10 Tips For Sustaining And Maintaining Peer-To-Peer Recognition

Your business needs a lot of resources in order to be successful — from the inventory you carry to the facilities in which you store them. Yet perhaps no resource you could have is more vital to your success than the people you employ. A highly motivated and engaged workforce can do more to build strong customer relationships and further a business’s goals than the most innovative product or efficient supply chain ever could. In practically every case, most of the components that a business counts on for success are made possible only through the dedication and skill of its employees.


Engaging your employees and keeping them motivated isn’t just a good idea — it’s crucial.


That’s where employee recognition programs — and especially peer-to-peer recognition programs — can make a huge difference for businesses. That’s because when employees receive recognition from one of their co-workers, it comes with an added sense of authenticity. If an employee feels appreciated by someone who does largely the same job he or she does, that feeling has been shown to have lasting positive impact on that employee’s engagement. It also can have a powerful effect on employee retention by forming stronger bonds between co-workers. Given how vital employee engagement and retention are to a company’s long-term success, peer-to-peer recognition can be a significant boost to any company.


The factor that makes peer-to-peer recognition so powerful and effective is the fact that recognition simply means more to people when it comes from someone in the same position. When an employee feels appreciated by co-workers who have the same experiences, that appreciation carries more weight and is more likely to be a positive influence on that person’s work going forward. They also have a higher degree of effectiveness than other types of recognition or incentive programs because people who are lauded by their peers are more likely to pay it forward and reciprocate when they see another peer go above and beyond the call of duty.


Creating and implementing a peer-to-peer recognition program can be a powerful way to tap into the potential already contained within your most important resource. Even when there is no physical reward attached to the program, the psychological rewards of an effective peer-to-peer recognition program can be enough to encourage much stronger employee engagement than without it.  As long as such a program’s procedures are clearly defined, the rewards fully understood and everything properly communicated, a peer-to-peer recognition program can drive greater employee engagement and reduce turnover significantly.


The following guide details how peer-to-peer recognition programs can be implemented as well as tips for maintaining such programs. Your workforce already has the potential to become more engaged and motivated — all you have to do is tap into it.


Author bio: Carl Martens is a resident catalyst for change at Award Concepts. After graduating with a degree in sales and marketing from DeVry University, he has become an advocate for his clients. Martens is dedicated to working closely with his clients to understand their organization and develop and deliver custom recognition programs. 

Elita Torres

I have over 20 years experience as a leader, first as a General Manager for several Big Box retailers with over 100 employees, then as a district manager overseeing an average of 23 stores. Currently, I am a Sales Director overseeing 4 Districts. My passion for leadership and personal development has led me to share my journey in a Blog. Find out more on http://www.leadgrowdevelop.com/about/