If you are an HR leader or a corporate executive, you might have heard about peer-to-peer recognition and its advantages in a corporate setting. Peer recognition happens when an individual is commended by his or her team members, or if the whole department decided to commend each other for a job well done. It can be a motivating practice, and many companies across the United States are now adopting the practice. The motivation that it provides makes everyone in a company work harder so that they can also be recognized for their contribution. Peer-to-peer recognition best practices include rewards for those who have provided a solid contribution to the company’s success, and this recognition drives employees to achieve their goals and perform better. The result is higher employee engagement and greater productivity.

Why is peer-to-peer recognition important in today's corporate setting?

Today's corporate setting can be stressful for many people. However, when a company decides to change their company culture to accommodate others and encourage the employees to engage in a peer-to-peer recognition program, the workplace experience becomes more meaningful. Through the years, companies have proven that peer recognition drives results. There are many ways to introduce a peer-to-peer recognition program into a company. Its success depends on the employees and the corporate heads. Providing incentives and encouraging employee engagement is the best way to implement a peer recognition program and ensure its success. Nothing drives results more than a workplace culture where employees feel encouraged to provide feedback and recognize one another for their accomplishments.

Why are more companies adopting a peer-to-peer recognition program?

Creating a company culture where everyone wants to work with each other 

A peer-to-peer recognition program enables employees to have a common avenue where they can share their gratitude or feedback with a fellow employee. Employee recognition programs encourage communication inside the workplace, and can greatly increase productivity. Recognition encourages increased competence because there is a direct relation to hard work and recognition in doing their job, and they will be able to accomplish more things if everyone is working together. A strong set of company values encourage the employees to comply with the rules and regulations that they need to follow, setting up an example for other workers. 

To manage and streamline how the incentive budget spending

Companies are adopting peer-to-peer recognition programs because they want their expenses to be monitored. Sponsoring a recognition program does not require a large budget, and companies are being subjected to budget audits when they want to introduce peer recognition to their employees. Other companies who are stating that they do not have a budget for peer recognition and there are many low cost options like Nectar HR that can provide an employee engagement platform at low cost per employee per month.

Introducing peer recognition inside the workplace is an easy task 

Many employee recognition programs provide an on-boarding process that allows the HR representatives to be trained in the use and implementation of each program. Some of the peer-to-peer recognition programs even have a self-service tutorial and boast of quick on-boarding processes that can be completed in under 10 minutes. Each of these programs is created in a way to create the perfect solution and are easy to understand and use.

Using a peer recognition program will decrease the load required for administrators 

Peer recognition programs are a great way to improve workplace culture and enable the employees to become more engaged in the workplace and showing gratitude to other employees. With employee recognition programs in place, the employees can simply check all of the information available within the program, and they can also use it to buy gifts or other merchandise that they can give to another employee that they wanted to motivate. It is a great way to manage all of the expenses that are being used on gift-giving, and it will also encourage the employees working for the company to recognize and appreciate the work of one another.

The employees would love peer recognition 

Humans are social animals, and we love the feeling of being recognized and commended for a job well done. Employee recognition programs can immediately impact the company culture by providing instant feedback on their performance and indicators to appreciation from their peers. Performance can be monitored and relationships between employees become clear as those who work well with others will be able to be recognized for their hardwork. Peer recognition is a good thing, and all of the employees working on your company will benefit from it and will develop a different sense of companionship with one another. 

Companies are using it as a strategy to recruit talent 

Job hunters today are considering workplace culture whenever they are trying to find for a place where they can work. Younger generations have cited toxic company culture as one of the biggest reasons they leave their jobs. Creating healthy workplace culture can incentivize more young professionals to join a company. HR leaders and corporate executives are trying to show the prospective talents how fun it is working for a company that practices peer recognition. The younger talents need to develop an interest working for the company, and if they notice that the company culture is positive, and many workers are satisfied and happy with what they are doing there is a greater incentive to work at the company. 

