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Peer-to-Peer Recognition – A Foundation for Happy Employees

What if the key to a more engaged workforce and better retention was simply recognizing our colleagues for their outstanding work, creative ideas and positive attitudes? That may be. Employees receive too little recognition. Gallup data shows that 22% of individual employees believe they receive proper recognition for their work.

How can we build a culture that emphasizes the value of recognition in the workplace?

We’ll look at the importance of peer and leadership recognition, the tangible benefits organizations can achieve by encouraging more of it, and some of the most effective ways to make it happen in your organization. Praising colleagues for a job well done is more than just a mood booster. When employees believe they are recognized, they are 2.7 times more likely to engage. According to a report by Gallup, employees at companies that excel at recognition are less likely to be looking for a job and more likely to feel connected to their company. The act of gratitude for work done, actions or ideas has a positive impact on job satisfaction.

A study published in the journal Psychology found that employees feel a greater sense of satisfaction with their jobs when they believe in their workplace culture. Peer recognition is important, but it doesn’t have to be limited to managers, as research shows that recognition leads to a variety of benefits in the workplace. Peer-to-peer recognition has its own purpose and benefits, and it can come from leadership recognition. According to a Gallup report, employees want recognition from colleagues as much as from their managers. Our colleagues understand the challenges we face in the workplace. After weeks of changing requests and deadlines from your contact at the company, you may have won a new customer. Your supervisor was busy with other tasks and kept a very low profile during the project. Your supervisor tells you that you have done a good job. I think they were impressed. If you hear that from one of your teammates, you’ve really given it your all. I know how difficult it is to change Customer X’s wishes, and sometimes I felt we couldn’t do it. You really impressed everyone! This could potentially have a greater impact. In general, it’s important to ask people how they want to be appreciated. Colleagues shouldn’t be afraid to start these conversations with each other, even if it seems more like a natural topic of conversation between a manager and their direct reports. Managers can facilitate this exchange by asking employees to share their recognition preferences during a meeting. This type of exchange is beneficial to the team and the workplace. The benefits of collegial recognition in the workplace. In hybrid environments, it empowers teams. In a remote or mixed workplace, it can be more difficult to make employees feel connected to their team, culture and company.

  1. Peer feedback and recognition can help strengthen relationships and build new connections for team members, regardless of where they work.According to Gallup research, people who receive feedback from peers at least a few times a month are twice as likely to feel they have meaningful relationships with their colleagues. Strong peer relationships can contribute to psychological safety, which has been consistently highlighted as a key component of high-performing teams in research by Microsoft and Harvard Business Review. “It’s no secret that employees are more likely to be engaged in their jobs if they feel supported and valued in their work environment,” says Miriam Groom, a human resources strategist, occupational and organizational therapist and founder of a career coaching service. Positive reinforcement can boost self-esteem and a sense of belonging, both important factors in creating an environment where people feel invested in their work. A sense of belonging is fostered through recognition that makes employees feel seen and appreciated. It gives employees the opportunity to celebrate their colleagues’ successes and also helps create a sense of community and connection, which is essential for a strong team dynamic.
  2. The company values remain in the memory. Peer-to-peer recognition can ensure that the company’s values are embedded in employees’ minds. Employees are encouraged to align their comment with company values when providing praise via the praise feature. Research from the Society for Human Resource Management (SHRM) has found that aligning values and recognition strategy is the most effective way to motivate employees.
  3. It increases the motivation of employees. Employee motivation can drop if there is not enough recognition. Josh Bersin, a global talent market and workforce analyst, believes that lack of recognition is one of the main reasons employees feel demotivated at work. There is a sense of motivation that comes from being recognized for a job well done. When we are appreciated and seen, it encourages us to keep doing good work. Peer recognition can make employees feel more valued and can be a great motivator. Employees are more willing to work harder if they know that their work is appreciated by their colleagues.
  4. It increases employee retention. According to Gallup research, workers who feel valued and appreciated by their colleagues are more likely to stay at work. According to an article in the Harvard Business Review, JetBlue’s peer-to-peer recognition program has yielded a number of benefits for the company: for every 10% increase in employee retention and engagement, the company saw a 3% and 2% increase, respectively. Employee retention is influenced by recognition and lack of recognition. According to a Gallup study, 39% of employees who receive recognition from their peers only a few times a year say they have no plans to work at the same company a year from now.

Types of peer-to-peer recognition

The following popular strategies can be used as part of a recognition program at your company. A recognition program that includes employee nominations is a great way to tie employee appreciation to company values. For example, a company that puts the customer first might nominate the most creative problem solver or the friendliest customer service representative. Nomination programs can be aligned with budget or focus on the team rather than the individual. The Moodtalk dashboard lets you share your successes with other teams. It’s easy to share peer recognition and can help foster a culture of feedback. Employees can earn points for the recognition they receive by using rewards or points programs. They can redeem the points over time for gift cards or other items of their choice. Companies that use points programs often use a third-party platform to facilitate the process. Positive recognition is spread by promoting mutual recognition. The more recognition you receive in the workplace, the more recognition you will foster. This has to start somewhere, and it has to start with the executives. Goodson said leaders need to model how they praise their colleagues. She uses a ritual at the beginning of meetings to model praise for her teams. She said she would start by praising someone on the team, then the recruiters would jump in and praise the people ops person. If we want to build a culture of praise, how can we model that? It is helpful to choose a recognition program that encourages employee engagement. Employees who participate in such a program can convert their points into rewards, which contributes to high employee engagement. There is more than one form of peer recognition in your organization. You could use a technology platform that allows employees to praise each other and hold quarterly awards ceremonies where employees can nominate each other for various awards. When you offer a variety of options, your company is more likely to meet the preferences and needs of all employees, who, after all, have their own preferences when it comes to receiving praise.
It’s no big deal to positively impact a workplace by acknowledging your colleagues, but it’s a big deal when you do. The praise we receive from managers and leaders is important, reinforcing, and impactful, but the praise we receive from our peers can have greater personal meaning. Encouraging peer recognition in the workplace doesn’t have to be difficult. Managers can start by modeling the behavior of their employees and making them feel valued. Technology can be useful in this process. Moodtalk makes it easy to celebrate the successes of your colleagues. Employees will do the same if the goal is to express gratitude and foster appreciation for a job well done.

We care. We Moodtalk.

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