Without controls peer recognition collapses into a free-for-all

By Gary Beckstrand
|Canadian HR Reporter|Last Updated: 03/10/2003

If at first you don’t succeed…try, try, again. Some people call that wisdom; great leaders call it a waste of time. Here’s a better piece of advice: Do it right the first time.

And when you’re talking about peer-to-peer employee recognition, there’s no better insurance a program will work — the first time — than program integrity.

Setting up proper procedures and controls for a recognition program eliminates management worries about employees “cheating the system” or failing to recognize the proper behaviours — worries that often keep many companies from establishing employee recognition programs and from reaping the benefits of better employee morale, productivity and retention.