Boosting Productivity: Use Bank Sales Incentives Programs


Inspiration and motivation can lead a team to perform at higher peaks. These motivational strategies can include an incentive plan. These programs will reinforce and compensate sales team members for reaching a goal or performing the best in the company.

Banking sales incentive program is good encouragement to members to place focus on the goals and objectives the company has set. They will be compensated either monetarily or non-monetary for their hard work and time. These incentives will allow the entire team to feel appreciated, which will have everlasting benefits if these incentives continue. 

Definition of Bank Sales Incentive Programs

A bank sales incentive program focuses on rewarding a certain behavior or achievement reached by a sales member. These goals and objectives are chosen by the management team to increase sales and provide assistance to their customers through loans, credit, or other products. 

These incentives can come in monetary and nonmonetary forms. Monetary is when an incentive adds financial value to their compensation. Providing a bonus or commission based is a financial incentive. Non-monetary incentives can be in the form of an award, extra off days, or allowing a few days to work from home. 

Importance of Bank Sales Incentive Program

Top-tier banks such as JP Morgan, Bank of America, and Citigroup all have incentive schemes in place for their sales teams. The top management in these corporations knows the importance of compensating and taking care of their employees with competitive rates.

This is important because the company will decrease employee turnover and attract new staff. And can decrease the opportunity for competition companies to steal their key employees. The business does not want to provide the competition with input on their systems, and while preventing this, the company will be providing them with an occupation that can pay the bills and stack other benefits for the employee.

Benefits of Implementing Bank Sales Incentive Program

There are crucial banking interests connected to the use of a sales incentive plan. These benefits are not only for the company but support the employee as well. The number one benefit of an incentive is improving productivity. Personnel will find creative ways to determine the costs and increase sales to achieve the goals set through providing other products to the existing customers as well as new customers. 

Staff will use each other to find the necessary resources to overcome obstacles which will lead to better teamwork and employee engagement. These sales members will engage with management to ensure that they have the right ideas or if they have found different and new ways to obtain the goal, which can include the selling or creating of products or services. 

Lastly reduces company employment turnover and motivates the staff to work on achieving the goals and objectives in front of them. Companies can use these incentives to ensure that personnel receive compensation and rewards for obtaining sales goals These banking incentives can attract new individuals.

How Bank Sales Incentive Programs Can Boost Employee Morale and Productivity?

Bank sales incentives will boost employee morale and productivity. An incentive was created to drive employees to pursue higher goals that will increase the company’s sales. An incentive program will compensate employees, thus showing them the appreciation the company has for them. Once a company can showcase its love for its employees by rewarding their dedication, the team will feel a sense of achievement and belongingness.

Employees that add value to the team and company will feel more driven, and their morale will increase. Thus leading to higher productivity due to them being of high value to the company. These incentive performances compensate for both these benefits

Types of Banking Sales Incentive Programs

There are multiple different incentive plans involved, and they are used for the variety of employees and goals set by the company. Each incentive is driven by a determined goal and can be modified throughout the process of the program. 

Commission-based Incentives

Commission-based incentives repay the sales individual a percentage back from what they have originally sold. Commission focuses solely on the number of new products and services the employee sells. 

These costs for the company can be added at the end of the month to the participants salary or a payment can be made directly into the account once the sales have been made for the day or week. This works exceptionally well for sales individuals.

Bonus Programs

Other than commission, Bonus program focus on specific goals and objectives that have to be met. Once an employee meets a goal that the company set, the bonus will be accessed and paid. 

There are multiple options for a bonus program, but these work well when a company has a goal to reach within a specific period.

Recognition and Reward Program

The recognition and reward program’s primary aim is to ensure that the employee feels more valued. These rewards are personalized to each individual that receives them. This can be used when an employee adds value to the success of the business. Recognition programs aim to reward smaller yet valued tasks. 

A performance-based Incentive

Employees receive performance-based incentives when they have finished a high-priority project or delivered an exceptional service to a customer. This can also be obtained when the company management has observed and evaluated an employee’s performance. Once the performance exceeds expectations, the staff member will be paid. 

Check Out Incentive theory | Behavior |:

Examples of Successful Bank Sales Incentive Programs

Case Studies of Banks with A Successful Incentive Program

The different corporate banks all provide a different incentive program to their employees. At Bank of America, the financial employee compensation to date is around 4 billion dollars. All of this is to reward employees and assist the corporate banking in moving forward through the work and dedication of the sales teams and employees. 

Jp Morgan chase focuses on providing training and education to their staff to ensure consistent growth throughout their careers. This leads to higher pay due to the value that they add to the business. They provide other incentives such as wellness with the aim to provide a better service to their customer. 

Best Bank Incentive Program Ideas 

Some of the best banking incentive ideas are determined by the employees. An incentive plan that leads to rewarding employees with off days, wellness training, or financial benefits will be a more effective program. Compensate the employees for the hard work that they provide to the company, and the hard work will continue. 

