Hi Friends,
We're looking for simple ways to boost morale as we weather the recession. I'd like to start an "Employee of the Month" recognition program. Who should choose the employee: co-workers or management? Does anyone have tips on making this program successful?
Regards,
Abraham
From Saudi Arabia
Acknowledge(0)
Amend(0)
1We're looking for simple ways to boost morale as we weather the recession. I'd like to start an "Employee of the Month" recognition program. Who should choose the employee: co-workers or management? Does anyone have tips on making this program successful?
Regards,
Abraham
From Saudi Arabia
Acknowledge(0)Amend(0)
This is a very interesting program, but it is not easy to process. We are now planning for this but not finished yet. However, in my experience and from my point of view, there should be a Supervisor or Observer who keeps an eye on employees' work. Both co-workers and managers should cooperate and discuss to choose the best one, but we can trust the Observer. If you have watched the film named "The Employee of the Month," you would have learned something from that movie. I think you should find criteria for each department to appraise and consider because there are different targets in each department. In general, these criteria can be applied to every department:
- Attendance (no late arrivals, no leaves)
- Working attitude (no chatting, no personal issues during working hours)
- No mistakes in the month
- Helping others and awarding Kaizen points to improve productivity
That's what I have for now. Not too much, but hopefully, it can help. Good luck, and I look forward to hearing the results from your program. Regards, Quyen
From Vietnam, Ho Chi Minh City
Acknowledge(0)Amend(0)
- Attendance (no late arrivals, no leaves)
- Working attitude (no chatting, no personal issues during working hours)
- No mistakes in the month
- Helping others and awarding Kaizen points to improve productivity
That's what I have for now. Not too much, but hopefully, it can help. Good luck, and I look forward to hearing the results from your program. Regards, Quyen
From Vietnam, Ho Chi Minh City
Acknowledge(0)Amend(0)
I think, if citehr can make this website as pay site for servies then quality answers will start comming... Abraham
From Saudi Arabia
Acknowledge(0)Amend(0)
From Saudi Arabia
Acknowledge(0)Amend(0)
Hi Abraham,
How much are you prepared to pay for guiding you? I have noticed that you have raised a number of questions of late. You seem to have not searched the web, or citehr in particular, to see if you find the answers.
Best wishes,
Simhan
From United Kingdom
Acknowledge(0)Amend(0)
How much are you prepared to pay for guiding you? I have noticed that you have raised a number of questions of late. You seem to have not searched the web, or citehr in particular, to see if you find the answers.
Best wishes,
Simhan
From United Kingdom
Acknowledge(0)Amend(0)
Dear Numberdar,
You must appreciate his idea. It's a good idea to have a pool of good HR experts who are knowledgeable and can provide technical answers. Their consultancy services in technical answers can generate revenue for citehr. Anybody can pay for such good consultancy services instead of posting garbage comments by most inexperienced people, most of whom are not even certified and qualified HR professionals.
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
You must appreciate his idea. It's a good idea to have a pool of good HR experts who are knowledgeable and can provide technical answers. Their consultancy services in technical answers can generate revenue for citehr. Anybody can pay for such good consultancy services instead of posting garbage comments by most inexperienced people, most of whom are not even certified and qualified HR professionals.
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
Hi Abraham,
As part of employee recognition for the past year, we give out the Employee of the Month award. We use the Peer Recognition form to select the employee. This form will be sent to the Team Leader of each department at the end of every month, and based on the feedback, HR will announce the Employee of the Month.
I am attaching the forms herewith for your reference. I hope these will be useful to you.
This award is also applicable to HR, and we use a different form for it. In HR, this process is conducted quarterly, and the HR manager will make the final decision.
Please let me know if you need any further information.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
As part of employee recognition for the past year, we give out the Employee of the Month award. We use the Peer Recognition form to select the employee. This form will be sent to the Team Leader of each department at the end of every month, and based on the feedback, HR will announce the Employee of the Month.
I am attaching the forms herewith for your reference. I hope these will be useful to you.
This award is also applicable to HR, and we use a different form for it. In HR, this process is conducted quarterly, and the HR manager will make the final decision.
Please let me know if you need any further information.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
Hi Abraham,
We used to follow this practice. The measurement criteria were simple:
a) We laid out the SLAs for the team members working in different teams.
b) We set KRAs for each employee based on their position, which would be reviewed by the Project Head on a monthly basis.
c) Based on the SLAs/KRAs, customer feedback/peer comments, support extended by the employee to colleagues, and contribution of ideas by the employee for organizational growth parameters, we used to rate the employee.
Using the above practices, we would decide on the Employee of the Month. Sometimes, the same employee would receive the award more than once. In such cases, we would give them a letter of appreciation and recommend them for an advanced training program.
I hope this information is useful to you.
