Hello Everyone,
Our organization is planning to implement an R&R program for our corporate staff. This includes Business Development, Marketing, Admin, Accounts, HR, Facilities team, etc. We are exploring the various rewards and measurement criteria for these rewards. These awards are further categorized into Individual Excellence, People Excellence, and Business Excellence.
I request you to share your views, suggestions, and thoughts on how I should initiate the plan. I have identified a few rewards but need assistance on how to measure the selection criteria in detail. It would be very helpful if you could share your expertise.
Thank you in advance.
From India, Mumbai
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1Our organization is planning to implement an R&R program for our corporate staff. This includes Business Development, Marketing, Admin, Accounts, HR, Facilities team, etc. We are exploring the various rewards and measurement criteria for these rewards. These awards are further categorized into Individual Excellence, People Excellence, and Business Excellence.
I request you to share your views, suggestions, and thoughts on how I should initiate the plan. I have identified a few rewards but need assistance on how to measure the selection criteria in detail. It would be very helpful if you could share your expertise.
Thank you in advance.
From India, Mumbai
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Hello Pooja,
Please search on this site about R&R Program or click on the similar posts on the right corner. You will get ideas on how you can do it.
Every company has its own R&R program. I would suggest making a uniform R&R policy for all departments and not separately for Marketing, Production, HR, Accounts, etc. The criterion for R&R should be achievable yet challenging enough, motivating the personnel towards their efforts.
All the best
From India, Pune
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Please search on this site about R&R Program or click on the similar posts on the right corner. You will get ideas on how you can do it.
Every company has its own R&R program. I would suggest making a uniform R&R policy for all departments and not separately for Marketing, Production, HR, Accounts, etc. The criterion for R&R should be achievable yet challenging enough, motivating the personnel towards their efforts.
All the best
From India, Pune
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Hello Vaishalee Ma'am,
Thank you for sharing your inputs. I will surely check on the ideas available here. We have a uniform R&R policy.
I would request help on how to evaluate the effectiveness of the employee recognition program. Are there any tools or theories available to measure effectiveness? We have thought of conducting a pre/post-employee survey to understand the pulse of the employees.
Thanks & Regards,
Pooja
From India, Mumbai
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Thank you for sharing your inputs. I will surely check on the ideas available here. We have a uniform R&R policy.
I would request help on how to evaluate the effectiveness of the employee recognition program. Are there any tools or theories available to measure effectiveness? We have thought of conducting a pre/post-employee survey to understand the pulse of the employees.
Thanks & Regards,
Pooja
From India, Mumbai
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Taking a pre- and post-employee survey through a questionnaire is more worthwhile after you implement an R&R scheme. Observe the visible benefits once you implement R&R in a specific area. For example, if the area is Safety, assess whether accidents and near-miss incidents have minimized, and safety awareness has increased. However, give it due thought and a due period. Don't rush to assess results in a short span. R&R, if properly communicated and implemented, will go a long way in spreading positivity across the organization.
From India, Pune
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From India, Pune
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EMPLOYEES REWARD,RECOGNIT ION & SUGGESTION MANNUAL.pdf
Reward and Recognition Policy.doc