The director of HR for non-profit tells me their organization uses a peer program with pretty significant awards:
“If anyone does something extra to help a volunteer, or help another staff member, anyone who notices can give them a “credit.” Collect 10 credits and you get an extra day off during that fiscal year. There is a limit of one of these days off per year.”
Time off provides very popular awards, but the costs attached can be significant. Any peer program that gives significant awards has the potential to be abused or seen as unfair, so I asked about these issues. Here was the thoughtful response to my questions:
“I know there are probably occasions where employees “solicit” co-worker credits, especially if they are close to their 10, or if they are out of PTO and really need an extra day. Working for a non-profit that cannot pay stellar salaries, we look at this as an extra benefit to our employees, and they are limited to one day per year.
I know not everyone gets enough credits, and some just don’t use their day because they don’t want or need to. I have never really heard complaints from anyone – senior team on down, about the use of these. It seems to just be a good vehicle for employees to thank other employees, and it makes everyone feel good to get one.
We have other parts to our overall staff recognition plan for employees to recognize other employees in other ways as well, such as employee of the month and our annual performance excellence awards. Perhaps if the co-worker credits were the only recognition, it would have more problems. But for now, it suits us very well!”
Sounds like an organization that knows and trusts its employees with very positive results!
Do you have a recognition program with or without awards that is working well? Tell me about it!