Best Practices for Implementing Successful Bank Sales Incentive Programs

The best place to start creating and implementing a banking sales incentive is to have the end in mind. Focus on what goals the company wants to achieve through the one reward program and why. The reason behind the why is what will drive the team to achieve it. 

Secondly, focus on the employees and how to develop them. Companies can only decide on an effective sales program once they know what exactly the employees want and what motivates them. This determines what incentive will be most rewarding and effective. 

Ensure that every part of the company and team wins when a sales program is used as compensation. These incentives must be used as a proclamation that the business is moving forward through the hard work of the staff. 

The company will have to evaluate the effectiveness of the incentive plans. This will be beneficial because if it is ineffective, it can be changed immediately. Ensure that the incentive compensation is successful, or adapt them till it is. 

Challenges and Risks of Bank Sales Incentive Programs

Common Challenges and Risks Associated with A Banking Sales Incentive Plan

Communicating and evaluating are some of the bigger challenges when observing the program. Corporate banks can fall short when the incentive schemes are not evaluated based on their effectiveness regularly.

Continued communication and target evaluation are other two areas that companies lack in setting up and evaluating throughout the run of the program schemes. Management must continuously state the targets, and once it has been achieved, set new targets. This will force the business and sales teams to grow. 

Strategies for Mitigating these Challenges and Risks

The best strategy for mitigation is to focus on the long-term goals and continue communication. This will allow the whole team to know where they stand, and what objectives must be completed to move forward. 

Keeping things simple and ensuring that the team understands the goals and consequences. Some team members might work hard for the incentives through providing an exceptional service to existing customers, while others cheat their way to the top. Management must audit the team regularly to observe if any foul play or lack of achievement might be a reassurance. 


What are Good Incentives for Salespeople?

A good incentive scheme’s primary focus is to motivate sales employees to work towards a goal set by the management team. These incentives are set for the needs and want of the employees and are created to fulfill the greater business goals. 

Which Sales Incentive Plan is Most Widely Used?

The use of targets and quotas are some of the most popular incentive plans that corporate banking use. Companies can make use of bonuses since it is popular among sales teams and managers. 

Final Thoughts

An incentive program plays a massive role in sales teams. These incentive schemes will motivate and drive the team to achieve the goals set by the company. Compensation will allow the team to feel valued and appreciated which can push the staff to increase the sales numbers and engagement with both the new customers and the business. 

The best incentives that banks can make use of are the ones that focus on the employee’s needs. Banks can ask employees what will motivate them, and use that to set up the most effective incentives. Some of the best incentive programs can be seen as bonuses and commission-based programs. 

A few budget-friendly incentives such as training incentives or nonmonetary rewards will also do the job. The aim should be to motivate and inspire the team. Banks can inspire and motivate the sales team by simply setting up rewards that are worth chasing. 

Sabine Ghali

Kelly Murphy


Certified Meeting planner with 20+ years of event management experience, founder of ConferenceSource, expert in meeting facility sourcing & contracting in North America, Europe, South America and Asia. Kelly will manage your budget as if they were her own, negotiating the best possible rate and hotel contract to benefit and protect every client and exceed all expectations for all planning aspects for sales meetings, educational meetings, product launches, incentive trips down to a small board of directors meeting. We make meetings easy understanding your meeting objectives and delivering meeting matched components.
Need Help Planning Your Next Corporate Event or Meeting?

Incentive Bonus For Small Businesses: Is It Necessary?


Employees are the backbone of every company. They do the hard work to ensure that all client’s desires are met. These hard-working citizens ensure that the company reaches the goals they set. 

Small businesses can pay their respect and show their gratitude through incentive programs. These programs will allow the high performers in the business to feel appreciated and acknowledged for their hard work and time. Multiple options can suit any small business and any employee’s desires. 

Small businesses can create different programs according to the employees and the amount of capital usable to repay their hard-working employees. These incentives will leave all employees energized and motivated to work harder and smarter on projects and company goals.

What Does Employee Incentive Program Mean for Small Business?

Employee incentives are programs that reward, inspire, or motivate employees to achieve tasks, goals, or deadlines set by managers. These programs can be for a team or an individual. These incentives can be financial or non-financial programs, all reliant on the small business values and financial state. 

Small businesses should use these incentives not only to repay hard work but moreover to add value to their employee’s work life. These incentives will motivate the staff members by showing appreciation. These incentives can advance teamwork by showcasing benefits that the team will perceive if they achieve set goals. 

Why Are Employee Incentive Programs for Small Businesses?

There are numerous benefits connected to employee incentive programs other than solely reward based. Incentive programs create a healthy workplace culture which leaves staff members with a reason to accomplish goals other than their paycheck.

A positive workplace culture focuses on attracting and retaining employees. Excellent incentive programs ensure that a small business retains more employees. These programs ensure that personnel are rewarded for reaching goals and will provide them a space to be more engaging.

