A recent study by WorldatWork indicates that 88% of
organizations surveyed have some type of Recognition
Programs in place, with 70% offering between three and six
The top five Recognition Programs offered are:
*Peer to Peer.
*Length of Service.
*“Above and Beyond” Performance.
*Programs to motivate specific behavior.
To better understand Recognition Program goals, program
strategies, budgeting, turnover, and program influence on
employee satisfaction, motivation and engagement,
WorldatWork looked at three specific programs considered
to be results driven:
*Above-and-beyond performance recognition.
*Recognition programs that motivate specific behavior.
According to the findings, organizations that include
three result-driven programs more often say they are
meeting their recognition goals when compared to their
counterparts that have fewer result-driven programs.
“The data shows that organizations that include three
result-driven programs in their recognition portfolio are
more likely to implement these programs with goals to
motivate high performance, reinforce desired behaviors,
support organizational mission and values, and create a
culture of recognition,” according to Rose Stanley,
WorldatWork total rewards practice leader.
“And, counter to what many might think, companies offering
three result-driven programs are budgeting the same as
those with only one program, but are consistently getting
better results in terms of meeting goals, lowering
turnover, creating higher employee engagement, and
motivation,” Stanley said.
HR POINTER: More companies may be starting to move away
from legacy Recognition Programs (length of service and
retirement recognition) toward newer programs that drive
results (“above and beyond” performance; peer to peer; and
programs to motivate specific behavior). These newer
programs can have a more direct impact on business
For more information about Recognition Programs, click on
the link below on our website: