How to select the Employee of the Month

Not too long ago we weighed the pros and cons of having an Employee Of The Month Program and got some great feedback from our audience.

Within that feedback we were asked to go into more detail on how you can design your own Employee of the Month Program. Here it is:

Your step-by-step guide to selecting the Employee of the Month

1.Set up your main HR objective

An Employee of the Month Program is great to boost employee engagement and workplace happiness. But if it is to succeed, you have to build it starting from an HR objective. It could be employee retention, employee engagement, productivity or employee advocacy.

Let’s say your most important objective right now is employee retention. Your Employee of the Month Program will be designed as a supporting activity to reach that objective.

If the program is not correlated with your business objectives, it will be a costly initiative that will not bring any visible results. You’ll feel like you wasted your time and money on some useless polls and giveaways. You can download our free white paper on creating an engaging employee experience using people analytics to get some pointers in that direction.

If you’re planning on implementing an Employee of the Month Program, you’ll also need someone in charge, someone to coordinate the program, gather votes, compile and present the information.

2.Create the voting system

Answer these main questions:

  • Who can vote?
  • How many votes does one person have?
  • How often will people vote?
  • *What’s the voting criteria?

I’ve left the most important element of the voting system last because it requires a bit more information. First of all, depending on your company culture and values, you need to decide who gets to weigh in on these criteria. If your work environment is a collaborative one, I suggest inviting everyone to debate and decide the final voting criteria.

You could propose your company values as the main voting criteria and see if there are any other relevant behaviors you’d like to encourage, going back to your HR objective. Remember, your main goal is to support that objective, that’s why you want these criteria to reflect your main drivers for that particular objective.

In our example, if you’re looking to boost employee retention, your criteria could include: work involvement, being a reliable team member, demonstrating the company values, supporting innovation etc. If your objective is performance your criteria will target sales numbers, revenues and proactivity.

3. Incorporating Employee Feedback in the Selection Process

To ensure the Employee of the Month program resonates with the entire team and reflects the collective values of the organization, incorporating employee feedback into the selection process is paramount. This approach not only democratizes the nomination process but also enhances the program’s credibility and impact. By leveraging tools like anonymous surveys or digital platforms for peer nominations, companies can gather insightful feedback that highlights the diverse contributions of team members. This feedback can then be synthesized to identify candidates who exemplify the company’s core values and have made significant contributions to team success. Furthermore, involving employees in the selection process fosters a culture of recognition and appreciation, where everyone’s voice is heard and valued.

4.Set the rewards

The final part of the system is the reward mechanism. An Employee of the Month Program can act as a great engagement driver for your team, bringing into focus people’s achievements, their growth and encouraging a sense of community through peer recognition.

You can offer financial rewards or non-financial rewards, or even both, for those chosen Employee of the Month. The best rewards are the ones that are best for your team. So ask them!

Listen to your employees, find out how they feel and come up with rewards that will bring value to your program. Diplomas might work for some teams, tech gadgets for others. Different companies have different needs.

5.Enhancing Team Building and Company Culture

An Employee of the Month program is not just a recognition tool; it’s a catalyst for strengthening team bonds and enhancing company culture. Beyond the award itself, integrating team building activities into the monthly celebration can turn recognition into an opportunity for team development. For instance, organizing a team lunch or a group outing in honor of the Employee of the Month not only celebrates their achievements but also encourages team members to connect in a more relaxed and informal setting. These activities can reinforce a sense of belonging and commitment among employees, contributing to a more cohesive and motivated team. Moreover, by aligning the program with the company’s core values, businesses can reinforce the behaviors and attitudes they wish to see in their employees, thereby cultivating a positive and productive workplace environment.

6. Fostering Employee Engagement and Retention

The impact of an Employee of the Month program extends beyond immediate recognition; it plays a significant role in fostering long-term employee engagement and retention. By consistently acknowledging and rewarding employees’ hard work and achievements, companies can significantly boost morale and job satisfaction. This recognition not only motivates the recipient but also inspires their colleagues, creating a culture of excellence and ambition. Furthermore, recognizing employees’ contributions can lead to increased loyalty and a lower turnover rate, as employees feel valued and see opportunities for growth within the company. To maximize these benefits, it’s crucial to ensure the program is transparent, fair, and aligned with the company’s strategic goals and values.

7.Follow-up

You’ve set up your system. Now you need to make sure it’s building up to your HR objective and keeping employees engaged.

Get employee feedback on how the system works, possible improvements and its impact. Assess its ROI by tracking and measuring results over time and revisiting the objectives you’ve set every couple of months.

Bottom-line

Start off by deciding if this is a program that might work in your company. If you think it fits your needs, follow the steps above and create an Employee of the Month Program to support your HR objectives.

Feel free to get creative and involve your team in designing this program. Let us know how it went! We’d love to find out your Employee of the Month story!

Download the white paper and see how you can create an integrated, engaging employee experience using people analytics!

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