Creating a productive workforce is what every small business aims for. With incentive programs, companies can ensure productivity for all their personnel. Rewards will showcase that the business recognizes the hard work employees place in their tasks. This will create competition among staff to achieve goals with new excitement. The staff will find new and creative ways to be more productive.

How Do You Create an Incentive Program for Employees?

Creating the best incentive program for small businesses would depend on the company itself. The focus must be placed on the employees and what they need. A business must target their employee personalities and determine the incentives based on them. 

Companies can create incentive programs based on traveling, however, if the employees dislike traveling, these programs will not motivate or reward them. Companies can thus focus firstly on the employees and what they enjoy. Subsequently, companies can focus on goals and objectives, budgets, and other areas of incentive. 

Setting Goals and Objectives

Stating clear and measurable goals plays a key part in creating an incentive program. The small business must first decide on what the goals of the company are. Thereafter they can place focus on how to motivate and reward employees for obtaining and achieving these goals.

The small business can create goals that will force growth in the company yet are still achievable for the employee. Do not set goals that can not be achieved. This will demotivate the staff and they will end up doing the bare minimum or leaving for a better opportunity elsewhere.

Choosing the Right Incentives

Companies can spend some time finding the correct incentive to use for their employees. The main focus should be to reward the staff with a program that would benefit them. These incentives must trigger the employees to feel positive about work and prompt them to work on the goals ahead.

Not all incentives have to be cash incentives. Small businesses are not set up to hand out financial benefits in the first few years, thus, they can adapt to nonfinancial incentives. These employee incentives can lead to more productivity and positivity around the office. 

Here are some focus points to assist small businesses on how to set up the right incentives. Management can start by asking staff members about their ideal incentives. These incentives are for them, and by approaching these members, the company can set up the ideal incentive.

Another focus point is to ensure group and individual incentives. Group incentives will build group performance while only focusing on individuals, the team members can start competing within the team and ignore the rest of the members.

Using both financial and nonfinancial programs will add the most value to the company. This will allow for more regular incentives without costing the company. Businesses should also ensure that positive reinforcement is used. This will create positive competition and a workplace where all employees are happy to contribute.

Provide feedback once or twice a week on the incentives and standings of members. This will allow them to feel part of the incentive. These updates are not incentives themselves but rather a measuring tool for employees to recognize their standings and whether or not they need to work smarter.

Determining Eligibility Criteria

Determining the criteria plays a key role in the success of incentive programs. Companies must set clear and specific rules that individuals must follow to obtain the reward at hand. Criteria will take out foul play and individuals that crook their way up the ladder.

Companies can have a manager supervise on a regular basis to ensure that all the members achieve their goals fairly. The business needs to communicate clear guidelines to ensure that the team knows what to follow.

Establishing a Budget

Estimating and setting a budget will allow the company to create specific rewards. Not only will they set financial rewards, but small businesses can focus on spreading them throughout the year. They can ensure the motivation of the team members when their motivation is low the whole year round. 

Setting a budget will provide the company with a set of financial rewards. However, the business can now determine how many other non-financial rewards to using to keep the team’s positivity and hard work at peak performance. These nonfinancial rewards can be used to fill the spaces between the big financial rewards. 

Communication and Implementation

Communication is key when the company decides on rewards. The members must know all the necessary information about what the employee incentives are when they are rewarded as well as how to obtain them through their work. 

Companies need to ensure that all members know exactly what is expected and that foul play will not be tolerated. This will leave all employees on the same ground with no one having an advantage over others. The business must communicate why these incentives are in place to ensure guidelines and goals for all staff and groups.

Types of Employee Incentive Programs for Small Business

Various programs can be used to motivate and reward the team. Companies can make use of their options to reward employees based on their different achievements. These can be monetary incentives or non monetary employee incentives. 

Cash Bonuses

Cash bonus rewards are financial rewards to an employee based on a good performance. These rewards can occur occasionally or periodically based on the budget and the company monetary incentive program. 

Employees can receive cash bonuses for achieving goals set over a long period, or if a considerably large task or assignment is completed. These rewards are not regular and come around once twice a year.

Paid Time Off

This program rewards staff members with a specific amount of days off with compensation. Paid time off will allow employees to enjoy a holiday, and sick days or can be used for personal circumstances while still receiving their daily wages. 

These rewards can be used on a more regular basis due to the lack of financial weight it has. Companies can give star employees a few days off to ensure they return fresh, motivated, and well-rested to continue on bigger tasks. 

Gift Cards

Gift cards refer to an alternative reward to financial rewards. It is a card, with a specific amount of money, that can only be used at a specific store or store. These rewards are a great way to motivate the entire team due to the wide variety of options some stores have. 

There are many different types of gift cards, but all of them can be used for the entire team. Companies can use them to reward smaller tasks and goals that are accomplished.

gift card

Health and Wellness Benefits

Health and wellness benefits are one of the best rewards when companies focus on the well-being of their staff. These rewards can be to pay for an employee’s medical checkup or medical aid. Other forms of wellness rewards are gym reimbursements or wellness screenings.

