Employee engagement studies repeatedly show that communication, inclusiveness, and connection are among the drivers of discretionary effort (Towers Perrin, 2010). One way to foster employee engagement is through peer-to-peer recognition. Peer-to-peer recognition has the ability to transform the way employees collaborate, interact, and communicate to one another. Such recognition can be organically driven to create a culture where employees celebrate success, reward productivity, and even admit & learn from mistakes.
Giving recognition is easy, but not simple. There is an art to the way we communicate and in the way we connect with one another. Think of communication as the lifeblood of an organization and employees are the carriers. And occasionally it requires continual nourishment and needs replenishing. The subject, method, and content of communication can be a positive influence on the organization to keep it running healthy or it can be a drain on the system filled with viruses or blockages can occur.
Peer to peer recognition is vital to keep the flow of communication and to keep the communication filtering properly so that viruses are kept out. If we were to create two scenarios we can easily see the impact of peer-to-peer recognition.
1. Employees follow the norms of pointing out flaws, questioning reasoning, second guessing decisions, and fear of expressing creative ideas in order to protect themselves from criticism.
2. Employees follow the norms of celebrating mistakes and subsequent learnings, seek further understanding, supporting well-thought decisions, and freely offering ideas to improve the organization.
Peer-to-peer recognition gives the power to each employee, coworker, and collaborator to make their work environment their creation. Often times the most successful initiatives are the ones led by employees, not human resources. In fact, initiatives that are communicated as an HR driven process can have the kiss of death.
In this webinar, we will cover how HR can work with leaders to give ownership to employees to create the work environment they desire. Example conversation starters will be offered to help start the recognition giving process. Also, the difference between appreciation and recognition will clarify what pieces are specific to recognition and why those pieces are important.