Kumar
From India, Hyderabad
Acknowledge(0)Amend(0)
We used to follow this practice. The measurement criteria were simple:
a) We laid out the SLAs for the team members working in different teams.
b) We set KRAs for each employee based on their position, which would be reviewed by the Project Head on a monthly basis.
c) Based on the SLAs/KRAs, customer feedback/peer comments, support extended by the employee to colleagues, and contribution of ideas by the employee for organizational growth parameters, we used to rate the employee.
Using the above practices, we would decide on the Employee of the Month. Sometimes, the same employee would receive the award more than once. In such cases, we would give them a letter of appreciation and recommend them for an advanced training program.
I hope this information is useful to you.
Kumar
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Abraham,
I think it should be a consolidated way, but if you really want to choose one, then let employees vote for each other. You can make it like a weekly program where you can gauge on parameters like performance, peer relations, etc., depending on your domain of work. This will enhance interaction and boost the morale of employees as well.
Regards,
Manisha
From India, New Delhi
Acknowledge(0)Amend(0)
I think it should be a consolidated way, but if you really want to choose one, then let employees vote for each other. You can make it like a weekly program where you can gauge on parameters like performance, peer relations, etc., depending on your domain of work. This will enhance interaction and boost the morale of employees as well.
Regards,
Manisha
From India, New Delhi
Acknowledge(0)Amend(0)
1. Step: Collect documents of the employee regarding his attendance and his certification courses, if he has completed any in the organization.
2. Step: Collect feedback of that person from his department head.
3. Step: Check his personal file for any misconduct that may have taken place and any action taken by the management. I think these are the basic points to be considered. In addition, add a few more steps suggested by the HR Forum. They are all there to provide you with significant information and keep you informed.
From India
Acknowledge(0)Amend(0)
2. Step: Collect feedback of that person from his department head.
3. Step: Check his personal file for any misconduct that may have taken place and any action taken by the management. I think these are the basic points to be considered. In addition, add a few more steps suggested by the HR Forum. They are all there to provide you with significant information and keep you informed.
From India
Acknowledge(0)Amend(0)
Dear Mr. Abraham,
I request you to be clear with what you are asking. In one post, you seem to indicate that you want to quit your company. In another, you ask how to deal with gossip and a negative environment. And in yet another, you inquire about judging the best employee. I am not criticizing you; I appreciate your initiatives. However, please do not mix up everything. First, decide if you truly want to continue in that company or not. Then, you can plan your initiatives. In the meantime, try to resolve any existing issues.
Also, this site contains a lot of HR-related content. You can search for any information you require. We are all here to help you. However, it is not right to say that we will only assist if we are paid for postings.
From India, Pune
Acknowledge(1)Amend(0)
I request you to be clear with what you are asking. In one post, you seem to indicate that you want to quit your company. In another, you ask how to deal with gossip and a negative environment. And in yet another, you inquire about judging the best employee. I am not criticizing you; I appreciate your initiatives. However, please do not mix up everything. First, decide if you truly want to continue in that company or not. Then, you can plan your initiatives. In the meantime, try to resolve any existing issues.
Also, this site contains a lot of HR-related content. You can search for any information you require. We are all here to help you. However, it is not right to say that we will only assist if we are paid for postings.
From India, Pune
Acknowledge(1)Amend(0)
Hi Abraham,
It's a good idea that you have decided to appreciate your employees. We all need appreciation and recognition to boost our morale.
The forms shared by Malini are somewhat similar to the ones we used in my earlier organization (KPO). One thing I would like to add is that when finalizing the best employee of the month, we used to consider the opinions of the next level, such as AMs. We had a fixed target every month (in numbers) for the awards to be given.
Additionally, we had a common award that was not specific to HR but included all support functions. This approach categorized all support functions - Admin, HR, Finance, and Accounts - as one group, and the Operations team, which consisted of the majority of employees, as another category.
Regards,
Prachi
From India, Mumbai
Acknowledge(0)Amend(0)
It's a good idea that you have decided to appreciate your employees. We all need appreciation and recognition to boost our morale.
The forms shared by Malini are somewhat similar to the ones we used in my earlier organization (KPO). One thing I would like to add is that when finalizing the best employee of the month, we used to consider the opinions of the next level, such as AMs. We had a fixed target every month (in numbers) for the awards to be given.
Additionally, we had a common award that was not specific to HR but included all support functions. This approach categorized all support functions - Admin, HR, Finance, and Accounts - as one group, and the Operations team, which consisted of the majority of employees, as another category.
Regards,
Prachi
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
I read through Abraham's request for 'simple' ideas and was keen to provide inputs. However, his response to the inputs provided is outright rude and in poor taste.
"I think, if citehr can make this website a pay site for services then quality answers will start coming..."
I believe this forum is for sharing ideas, experiences, and helping and supporting each other.
Abraham: Since the inputs you have received are not matching your expectations, and since you are willing to pay the price, hiring a consultant may be the best option. I still have reservations about sharing my inputs. Let me know if you are interested.