These rewards will motivate the staff to stay healthy and fit, which will reduce their stress and enhance their focus. A health and wellness reward program will grow productivity and help with retaining more staff members. 

Recognition Programs

Rewarding an employee with a small gesture in front of other team members can do the trick sometimes. Employees want to feel seen and rewarded for all the blood sweat and tears they place in the company they work for. Recognition programs are a great tool to use.

 Companies can reward staff members in different ways, in front of their co-workers. This will allow the members to feel appreciated and recognized for their hard work. This is one of the easiest and cheapest rewards to provide for the employees because it only takes time and a small gesture.

Measuring the Effectiveness of Employee Incentive Programs for Small Business

Implementing an incentive program is an amazing start to giving back to the company employees. However, small businesses must calculate the success rate and effectiveness of the installed programs. 

This will lead them to continue with these programs because employees feel rewarded, or the company must adjust or change the program to ensure that employees are motivated and positive to achieve these rewards.

Employee Satisfaction and Retention

These employee recognition programs are created to ensure that the employees feel appreciated and cared for. If the company suffers from turnover staff the rewards and incentives are not of any success. The company must ensure that the staff is taken into consideration when deciding on a specific program of encouragement. 

Increased Productivity and Performance

Employees can find loopholes in the incentive programs, which means they can do the bare minimum to accomplish goals. Thus it falls on the company’s shoulders to ensure that the staff stays positive and productive while chasing the rewards. 

While some staff members thrive on the hand of competition, others would rather shy away from it. Managers can identify this early and ensure that other reward systems are in place for staff members that are determined to not compete. 

The main benefit of these rewards is to create higher productivity and performance, however, the company must ensure they focus on what the staff needs to create the ideal rewards system.

Return on Investment

Return on investment refers to the objective of the incentive program. Did the reward meet the objective of the incentive? The business owner can measure this by observing the goals met by the team. 

If all the goals are achieved before the deadline set, the investment was well placed, moreover, if the rewards were in place, yet none of the staff members tried to achieve them, the company must evaluate and change the reward to ensure a higher return of investment.

Check Out How to Create the Perfect Incentive Scheme!:

Common Mistakes to Avoid when Implementing Employee Incentive Programs for Small Business

Small business owners can improve the success rate of their incentive programs by eliminating the following mistakes. These mistakes can be fixed once they are identified, which will improve the programs and enhance their effectiveness.

Not Aligning Incentives with Business Objectives

A business owner first need to identify the main objectives of the business. Create clear values, goals, and direction for the business before setting an incentive program in place. Secondly, the owner must create incentives aligned with the business objective.

This means that if the company’s main goal is to increase sales, the incentives must be to reward the employee for successfully selling more products or services. These goals need to push the staff members and the company forward, all closer to the main business objectives.

Lack of transparency and Fairness

Fairness and transparency play a big part in the success of employee incentives. Once the reward is set, and the goal is reached the company must comply with its word. Rewarding an employee performance according to the original agreement. Do not vary on the agreement.

This will break the trust between the employee and the employer which can bear big consequences for the whole team. Companies must ensure that they keep the competition fair and that all employees have the same opportunity to achieve their goals. 

Inadequate Communication and Follow-up

Continue to follow up and remind employees of the rewards and incentives. Most small business owners mention the reward once and leave it at that. The continuous reminder will ensure that the team does not forget about the reward, and it will urge them to complete the tasks to obtain the ultimate goal. 

Employee Incentive Program Examples

Companies can use monetary and nonmonetary programs. Monetary programs are incentive examples such as bonuses, merit-based raises, profit-sharing, and gain-sharing plans. While nonmonetary program examples are; paid off days, vacation days, gift cards, and outside office services. 

Long-Term Incentive Plan Template

A long-term incentive is a reward that can only be rewarded based on time spent at a company or long-term appreciation and performance awards. These incentive plans can be used to ensure that the employees commit to the company for some time before moving on. 

Companies will award employees with business shares or profit sharing once the employee worked for a set amount of time, or achieved a goal that can only be reached by spending a specific amount of years at the business. These rewards are great for employee retention.


How Can Small Businesses Reward Employees?

Small business owners reward employees with incentive programs. These programs are either monetary or nonmonetary rewards based on achieving set goals or accomplishing objectives set by the business.

What is an Annual Incentive Plan?

An annual incentive plan is an incentive program that will be rewarded once a year. This is a short-term motivation strategy that rewards employees for achieving the yearly goals set by the company. 

Final Thoughts

Incentive programs can be of great benefit to small businesses. These programs can motivate staff members to work towards a goal set by the business. These incentive plans create a stable and positive work environment and enhance employee productivity by rewarding them with monetary or nonmonetary benefits.

Once a small business decides to use these incentive plans, the focus must be placed back on the employee. The company must ask themselves what type of reward the employees would like, and what would motivate them to accomplish the set goals.

These programs are of great benefit to the company and the quicker they adapt and use them, the better and faster the business will grow. 

