Starting a Recognition Revolution: How to Gain Support and Launch a Recognition Program at Your Company

It’s Monday and your calendar is filled with back-to-back meetings. You carve out an hour to finish a timely report and draft emails. When 2 p.m. rolls around, your craving for caffeine strikes. You message your teammate Sarah and ask if she’s up for walking to Starbucks.

As you make your way to the coffee shop, she opens up about her day. It’s not going well so far – she just finalized a massive project that saved the company thousands, only to be met with the sound of crickets. She did not get a single thank-you from her boss. This reminds you of an incident from a couple of weeks ago. You covered for three people who were away at a conference. Your reward? A new pile of timely deliverables.

Perhaps your afternoon slump isn’t induced by a lack of coffee, but a lack of recognition. In a workplace where accomplishments go unnoticed and hard work goes unappreciated, morale plummets. Instead of commiserating with your work buddies or planning your exit, you decide to take matters into your own hands and lead the charge for change. It’s time to wage a guerilla war to get your company to adopt an employee recognition program.

1. Assemble Your Troops 

First, assemble your troops. Find workplace allies who share your desire for employee recognition and believe it will make work a better place. Paint a vision to galvanize your cause. Unite people under a powerful goal: to make every team member feel valued and seen. Brainstorm together.

In a few months, you could be celebrating milestones with more than basic donuts – think personalized shout-outs at the all-hands meeting and a fun employee reward program. Let your teammates envision the shift in energy when someone’s willingness to take on more work lends them a “Superhero of the Week” badge. Have them picture the smile on Sarah’s face when she gets presented with a heartfelt message of appreciation. Let them imagine what it would be like to acknowledge work anniversaries in style.

2. Understand What You’re Up Against

Famous strategist Sun Tzu once said, "Know yourself and you will win all battles." To successfully advocate for an employee recognition program, it’s crucial to understand the perspectives of your colleagues. Identify those who might be skeptical or view recognition as a non-essential perk.

Next, consider their concerns and prepare thoughtful responses. For example, if an HR leader is focused on budget constraints, gather compelling data on the return on investment (ROI) of recognition programs. Case studies can be particularly persuasive in demonstrating long-term benefits.

If a teammate is wary of change or concerned about potential disruptions, address their fears directly. Engage in open conversations about job satisfaction and highlight the positive impact of effective employee rewards.

Data-driven arguments can be particularly effective. For instance, Gallup research shows that employees who receive meaningful recognition are 20 times more likely to be engaged. Additionally, Aberdeen Insights found that two-thirds of best-in-class organizations have formal employee recognition programs.

You can also casually drop this stat: According to FlexJobs, 86% of employees say that workplace recognition is a major driver of motivation. That’s a whole lot of motivation to potentially leave on the table!

3. Adopt Guerrilla Tactics 

If all else fails, hit management where it hurts. Highlight the real cost of low morale and employee turnover.

For example, Simply Benefits data revealed that replacing an entry-level employee costs between 30 and 50% of their annual salary in turnover expenses. For a mid-level employee, you’re looking at turnover costs of over 150% of their annual salary. As for a senior or highly specialized employee, you can expect to shell out as much as 400% of their annual salary to find a replacement. Ouch.

Turnover is painful, but lost productivity is a slow death. According to Gallup's State of the Global Workplace: 2023 Report, disengaged employees cost the world $8.8 trillion in lost productivity. If you encounter resistance in your efforts to establish an employee recognition program, dismantle it with this information. Senior leaders don’t like to hear about decreased performance.

4. Infiltrate and Persuade

Once you’ve studied who you need to convince and how best to do it, double down on your persuasion offensive. Consider how you can broaden your sphere of influence and get buy-in to turn your employee recognition vision into a reality.  Begin mentioning the benefits of recognition programs in a low-key way during casual chats.

“Sarah just crushed that project. I could tell she was really proud of herself. When Amir walked over to congratulate her, she wouldn’t stop smiling at her cubicle. She’s already brainstorming ideas on cutting costs without sacrificing quality.”