Creating a loyal team inside the company 

When using a peer recognition program, the company encourages the department heads to look for someone inside their department that can be promoted to a higher position. For them, relying on the talent that is already available within the company is important, because it will give the workers a chance to show what they are capable of. When the employees are encouraged and promised of a promotion, they will work hard and show their higher-ups that they can do everything that they can to avail of the promotion that is given to those who have a positive working attitude. When you provide the promotion to those who have been working for the longest time, you will develop a team that is loyal to the company. Use the remaining budget that you saved to hire new faces that will be introduced to friendly company culture. 

Peer recognition programs create genuine friendships

An office is a place where relationships are created, just like the school or a community. When the employees are giving each other positive feedback and motivational advice, the bond starts to strengthen, and everyone will look at each other as a reliable person to talk to about life problems. If you wanted your employees to get along very well, you can start directing everyone working for your business to start using a peer recognition program and be open with the problems and issues faced inside the company. This will give everyone a voice to air out their concerns, and it would have a positive impact on the working environment. 

Peer recognition programs provide an avenue for employee feedback 

Annual reviews are becoming obsolete, and many companies in the United States decided to ditch it. The HR leaders and corporate heads of these companies decided that annual feedback from the employees would not help them with their concerns. Instead, the companies started to adopt a peer recognition program, and they are given a chance to give live feedback to their workmates, advising them about the things that they need to remember, or providing them a commendation to motivate them to work harder. The employees who are receiving positive feedback on their peer recognition survey are saying that it makes them feel good, and it also encourages them to work harder.

What are the best ideas to promote peer recognition inside the workplace?

There are multiple ideas that HR leaders and corporate executives can find on the internet that will guide them on how to promote peer recognition inside the office. If you are an HR leader or a corporate executive, you can start getting an idea on how it should be done by following these strategies and tips: 

1. Delivery of a gift on a co-worker’s desk 

Peer recognition can be observed in a workplace where the employees are giving gifts to each other as a sign of gratitude for their hard work. Direct your employees to give a gift to the individual who they think contributed a lot for the success of the business. The gift is not necessarily something expensive, because a simple cup of coffee or a small candy can promote peer recognition. 

2. Write the motivation or the recognition on a piece of paper 

If you have a lot of sticky notes inside the office, what you can do to motivate or encourage your employees is to write down your commendation on a piece of paper and stick it to their desks. You can also use the bulletin board on your department to announce the recognition of an individual. Announcing it to the team will inspire everyone to work harder while building the confidence of the person who received the commendation. 

3. Give trophies if it is necessary 

If you wanted to bring the best in your employees, you can give them trophies and observe how they will improve. You can also give your employees stuffed animals, or any reward that you wanted. Those who displayed an outstanding performance should be given the highest recognition, and you will be surprised seeing everyone trying to reach their goals after a trophy has been awarded.


If you wanted to see a drastic improvement in your company’s office culture, make sure that you are doing your best in promoting peer recognition inside the workplace.