Sabine Ghali

Kelly Murphy


Certified Meeting planner with 20+ years of event management experience, founder of ConferenceSource, expert in meeting facility sourcing & contracting in North America, Europe, South America and Asia. Kelly will manage your budget as if they were her own, negotiating the best possible rate and hotel contract to benefit and protect every client and exceed all expectations for all planning aspects for sales meetings, educational meetings, product launches, incentive trips down to a small board of directors meeting. We make meetings easy understanding your meeting objectives and delivering meeting matched components.
Need Help Planning Your Next Corporate Event or Meeting?

Types of Rewards and Recognition for Employees


The changing workplace has seen the dynamic of employer-worker relationships change over the years as younger generations take on more managerial or executive roles and older workers start to step into retirement. 

While employee benefits help to keep teams motivated, droves of workers are leaving the workplace because of the lack of recognition. Employees often feel more motivated, inspired and stay longer at the same company if they notice employers valuing their contribution to the organization. Rewarding employees for their work has been shown to improve overall productivity, and workplace relationships among employers, managers, and younger staff members. 

In a Gallup research study, it was found that those workers who “strongly agree” they receive authentic recognition are 5.2 times more likely to stay at their current firm and envision long-term prospects more positively. Telling employees that they’re being recognized for their work can help organizations minimize employee turnover and help increase overall productivity. 

Why Is Employee Recognition Important?

Employee recognition in the workplace helps to identify and reward individuals that are actively making a difference within their office, contributing to group projects, meeting targets, and improving workplace relationships. 

Giving employees the necessary recognition and rewards helps employers and team leaders establish a more positive working environment, but more so, it provides employees with more motivation and appreciation and encourages individual contribution among staff. 

For instance, it’s been found that Gen Z employees, those born after 1998, are 73% more likely to say they want recognition at least a few times per month in the workplace compared to their older peers. 

While employee recognition is not shared the same among organizations, or even teams for that matter, the right people must be appointed to give employee recognition to ensure equal and fair treatment of employees who can stand about, go the extra mile, and deliver more than what is expected of them.

Who Gives Employee Recognition?

As a business or company, it’s important to make sure that people feel valued, especially when there is a strong culture of positive enforcement among employers and workers. This not only helps to establish a good relationship among employees but also between employers and their employees. 

Employees want to feel that they are being supported. Research has found that in some instances, only 59% of employees said that they feel supported at work, helping them to achieve personal and professional goals. This only further highlights the importance of giving proper employee recognition and ensuring that all workers are treated fairly. 

Top-Down Recognition

The first, and more traditional structure for recognizing employees is the top-down recognition model, which is generally centralized within the organization. There are two types of top-down praises, which differ in the approach they use, but ultimately help to give the necessary praise to those employees that deserve it. 

Manager-to-Employee Recognition

Often the more common approach, manager-to-employee recognition, sees team leaders giving praise to the members of their teams for the work they have contributed. This is a more effective option, as managers tend to work directly with employees and can establish a workplace relationship with them. Manager-to-employee recognition not only creates a more productive environment but it helps to cast a manager in the light of a team leader. 

Company-to-Employee Recognition

Another form of praise is company-to-employee, which sees companies giving their workers more public recognition, either with an Employee of the Month Award or perhaps at an annual prize giving. These rewards are often bigger and perhaps more meaningful but can exclude a lot of other hardworking employees. 

Seeing that companies can at most hand out 12 Employee of the Month Awards, or have only one annual prize giving, it can be hard to choose an overall prestige employee that has ultimately stood out, while not deliberately disregarding other workers. 

Peer-to-Peer or Social Recognition

Although companies don’t often spend a lot of resources in developing peer-to-peer recognition programs, workers can give each other praise, or managers can show support to other managers through direct recognition. 

Having a combination of top-down recognition and social encouragement is a strategy that can help employees feel more valued within their teams and the overall company

Where Do You Give Your Employees Recognition?

Giving feedback to employees is the easy part; deciding when and where to do it becomes the hard part of the recognition process. Employers and team leaders will need to decide where would be the best to give employees praise or feedback, either through a public announcement or perhaps something more private. 

1. Private Recognition

Private recognition is often more common in bigger companies that have hundreds, if not thousands of employees, as it’s easier to provide them with monetary praise, or verbal feedback. 


Bonuses can show the value placed on the work employees have brought to the company. Often companies will give seasonal bonuses, which will either be in the form of higher commission or an increased monetary bonus added to their salary. These types of appraisals are only possible if the company is in a financial position to hand out more money. 

Written Praise

Another form is written praise, which can come from executive offices, managers, or team leaders. Written praise can be a letter or even an email where an employer highlights all the important qualities an employee is bringing to the company and ensures they are noticing the work they are doing. This is often easier, and employers can send out written praise at any given time. 

Verbal Praise

In-person praise can help encourage those employees that feel motivated through affirmations, and direct reassurance. Either an employer or manager can give verbal praise where they feel necessary, and can be conducted in a group setting or a team meeting. More in-person or group praise will help boost team spirits, and help those employees feel more motivated through personal validation. 