Thanks,
kvin
Acknowledge(1)Amend(0)
I read through Abraham's request for 'simple' ideas and was keen to provide inputs. However, his response to the inputs provided is outright rude and in poor taste.
"I think, if citehr can make this website a pay site for services then quality answers will start coming..."
I believe this forum is for sharing ideas, experiences, and helping and supporting each other.
Abraham: Since the inputs you have received are not matching your expectations, and since you are willing to pay the price, hiring a consultant may be the best option. I still have reservations about sharing my inputs. Let me know if you are interested.
Thanks,
kvin
Acknowledge(1)Amend(0)
I am also trying to come up with ideas for employee appreciation. It's been hard because we only have 9 employees, including me, and I am in management. It's challenging to decide because if I consider the other employees' suggestions, I know they are mostly based on personal feelings rather than the quality of work. What should I do?
From United States, Pineville
Acknowledge(0)Amend(0)
From United States, Pineville
Acknowledge(0)Amend(0)
I think this is one of those programs that should be decided by Management based on documented criteria (this eliminates the personal feelings aspect). The practice I introduced in my workplace is as follows:
1. Create a drop box for nomination forms (keep it simple). The forms should state the Date / Nominated employee's full name / Requestor's full name / Reason for nomination. Short and sweet.
2. All Management-level employees can nominate one individual each month.
3. Two or three Managers review the ballots for validity and eligibility.
4. Ballots are folded into the same size/shape, tossed in the box, and a name of qualifying individuals is randomly drawn.
5. An award and certificate are presented. The name is displayed on a wall-mounted plaque with the other employees of the month.
Note: An employee is only eligible for employee of the month once per year. This ensures others have a fair opportunity to qualify.
The process only takes a few minutes. It is too difficult to fill out long forms and evaluate performance based on many criteria. Keep it short and simple; this will ensure the program maintains momentum. Long, drawn-out procedures tend to fall by the wayside and get forgotten. This simple process has worked very well for our company.
Note: If multiple managers are not available in a smaller workplace, utilize an office administrator or secretary for assistance in doing the prep work and ballot draw. Ballots can also be drawn publicly to show employees the process is fair.
If you are a single manager and this is your sole responsibility, ensure that you have sufficient documents to justify all candidates that qualify for employee of the month nominations. For example, Jane Smith nominated for Punctuality. Have the sign-in sheets or log to prove that Jane has arrived at work on time for every scheduled shift. These should only be used if validity is questioned.
Different Criteria:
- Punctuality (arriving to work on time)
- Attendance (booking off / calling in sick, etc.)
- Beyond The Call of Duty (extraordinary actions)
- Volunteer / Initiative (helping / doing extra tasks without being asked)
- Deportment (hygiene, grooming, clean and pressed attire)
- Exceptional Customer Service (politeness, helpfulness, etc.)
- Goals (meeting the daily goals & quotas)
The above is just a simple suggestion. Hope this helps.
Thanks.
From Canada, Toronto
Acknowledge(1)
Amend(0)
1. Create a drop box for nomination forms (keep it simple). The forms should state the Date / Nominated employee's full name / Requestor's full name / Reason for nomination. Short and sweet.
2. All Management-level employees can nominate one individual each month.
3. Two or three Managers review the ballots for validity and eligibility.
4. Ballots are folded into the same size/shape, tossed in the box, and a name of qualifying individuals is randomly drawn.
5. An award and certificate are presented. The name is displayed on a wall-mounted plaque with the other employees of the month.
Note: An employee is only eligible for employee of the month once per year. This ensures others have a fair opportunity to qualify.
The process only takes a few minutes. It is too difficult to fill out long forms and evaluate performance based on many criteria. Keep it short and simple; this will ensure the program maintains momentum. Long, drawn-out procedures tend to fall by the wayside and get forgotten. This simple process has worked very well for our company.
Note: If multiple managers are not available in a smaller workplace, utilize an office administrator or secretary for assistance in doing the prep work and ballot draw. Ballots can also be drawn publicly to show employees the process is fair.
If you are a single manager and this is your sole responsibility, ensure that you have sufficient documents to justify all candidates that qualify for employee of the month nominations. For example, Jane Smith nominated for Punctuality. Have the sign-in sheets or log to prove that Jane has arrived at work on time for every scheduled shift. These should only be used if validity is questioned.
Different Criteria:
- Punctuality (arriving to work on time)
- Attendance (booking off / calling in sick, etc.)
- Beyond The Call of Duty (extraordinary actions)
- Volunteer / Initiative (helping / doing extra tasks without being asked)
- Deportment (hygiene, grooming, clean and pressed attire)
- Exceptional Customer Service (politeness, helpfulness, etc.)
- Goals (meeting the daily goals & quotas)
The above is just a simple suggestion. Hope this helps.
Thanks.
From Canada, Toronto
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Recognition letter formats for Team.doc
Revised employee of the month May.pdf