Here is an interesting fact: 60% of companies fund at least four to six different types of recognition programs. While this is a promising statistic, I wonder how many of those programs are peer-to-peer recognition programs. Does it matter if you have a peer-to-peer recognition program? The short answer is yes.
Peer-to-peer recognition programs uncover wins that a manager might not see, cultivate a more transparent culture, and encourage team work. Oftentimes sending kudos to a peer comes as a surprise which brings delight to your 9-to-5.
Here are some of our favorite peer-to-peer recognition programs. (Many of them are free!)
Specifically geared toward crew members, JetBlue’s program recognizes the big and small ways that their people embody company values. The program is 100% online, so crew members can submit their nominations from literally anywhere. And while the program is not free (people earn gift cards up to $100), it doesn’t break the bank.
Zappos doesn’t have one peer-to-peer recognition program – they have FOUR. This variety means that there’s always a way to celebrate successes throughout the year. They even have a specific award that can only be given to a co-worker (managers aren’t eligible). What’s more peer-to-peer than that?
Slack may be less than ten years old but they definitely deserve a kudos for #kudos. Their peer-to-peer recognition is so simple and visible company-wide – teammates post a shout-out on their #kudos channel, which has since been automated to a daily round-up message – and voila. Who says newbies can’t nail it?
At Snacknation, “crushing” someone is a very good thing. The company has a weekly “Crush It” call, and colleagues shout out the person they want to “crush.” SnackNation certainly gets bonus points for the creative name!
So, how do you encourage colleagues to high-five one another?