2. Public Appreciation

The other side of the spectrum sees companies giving their employees public recognition. This news is often shared among employees internally and is perhaps more neutral as it can include more than one individual or group of employees that can be recognized at the same time. 


Some companies will distribute a weekly or monthly newsletter, often praising a specific employee that has done an exceptional job. This can also be seen as in-direct written praise, but is published publicly, and can help to motivate other workers in their pursuit to boost their workplace contribution and be recognized in the office. 


Here the goal is to ensure that all employees are being recognized for their work, but at the same time uplift their spirits with social gatherings that often include food and drinks and a small prize giving. This is a way for companies to give thanks to their employees in a more public way, and help foster a more positive working environment. 

Wall of Fame

A bit more traditional, but never fails to help give recognition to those employees that deserve it, a Wall of Fame helps to publicly display to both other workers and customers which employees have been going the extra mile. Getting onto the Wall of Fame could help to motivate other employees, and also encourage them to uplift their fellow colleagues. 


Gifts can be both monetary or physical objects, and they can range depending on the budget, company, and employee. Often an organization will hand out gifts to employees at an annual prize giving such as an office party or give them milestone awards for the time they have served at the company.

Check Out 6 Ways of Employee Rewards and Recognition Program:

Corporate Rewards and Recognition Programs

Having corporate rewards and recognition programs can help to incentivize employees, which often leads to more productive and motivated teams. This not only helps increase healthy competition among colleagues, but it’s also a way for the company to boost sales and become more profitable. 

Employee of the Month

A standard recognition program could perhaps be an employee of the month award. As already mentioned, these can often be limited to at most 12 staff members, depending on the size of the company. More so, this type of program can help encourage engagement among fellow employees, boost morale, and establish employee appreciation on a more public level.

Work Anniversary 

For older companies or those that have been around for several years, a work anniversary can give praise to longstanding employees that have helped to build and shape the company into what it is today. Additionally, this is another platform through which younger staff members can be motivated, and recognize their future within the company and where it is heading. 


While the aim is to ensure that all team members are working collectively to achieve a specific goal, teamwork recognition would entail having a team leader oversee projects, and dedicate their time to delegating. Through this employees will know what their role is and what is expected of them. 


Giving employees a specific goal or target, and providing incentives will help motivate them to go above and beyond. With sales structures, companies can offer employees a bonus, or a paid vacation once they reach a certain goal within a given time frame. This can help to establish healthy competition among staff, and allow employees to be noticed for their work. 

Leadership Awards

Not all employees are natural leaders, but those that present natural leadership abilities are often able to take on more challenging projects, work independently and motivate their fellow colleagues. Leadership awards can either be a physical prize, a cash bonus, a salary increase, or a promotion. 

Customer Service Awards

For customer-centered companies, employees that receive outstanding recognition from clients can be awarded in several structured ways, and is often an award that can be added to their resume or LinkedIn profile. This type of award highlights employees’ abilities to function well within the workplace, and also foster long-standing relationships with customers. 

Most Valuable Employee Award

It might be a bit tricky to differentiate which employees are more valuable than others, but those that do present exceptional abilities, provide meaningful contributions, and build healthy workplace relationships are often more valued within any company. Additionally, these types of employees are more skilled and willing to learn and develop new abilities to help improve company performance. 

Types of Rewards and Recognition

Just as not all employees are the same, it goes without saying that not all rewards should be the same. These compensations are rewarded to employees based on their performance and can be combined with different corporate reward and recognition programs. 

Monetary Rewards

1. Salary increases

According to a CNBC ALL-America Workforce Survey, 69% of workers expressed being satisfied with their current wages, and more than 80% of them felt motivated by their recent increases. 

Monetary awards not only help keep employees happy, especially for those that deserve it the most, but they can help companies retain talented workers for longer. When employees feel as if they’re being paid what they’re worth and what they bring to the table, they often stay longer at their current employer. 

2. Bonuses

Giving bonuses shows that employees have a high level of performance and that throughout the year they have presented increased productivity, and managed to improve the overall outcomes of their work. 

3. Commission

Another monetary reward that can motivate any employee to go the extra mile is a commission structure. These are often the most simple rewards, as they will encourage employees to make more sales, seeing that their commission will increase the more they sell, and companies can improve their revenue. 

Non-Monetary Rewards

1. Time off

A valuable reward that many employees are often after is getting more free time from work. Rewarding staff members with time off, even if it’s a few hours a week, or an extra day off from work can already uplift office spirits tremendously. 

2. Flexible working arrangements

A growing number of employees want more autonomy in the workplace, and remote or hybrid work roles are becoming an increasing demand from new employees. While this is not also possible, giving employees an extra day off, or allowing them to leave earlier on a Friday or after their shift can create a sense of recognition filtering from top management. 

