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Susan M. Heathfield

Ban Employee of the Month Recognition

By October 27, 2013

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Do you designate an employee of the month for employee recognition? I am not a fan of Employee of the Month recognition and awards. My most important concern is that employers who initiate this recognition think that they have completed the task of recognizing employees.

I don't like Employee of the Month as part of a more comprehensive employee recognition system, either, however. There are too many problems inherent in the concept of selecting only one employee for an award. Find out more about Employee of the Month recognition.

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Comments
June 20, 2011 at 9:31 am
(1) Ley Borlo says:

Finally, an HR professional who tells it like it is regarding an EOM program. I’ve been fighting this battle for almost 40 years! EOM programs have become the fall back position for a company that just wants to do something, has a minimum budget, and think that employees will love being recognized once in a lifetime (if they’re lucky) or every other month because the committee didn’t get enough nominations. I can’t tell you how many “Walls of fames” in corportate America that I’ve walked by that are months out of date. These programs are not only bad for the companym they can be damaging. As stated by Aubrey Daniels in his book “Bringing the Best Out of People,” these types of programs “violate practically every known principle of effective recognition and positive reinforcement.” They rarely specify precisely what must be done to get the award, they do not recognize the performance immediately or even frequently, they assume that the same form of recognition is desired by all, and worst of all, they allow only one or most a few winners.

My advice to clients if they have a limited budget is spend it on a good training program to educate all levels of management how to sincerely thank an employee for their contribution.

While you’re at it, you need to weigh in on the Years of Service programs, they are just as bad.

Thanks for the article,

Ley Borlo

June 21, 2011 at 3:11 pm
(2) Derek Irvine, Globoforce says:

Agreed Susan and Ley, EoM programs should be relegated to the rubbish bin. Any kind of “recognition” program that turns praise and appreciation into a competition should be banned.

October 29, 2013 at 10:46 am
(3) Raphael says:

A better alternative is a peer-to-peer recognition program. This empowers all employees to take part in praising and motivating each other, and helps foster what Bersin & Associates calls a ‘recognition-rich’ culture. They found a 31% decrease in turnover at companies with ‘recognition-rich’ cultures. (http://www.forbes.com/sites/joshbersin/2012/06/13/new-research-unlocks-the-secret-of-employee-recognition/)

An easy (and free) <a href=”http://bonus.ly”>platform for peer-to-peer recognition is bonus.ly</a>.

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