The Benefits of Peer-to-Peer Recognition
Fostering a strong employee recognition culture within your workplace is about more than top-down recognition. It also involves everyone in the office being part of a positive cycle of appreciation.
As much as some people don’t like to admit it, feeling appreciated is a basic human need. When we feel that our time and effort is appreciated we’re more likely to feel happy and confident in that environment. Not only that, but showing that you recognise other people’s efforts can also increase feelings of gratitude and gratefulness within yourself.
As a manager, it’s important to understand the benefits of peer-to-peer recognition beyond this need to feel appreciated. Peer-to-peer recognition increases the probability of a constructive team culture by 2.5 times. It provides an opportunity to create a company culture for open communication, which has numerous additional benefits. This is because it helps strengthen the relationships between employees and promotes team spirit.
Try the following points to encourage more peer-to-peer recognition within your workplace:
- Show recognition as soon as possible after a task has been completed. Recognition doesn’t have the same impact if it’s taken over a week to receive it.
- Be specific about what the person has done to be specially recognised and the impact it’s had.
- Show sincerity and make sure it’s always genuine recognition, and not just a box to tick.
- If there are criteria to employees receiving certain rewards, make sure they’re attainable and clear.
Peer-to-peer recognition can come in many forms, either formal or informal, and both have pros and cons. We’d be remiss if we didn’t say that My Rewards is a great choice if you’re looking to implement a formal recognition scheme.
The My Rewards platform can be used for more than just general benefits for employees. Using our custom features, you can design a personalised platform for your business that allows employees to show recognition to their peers for special achievements.Back to Resources