a list of positive and negative co-worker character traits that they have witnessed first-hand.
2. Recommend action steps, nomination areas and timelines to remedy any existing problems. These could include
new assignments that tap your peer's underutilized talents
3. Familiarize yourself with the scope of co-worker's duties and responsibilities.
4. Discuss how the behaviors identified impact employee
interactions with co-workers
5. Create a fair and objective acknowledgment of co-worker contributions or lack of to the team and to the
organization. Whatever the findings, its important not to diminish a co-worker's value as a human being by ending
on a negative note.
6. Identify specific instances of tasks that were performed well and tasks that fell short of expectations. Provide
constructive suggestions on how similar tasks could be handled in the future.
What's next?
Set up a simple, easy but specific way for a peer to recognize another. A note, plaque or trophy, a few kind words,
award points toward tangible rewards. Keep the process of acknowledgment simple and fun. Although monitored
from above, your involvement in the program should remain minimal. Peer to peer, will often provide an addtional
opportunity to influence self esteem and how a co-worker feels about his or her contribution.
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© 2012 Taico® Incentive Services Inc.

4. Introducing the program
Changing workplace culture can sometimes be a challenge. Create a positive image and clearly communicate the
outline of the new plan. How will it begin? What will be the benefits to the group? Give the program time as
individuals become more comfortable with your ideas.
Make the information available.
Information about the program must be visible and available to all, hence communication tools. Names of those
recognized should be seen by everyone.
Ability to Replicate.
Suffice it to say, recognition is motivational. Peer acknowledgment and the nomination process should reinforce
desirable behavior. Your standards should be universally appropriate and fair so other individuals are motivated to
reproduce the same behavior and earn recognition. By setting guidelines you will prevent a peer from being
recognized by a friend for telling a bad joke or something else not desired.
Long term success.
You can keep the process simple, accessible and successful. Once a program has traction and gains success, little
shifts in ways to recognize and reward will help.
Changes should be small and easy to implement to give everyone time to adjust.
Peer to peer can indeed be beneficial to the workforce environment while engaging and motivating your
performance culture. Keep in mind the importance of the basics and stay on the sidelines.
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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.