3. Recognition and praise

Finally, having the time to personally praise employees, either through one-on-one meetings or a newsletter means that they can feel recognized by their employers. Efforts for cultivating more gratitude in the workplace are crucial if employers want their businesses to become successful and thrive in a competitive marketplace. 

Experiential Rewards

Other less-celebrated employee recognition program rewards still provide staff members with the motivation they need but can come in a different form than traditional monetary and non-monetary rewards. 

1. Trips

Breakaways from the office, such as an office getaway party, or even taking employees to a staff lunch can be considered a form of recognition. Trips can help employees engage in a less professional environment, and encourage them to build new relationships with their peers.

2. Team Building Activities

Corporate team-building events can range from flag football to volunteering or community work. There are different ways that team building activities can directly align themselves with employees and the work their company is doing within the direct community. These events can be an exciting way for employees to get to know one another, but also tests their abilities outside of the workplace. 

3. Professional Development Opportunities

Providing members, especially younger employees professional development opportunities can make them feel more involved with the company, and establish a space for them to grow and develop their skills. Development assessments can also increase employee retention, promote positive company culture, company values and deliver recognition for employees efforts. 

How to Implement Rewards and Recognition Programs

Choosing a strategy that will suit the needs of the employees and the company can mean that employers and managers consider the future of the company, and how employees will grow with the business. 

Setting Goals and Objectives

The most important implementation is having clear goals and objectives, as this will help employees better understand how their work will line up with where the company is heading. Not only this, but it makes it easier for them to know exactly what will be expected of them to achieve these goals and objectives during their time at the company. 

Identifying the Right Rewards and Recognition for Your Workforce

Choose the rewards based on employee needs, and what the business can support. It would be shortsighted to select monetary rewards for employees if the company is new, or still struggling to make profit margins. Make sure to have a balance, and that both the company and employees can benefit from these programs. Take some pointers from staff with any ideas on recognition program examples, and any tangible reward choices. 

Communicating the Program to Employees

Clearly state the intentions of the program, how employees will benefit from it, and what the potential outcomes will be. If you want employees to sell more products, give them the necessary information they need or training to be better salespeople. Make an effort to communicate how they will then be incentivized either through key performance indicators (KPIs) or monthly sales targets. 

Measuring the Success of the Program

Once a new program has been identified, and a strategy implemented, it’s time to monitor whether this is successful. Make an effort to track employee performance, and provide feedback throughout the process. This way top performers will know how they are doing on the leaderboard, while other slower performers can improve their forward-looking guidance. 

Check Out How to Create an Effective Employee Recognition Program:

Best Practices for Rewards and Recognition Programs

Ensuring social, business, and wellness rewards can elevate team performance and become an advantage for teams, consider ways that will enhance rewards and recognition programs for team members and the company. 

Tailoring Rewards to Individual Employee Preferences

Make sure that employees are rewarded according to their preferences. You don’t want employees who require extra time off or shorter working days to be rewarded with a pizza party or team-building activities. Make sure to include their opinions in the developing process and know what they want. 

Recognizing and Rewarding Employees in a Timely Manner

Relying on months or years’ worth of work, only to give recognition at the end of their tenure or contract is not the way to go. Be more vocal with employees, and give recognition where needed. Make sure they are being noticed, and communicate ways in which you could potentially recognize employees, and develop more business growth. 

Encouraging Employee Input and Feedback

Give staff members the chance to give their input, whether it’s about the work they’re doing, the environment, or even the recognition program – make sure to listen to what employees want. 

Continuously Evaluating and Improving the Program

Don’t settle. The marketplace is constantly evolving, consumer buying habits are changing, and employee interests are shifting. Having an outdated structure or model can easily leave staff members feeling discouraged and that their workplace needs are not being fulfilled. Recognize employees who, through a successful recognition program or rewards program, fits in with the company values and company culture.


What Are the Most Preferred Forms of Recognition in the Workplace?

Some more preferred forms include monetary rewards such as salary increases or bonuses. Others would be time off, more flexible working arrangements, or professional development opportunities. 

What Are the Best Awards for Employees?

Those that directly recognize their achievements and work. More so, awards can help to motivate employees and increase their loyalty towards the company. 

What Are 3 Forms of Incentive Compensation?

Bonuses include salary increases, company shares or stocks, and gift vouchers. 

Final Thoughts

Recognizing and praising employees for their work and contribution ensures they will remain loyal members of the company for the remainder of their tenure. This helps to lower employee turnaround, and employers can keep skilled workers for longer. 

Employees often feel more motivated and positive when they are encouraged, whether it’s through peer-to-peer recognition or company-to-employee recognition. It’s important to ensure that the right employees are being recognized and that when they are rewarded for their work, it’s tailored to their needs. 

Provide different reward programs, and evaluate what works best for you and your staff members. Remember that over time it’s possible to see a shift in employee demands, and it’s recommended to provide developing strategies throughout this period. 

