You Made a Difference (YMAD) Programs are meant to encourage and reward employees that are doing and accomplishing things that go above and beyond in order to further the values and mission of the organization. They may be called by different names―peer-to-peer recognition, spot recognition, points programs, etc.―but those names describe the method of the recognition instead of the goal of the recognition.
The success of a YMAD program is directly tied to the planning and structure, as well as the support of the leaders of the organization. First determine the goals and measurements of the program. For what actions and achievements would you like to recognize and reward your employees? How will you determine if an action should receive recognition, as well as the level of reward for that action? A good starting point is to establish values or pillars that the organization’s mission and vision are built upon and recognize and reward employees for actions that reflect those values.
Next, decide who can recognize or make recommendations for recognition. This can vary widely, from just managers down to peers and customers, based on the culture of the organization and the goals of the program. Keep in mind that studies have shown that recognition from one’s manager is the most effective and perceived to be the most important by the recipient.
Once you’ve developed the structure, it’s key to communicate the program itself along with the recognition that is provided to each recipient. Shout it from the rooftop, and educate all participants. YMAD programs are designed around the values and principles on which you have built your successful organization. You need everyone to be guiding their daily decisions by these values. Take note of the success stories in order to justify the recognition of employees that exemplify the values of the organization. These stories can then be told over and over again to introduce the values to new employees of the organization or to reinforce the values to all current employees.
Finally make sure that your recognition awards and rewards are easy to use and appropriate for the achievements that are desired. Be sure to educate managers on how to recognize properly and effectively. It’s important your employees feel the recognition received is sincere, worthwhile and handed out fairly. You want them to know that they truly made a difference.
Lipic’s has worked with many organizations to review and revise their traditional recognition programs into new and creative programs that truly engage their employees. Through this process we are often able to utilize the same or smaller budget to engage more employees and realize better results.