Build a culture people are proud of without breaking the bank

Related Posts

Company Core Values: The 7 Most Common Mistakes to Avoid

{{ excerpt(`With the world shifting more towards remote workforces, the importance of company core values to achieve organizational alignment has never been greater. Directly proportional to that is the challenge of effectively integrating these values in a virtual work environment. Soon, organizations will no longer be able to get away with just “checking the box” when it comes to core values. To build a highly-productive culture that stands the test of uncertainty, an organization must correctly place core values at the foundation.<div data-empty="true"><br></div>How can you make company values more meaningful and impactful? Here are the 7 most common mistakes to avoid and how to fix them:<strong><br><h2>1. Values aren’t actionable</h2></strong>Integrity, quality, excellence.. Do any of these sound familiar? Not to throw shade, but core values like these are not going to get the job done. They are too vague and don’t drive behavior. A recent <a href="" rel="noopener noreferrer" target="_blank">Gallup study</a> showed that only 23% of employees strongly agree that they can apply their organization’s values to their work everyday. Company values should be the backbone of everyday decision-making. Think of company values as a map or GPS. Every time an employee comes to a fork in the road, they should be able to call on a core value to help guide their decision to move in the right direction. For example, one of Facebook’s early core values was “move fast and break things”. This core value is in the form of a statement and helps inform action. It tells employees “we value speed over perfection and if you’re ever in a situation where there is a choice between the two, always choose speed”. Actionable core values always present a trade-off between two good things like speed or perfection. Generic core values aren’t very helpful because they’re usually no-brainers. Employees aren’t usually asking, “When faced with a choice between honesty or dishonesty, which one should I choose?”<strong><br></strong><h2><strong>2. Too many values</strong></h2>There’s a theory in psychology called “the Magic number 7 (plus or minus 2)”. This theory states that most adults can store between 5-9 items in their short-term memory. In order for people to understand your values and then be able to communicate them, it is vital that they remember what they are. If you have more than 9 company values, you aren’t doing your staff any favors. No matter how many you have, it might be a good idea to create an acronym out of your core values to make them easier to remember. <strong><br><h2>3. Values are an afterthought</h2></strong>Oftentimes core values are viewed by leadership as a box that needs to be checked. If they aren’t seen as strategic priority, your organization won’t put in the effort to create and communicate actionable values that will drive productive behavior. This can have an overall massive impact on your organization’s culture and bottom line. HR and People Ops leaders aren’t in charge of creating company values but they should definitely be pushing the management team to prioritize the creation, communication and measurement of them. By not being deliberate about embedding core values into an organization’s culture, “accidental” values surface and a huge opportunity is missed. <strong><br><h2>4. Values are under-communicated&nbsp;</h2></strong>Posting company values on the office wall is not enough (especially if you have a remote workforce). This shouldn’t be a one-time event. To truly embed core values into your culture, it takes consistent action. You must find ways to promote your values in all forms of communication. This includes newsletters, Slack messages or channels, emails, town hall meetings etc. They should be seen so often that everybody knows what they are AND what it looks like to live them. <strong><br><h2>5. Values aren’t baked into hiring &amp; onboarding</h2></strong>Piggybacking off the previous point, company values need to be communicated frequently and consistently. This is especially important when it comes to hiring and onboarding new employees. If you’re not giving proper weight to core values when someone is joining the company, they will see that as a sign that core values really aren’t that important to you. Your core values should be touted and marketed to prospective hires. Finding people who align well with these values will increase the likelihood of a good hire and save you headaches down the road. Find ways to weave your core values into onboarding and training. A great place to start is to create a “Culture Code” or “Culture Manifesto” - some slides that list your company’s core values and give examples of them in action. Here are some famous examples from <a href="" rel="noopener noreferrer" target="_blank">Netflix</a> and <a href="" rel="noopener noreferrer" target="_blank">HubSpot</a> - but don’t be overwhelmed, these are evolving documents so just start with something really basic and go from there. <strong><br><h2>6. Lack of value-based recognition&nbsp;</h2></strong>The best way to make core values a living, breathing part of your organization’s culture is to create a value-based recognition program. By focusing all your recognition and reward efforts around core values, you are helping employees identify the personification of these values. Recognition is no longer given for just going “above and beyond” but is tied on a deeper level to company values, thus reinforcing them. This creates a virtuous cycle of positive, productive behaviors and a more focused workforce.&nbsp;<h2><strong>7. Lack of measurement</strong></h2>Hopefully by now we can agree that core values are a vital element of an organization’s culture and that they can have an undeniable impact on the numbers that matter. To do it right, lots of effort and resources are dedicated to the integration of these values in the workforce. Imagine putting tons of work into something and not knowing what the results or outcomes are - this is how the majority of companies operate. They have no way to quantify which core values are being embraced most and which ones could use some attention. In a world where data is king, it is more important than ever to figure out how to capture and visualize this type of data to better inform your cultural decisions. Digital recognition and rewards platforms can help track and measure core value data to give you valuable insights. They allow employees to give each other shout-outs when core values are being displayed and each shout-out is tagged with a value. The tags allow this data to be tracked so you can view analytics to understand how your core values breakdown over time and on organizational, team or individual levels.`) }} ...

