This guide will help you get started on creating and launching your Recognitions program. We recommend that you start with reviewing the resources that cover Recognition features in Talent Development and general best practices, then explore our guide for launching a Recognition program.

Quick links to help you navigate the guide:

  1. Get to Know Recognitions: feature overview & best practices

  2. Launching a Recognitions Program: steps to take to prepare for launch

    1. Determine Your Company Core Values

    2. Cadence for Recognitions

    3. Ways to use This Feature

    4. Training & Communication

  3. Configure Recognitions in the Platform

Get to Know Recognitions

Recognition Features

Video Walkthrough

Job Aid

Deep Dive into Recognitions (4:01)

Recognitions Overview

Launching a Recognitions Program

This feature is designed for anyone in the organization to publicly recognize anyone else in the organization. Recognitions was built to encourage people to recognize one another for a company core value that has been exemplified by an employee in real time.

Determine Your Company Core Values

  • Your Company Core Values: Company core values set a standard of conduct for all employees to aspire to exemplify and is intimately connected to the company’s Vision and Mission. If you do not have Core Values identified this is a great opportunity for the organization to have an internal look at what you are all about. Identifying and defining these core values often begins with the founders and executive teams but also could include other members of the organization. Identify who would be the best person to spearhead this process.

  • Setting up your Recognition Badges. Choose or create an icon that best represents the value and its meaning. Icons are available in the library however, we do recommend personalizing these as much as possible! Describe your core values in a simple and clear way and provide some insight into what the value means and how it can be expressed in actions (e.g. Excellence: Paying attention to details, pushing the boundaries...., etc.).

Cadence for Recognitions

  • Real time and in the moment is recommended for Recognitions. They should be given at the time of observing the behavior or as close to this as possible. It is important to review the culmination of these recognitions in your Performance Reviews where you have the functionality to pull this information into the Review feature. 

Ways to Use This Feature

  • Incentives. The system will tally the number of recognitions received in a given time period (quarter, month, year). You can celebrate those who received the most on each value or were most recognized overall with a gift card or another award (some customers use a trophy!).

  • Department Values You can set up departmental values focused on the type of behavior you want your team members to demonstrate that may be more specific to the work you do or is related to a focus area.

  • Sync to visible channels: This feature can be integrated to Teams and Slack and displayed on TV monitors. You can create a channel where recognitions can be posted from your internal communication channels. This can create further engagement and opportunities to celebrate in your own way. This also allows others to interact and engage with them by commenting and liking as they come through in real time.

  • Pull into Reviews conversations: You can pull in the recognitions someone received and gave during a period. Pulling in all recognitions that have been received into a Review is also encouraged as it highlights the capacity of people to be supportive and encouraging to one another.

Training & Communication

  • Communicate. Recognitions can be visible on TV monitors, shared and celebrated during Town Halls and company meetings and ideally would be tied to rewards and incentives for the most recognized people in your company. As mentioned above, it is really valuable to pull these into the review process or as part of growth conversations to highlight strengths and culture contributions that people make in their work.

  • Train & Provide Support. When you rollout your Values frameworks, make note of the behaviors that are aligned to your core values and ensure people understand what they mean so they can recognize this in action. Don’t forget to reinforce with your Managers that they should role model the behavior to make it visible and encourage more recognitions.

For instructions on how to set up or configure Recognitions in the platform visit this link.

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