It is crucial to choose the appropriate KPIs for each project we do as we have access to more and more data. This is especially true for initiatives centered around ideas like company culture, employee engagement and, of course, employee recognition evaluation.
First, see our articles on What is employee recognition and Why employee recognition is important.
However in this article let’s discuss employee recognition further and find out what are employee recognition evaluation KPIs.
Employee recognition evaluation KPIs explained
Employee recognition and appreciation may change company culture, enhancing productivity and teamwork while lowering attrition, absenteeism, and onboarding expenses. Therefore every company should have a program that takes care of employee recognition whether it be a software or a program that is otherwise a part of the company culture.
Either way, KPIs (key performance indicators) are programs created to measure employee recognition. And there are multiple ways of doing that.
How to evaluate the performance of employee recognition programs
There are two primary data sources you should concentrate on when attempting to determine how to assess the effectiveness of employee recognition programs:
Program KPIs: Information on performance and usage that may be taken directly from your employee recognition software.
Organizational KPIs: Information about broader organizational objectives that you may have hoped to accomplish as a result of implementing the program. Examples can be – lowering turnover or boosting productivity.
Employee recognition KPIs examples
Here are some of our favorite employee recognition KPIs examples that you can implement in your company culture.
As we mention in our article What are employee engagement evaluation KPIs, the main goal of introducing your company to KPIs is to choose the ones that fit your organization. Some might fit perfectly while some not so much.
Recognition from leadership
Every business goes by the rule that the supervisor’s instructions are followed by the employees. Leadership must therefore establish a precedence for acknowledgment and recognition. Employees look up to their leaders, and in that case recognition means a lot.
And taking the measure of recognition from leadership doesn’t have to be anything drastic. It could be a simple ‘’Good morning’’ or asking how your employee’s weekend.
A leader adds a sense of value and appreciation in others. The leader is excellent at generating opportunities to give praise, appreciation, and rewards to his or her team.
Personal milestones
Although acknowledgement ought to be a common practice, you shouldn’t disregard personal achievements. Aside from individual achievements, it’s important to draw attention to team milestones, anniversaries, and birthdays. These achievements could be individual ones, such as finishing a program or obtaining a new certification.
Use a technology that enables coworkers to share digital greeting cards or that enables bosses to recognize their entire team. Employees feel appreciated because they know that their efforts are being observed.
Participation rate
Your team’s participation rate is the proportion of members who use the system to make nominations or send gifts. A strong, rewarding culture is generally indicated by a participation percentage of 80%.
But you shouldn’t necessarily anticipate that degree of adoption right away. A 40% participation percentage within the first 90 days of program implementation ought to be sufficient to show that you’re on the correct track.
In conclusion
Since every organization is different in their culture and employees, some additional KPIs may need to be considered (for example, safety-related ones). Each of the KPIs listed in this article may have a different level of importance.
However, we hope that this article will be a useful starting point for your own checklist.