read more

'Tis the Season for Employee Rewards

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Season of Rewarding is Upon Us</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Holidays are a magical time of the year when gifts are exchanged, vacation days are cashed in, and everyone gets fed up with their relatives. In this final month of the year employers have a tendency to be just as giving. Whether these are companywide gifts, gift cards, cash bonuses, extra PTO or other incentives, they generally roll in during this time of the year.&nbsp;</span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This traditional system of year-end bonuses is a tough way to keep employee engagement high. Spot bonuses are not great ways to incentivize people to work hard the rest of the year. Year-end employee rewards are something that encourage employees to increase productivity leading up to December but might not have the same effect on increasing urgency on January 1. Traditional employee reward methods are becoming obsolete.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Have Year-End Urgency in January</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Employee Recognition. How do you incentivize anyone? You tie them to team values and reward them when they live those values. Goals are good. Especially quantitative goals. Sales teams usually have a goal and reward when they hit that goal, as a collective group they are empowered and excited. Employee Recognition takes that empowerment and makes it personal. Rather than rewarding the entire group it lets the group reward one another as they strive to hit their goals. “Great job on that last call +10 points #slinging deals” is one of the examples of what happens internally at Nectar HR when our sales team gets rolling. Peer to peer recognition is the future of creating that year-round urgency that companies want.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Recognize Employees</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Rudolph the Red Nose Reindeer was kind of a chump. He got bullied until Santa gave him a shout out in front of all of his coworkers. Then they wrote a song about him and his productivity shot through the roof. Recognizing employees empowers them to take action and perform better work. Peer to Peer Recognition programs foster a community of empowered people. Engaging with one another is a positive way by micro bonuses and a social feed of shout outs intensifies the effect of giving a shout out because it is public, meaningful, and far more frequent. Recognize employees in a way that is meaningful and tied to company values “Rudolph you totally guided the sled tonight! We would have been lost without you! #team player +20 points”. Then let those points be tied to redeemable items that employees care about.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>How to Make a Cost-Effective Peer Recognition Program</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>At Nectar HR the number one thing that we hear constantly is “how much will it cost?” People are accustomed to platforms that are costly and sit on a high price per employee per month. Using Nectar, the cost is the budget that administrators allocate to their employees each month. Most companies have a recognition budget or buy gift cards on a regular basis to reward their employees. By eliminating physical gift cards and handing the budget to the employees you have created a peer to peer recognition program that is more effective and saves money. Don’t pay for things you don’t need or use. Nectar HR is customizable so it can fit your exact needs.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Does Employee Engagement Work?</span><br><br>There are statistics that I could use to <em>prove</em> how well Employee Engagement works but here is the logical breakdown of why peer to peer recognition and our employee engagement platform work:<br><ul><li>You are rewarding employees on a more frequent basis. You have added an entire new system of micro bonuses that can be handed out at any time during the month and then resets each month</li><li>Peer to peer recognition empowers everyone to recognize everyone. Productivity increases because each employee is able to go above and beyond and receive reward from their coworkers and not just their managers</li><li><br></li><li>Budget doesn’t have to increase because the core product is free. Now instead of buying fistfuls of gift cards that sit in a drawer collecting dust you only pay for gift cards when they get redeemed.</li></ul><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Rewarding employees has never been easier or more important. You can blame us millennials or just assume that everyone is trying to hire top talent, regardless this new work force is very mobile and keeping employees engaged and improve retention are the key challenges that Human Resource teams currently face.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR Employee Engagement</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Our platform at Nectar HR is comprised of three pillars:</span><br><ol><li>Employee Rewards and Recognition – Digital Gift Card rewards that are redeemable by each individual based on the peer to peer recognition system of points that is in place</li><li>Employee Voice – eNPS and Pulse surveys that empower employees to leave feedback in an anonymous way</li><li>Employee Perks and Discounts – The sprinkle on the top of our cake that lets employees enjoy discounts from some of the nation’s top brands</li></ol><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The Nectar HR core product is absolutely free and can instantly be a tool used by all HR teams to enhance company culture and setup an efficient rewards and recognition program.</span>`) }} ...