“Did you see the article I shared on LinkedIn the other day? This company implemented an employee recognition program and skyrocketed its profits. My friend works for them, they said the culture is so great that they’d decline a higher offer.”

Then, launch a charm offensive. Organize an informal guerrilla marketing campaign within the company, spreading positive stories about recognition's impact. Take over the meme Slack channel with anecdotes of wins in the workplace and messages of appreciation. Kill everyone with kindness – and recognition.

5. Siege and Conquer 

Ready to storm the gates? It’s time to get even more strategic and dazzle senior leaders. Prepare a comprehensive plan outlining your proposed recognition program. Kick things off by asking your boss for a meeting and saying you have an idea for increasing engagement, retention, and productivity.

Start with a powerful introduction that speaks to the bigger “why” behind a great employee recognition program. Lay down some of the stats that you’ve collected – both positive statistics that show the potential benefits of employee recognition, and more scary ones that highlight what could happen if things remain the same.

Share a case study or two from companies that have truly nailed their recognition program and seen positive results. Numbers talk, but so do emotions, so appeal to both the analytical and emotional side of your boss. Use visuals and real-world examples. This will set the stage and get your manager to pay attention.

If your “why” is punchy, you better be prepared to present the “what” and the “how.” Share the different elements of your suggested recognition program.

Will there be a peer recognition system? Will you use a tool like Applauz to streamline employee recognition processes and adapt them to your culture? Are you planning on hosting fun awards? Show how each idea plays a role in building a strong, positive culture filled with appreciation.

Don’t forget to break down the logistics. How do you envision the program being managed? What will be the criteria for recognition? Most importantly, what kind of budget would these efforts require?

When talking about financials, don’t position the idea of recognizing employees as an expense – it’s an investment with a solid ROI. Discuss the fact that you can gather data through employee engagement surveys and optimize strategies based on what works and doesn’t.

Next, it’s a good idea to discuss the “who.” Identify potential key players in the success of the program. If your boss starts lighting up and suggesting different people to loop in, you’ve won the war. Getting senior leadership support is a victory, as it will help resources move and people get on board.

If you don’t get an enthusiastic response, don’t give up. Stand firm on the importance of recognition in the workplace. Ask questions to understand where the reticence may be coming from, which will inform your next move.

6. Reconstruct and Rebuild 

Turn the ravages of low morale into the foundation for a successful employee recognition program. Adapting your strategies to your unique team and needs is key, but there’s no need to reinvent the wheel either. Learn from the greats who came before you and embrace timeless recognition best practices.

First, make sure your program allows for frequent and timely recognition. Don’t let recognition be a one-off event. Leverage all the tools at your disposal to track and recognize achievements soon after they happen – research shows that recognition is most effective when it’s given promptly, say, right after a team member hits a sales target.

Next, make your employee appreciation efforts meaningful, even if you’re turning them into a system. Generic praise doesn’t have the same impact as authentic, genuine recognition. Tailoring recognition to each individual is crucial. Some people like public displays of appreciation, while others value tangible rewards such as gift cards.

Always keep your recognition program fair, accessible, and inclusive. Set transparent criteria for recognition and ensure everyone is aware of them. Encourage peer-to-peer recognition alongside top-down acknowledgment – this isn’t just about leaders patting backs. It’s about creating a sense of belonging and connection. Every team member at every level of the organization should feel seen, valued, and motivated to bring their best to the table.

7. Hold the Line

As your company embraces the power of recognition, bask in the glory of your victory. Celebrating wins is, after all, part of the efforts that foster a recognition-rich culture.

This isn’t the moment to let your guard down though. Stay vigilant to make sure that employee appreciation becomes a cornerstone of company culture. As Gallup puts it, “Engagement is not a characteristic of employees, but rather an experience created by organizations, managers, and team members.” Your employee recognition program is only as good as everyone’s willingness to participate. Keep leading by example.

Finally, remember that Rome wasn’t built in a day. Successfully designing and implementing an employee recognition program takes time, patience, and consistent effort. Thanks to your initiative, you’ll show everyone that it’s possible to revolutionize the workplace, one guerilla war tactic (or thank you) at a time.