read more

What Motivates Employees to Stay

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Employee turnover is at an all-time high in the modern workforce. Employees are demanding more and more freedom (thanks millennials) and the number of remote workers has nearly doubled in the last few years. What all this means for companies is that it is harder and harder to stand out in every moving workplace. The trends are shifting from candidates attempting to stand out to businesses needed to sell themselves to candidates in order to succeed. So, what are the things that help employee retention? How can employers capture their target audience? Here is a list of things that motivate employees to stay at their companies:</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 It’s Not Money – Employee Engagement</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>In a recent Harvard Business Study, it was found that the number one reason that employees remain at their jobs is that they are engaged. Employee engagement matters! This is the era of options. Gone are the days of slogging through the snow uphill to work, both ways. Now if an employee is not engaged money is not enough to retain them because someone else will pay them. Skilled labor is readily available and so are job positions. Employee engagement is now more pressing than the number on the direct deposit slip, and according to another recent study, only 32% of the modern workforce is engaged.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>How to Have High Employee Engagement?</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Invest, invest, invest. We aren’t talking about just buying ping-pong tables and stocking the breakroom (still not a bad idea). Invest in your employee’s future. Train them to be better at their jobs, provide them with a pathway to success, and make sure that your companies values tie in with their personal values and vision. A company without values is like a chicken with its head cut-off. Employees need to buy in to the vision in order to be engaged and find success in their work.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#2 Still Not Money – Feeling Valued</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Guess what? People want to feel valued and recognized. That should not be a shock to any HR team in any section of the world. Employee’s wanting to feel respected for their work and know that their managers and teammates appreciate them. Employees who receive this kind of daily peer-to-peer recognition are more likely to not only be engaged but also to feel appreciated. Employee recognition is one of the hardest things for companies to implement and maintain at a healthy level.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>How to Set Up a Good Employee Recognition Program?</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Let the experts handle it. Lots of companies have tried using things like post-it notes, marbles in a jar, redeemable tickets at work, and other ways to show appreciation. Most programs like this are either under-utilized or ineffective. There are lots of options for employee recognition platforms. Nectar HR is one of these. It is a free employee engagement program that works for recognition, perks, rewards, and employee feedback. Finding a cost-effective way to engage employees is key to creating a great workplace culture and retaining employees.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 Work-life integration</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This is one of the latest company culture buzzwords. It used to be a matter of finding the appropriate work-life balance, but more and more employees are wanting to feel that they are known and appreciated on a personal level. Treating employees on a personal level encourages an emotional connection between employees and company. This promotes employee retention and employee engagement. By establishing an emotional connection between employee and company you provide a powerful reason beyond monetary compensation for remaining at a company rather than look for a better situation.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>The old strategies of spot bonuses and employee of the month are quickly losing their effectiveness as far as recognition goes. High employee turnover can be very costly and time consuming to try and replace people. Taking advantage of employee engagement programs builds loyalty and retention in the workplace.&nbsp;</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>Quick Recap:</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Money is a secondary cause of employees staying. In order to have a high retention rate companies need the following three things:</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 Employee Engagement</strong></span><strong><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>#2 Feel Valued</span><br></strong><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 Work-Life Integration</strong></span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>With these three things in place employee retention will spike and turnover will drop. Creating a company culture doesn’t have to be difficult. With programs like Nectar HR it is easy to set up a quick recognition program that allows for peer-to-peer recognition and more traditional top-down recognition. Boost your employee retention in this new environment of quick turnover. Moving away from traditional methods is the key to surviving and saving money in this new age of business.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Find out more at <a href=""></a></span>`) }} ...

read more