Sabine Ghali

Kelly Murphy


Certified Meeting planner with 20+ years of event management experience, founder of ConferenceSource, expert in meeting facility sourcing & contracting in North America, Europe, South America and Asia. Kelly will manage your budget as if they were her own, negotiating the best possible rate and hotel contract to benefit and protect every client and exceed all expectations for all planning aspects for sales meetings, educational meetings, product launches, incentive trips down to a small board of directors meeting. We make meetings easy understanding your meeting objectives and delivering meeting matched components.
Need Help Planning Your Next Corporate Event or Meeting?

Benefits of Employee Recognition Programs (Rewards & Recognition)


Employee recognition is a fundamental element in the modern workplace, allowing employers, managers, and stakeholders to deliver transparent feedback to workers. These and other forms of recognition have deliberately helped to encourage employees, translating into better productivity, retention, and lower levels of absenteeism. 

The benefits of employee recognition programs are vast, but for the majority of employees, these programs facilitate the ability to be rewarded by an employer or manager. Through these tactics, companies can improve employee morale, boost engagement among workers, and establish a more robust sense of company loyalty. 

As of 2021, employee engagement has decreased after experiencing positive growth for several years. Between 2020 and 2021, employee engagement in the workplace declined from 36% to 34%, respectively. Among the many factors that influence employee engagement, a growing number of workers cite low levels of recognition and career development opportunities as their reason for decreased engagement. 

Increased Employee Morale

Employees who experience some form of workplace recognition are often more loyal to their jobs and employers. One study by the Society for Human Resource Management found that 79% of employees tend to work harder, due to recognition programs in the workplace. 

This mindset not only sees improved employee productivity but can actively help boost workplace morale, creating a more positive and engaging environment. 

Successful Employee Recognition Programs 

Companies often implement effective employee recognition program to help increase their retention and lower absenteeism in the workplace. Some of the more common employee recognition programs that have evolved include monetary compensation, written recognition, verbal praise, or group recognition programs such as office parties or office get-togethers. 

The success of these recognition programs will largely depend on the size of the company, executive management, and how employees receive these rewards. On top of this, it’s important to note that often recognition programs are based on employee needs rather than what an employer may want. 

Combining company prospects with the development and growth of employees will help better understand how well recognition programs will be received and whether it’s in the best will of the workers. 

Improved Employee Retention

The short and simple answer – is yes – employees tend to stay longer in their current job if they are more likely to be recognized and rewarded for their work. A Gallup/Workhuman survey found workers 56% less likely to look for a new job or employment if their current employer makes recognition a priority. 

Keeping employees for longer not only makes it easier for the company to grow alongside their current tenure staffers, but it can also lower the costs of sourcing and onboarding completely new employees each time. 

The Financial Benefits of Having a Low Turnover Rate

The actual cost of filling an open position depends on a wide variety of factors, but typically includes elements such as salary and the size of the role that needs to be filled. In the event that multiple employees quit or resign, it will cost companies more to replace these individuals, than simply keep them satisfied and engaged. 

Additionally, production costs can also be factored in, as fewer hands in the office could mean the increased capacity for other employees, leading to lower levels of productivity and quality of work. There are also administrative costs, recruitment costs, and operation costs that will need to be considered. 

For corporate behemoths, these costs are offset by larger quantities of employees. Unfortunately, this isn’t possible for smaller firms and organizations that carry the burden of hiring and onboarding new recruits. 

Increased Productivity

As already mentioned, employees tend to work harder and have increased productivity when they enjoy recognition programs and initiatives within their current workplace. This has been proven by research from Deloitte, which found engagement, productivity, and performance tend to be 14% higher in companies that have some form of recognition or rewards system. 

Additionally, these programs have also helped increase profit and revenue. The same research by Deloitte indicates that a 15% increase or improvement among employees can help boost margins by 2%. For the small business operating on a month-to-month basis, a two-percentile increase could mean better products, more variety, or even better wages. 

Employees work harder, and more efficiently when they have been recognized in the workplace. Simple pleasures such as written or verbal praise, or even a once-off bonus could make all the difference to employees who have endured months of hard work and overtime.

Check Out How To Increase Employee Productivity In The Workplace:

Better Customer Service

Employees are first and foremost the people customers engage with. These are the people that are on the ground, working with clients, helping them through the sales funnel, and providing them with the right services and products they require. 

It’s possible to think of employees as the face and voice of any business, especially those that require person-to-person engagement with customers to survive and turn a profit. 

For any employer, customer service can mean a host of things, and the better a customer is received, the higher the chances of them returning or recommending the business to someone else. 

Again it’s possible to look at research that shows us how 35% of businesses and organizations that have some recognition program in place have experienced increased customer satisfaction. This clearly shows that although many places of work may disregard the importance of employee recognition, the lack thereof will directly be seen in customer satisfaction levels. 

Importance of Customer Service

Customer service is an important element throughout the entire sales funnel, and for small, new, or growing businesses, a few bad customer reviews can easily tarnish their reputation. While it’s not possible to control every customer-related query and resolve issues immediately, it’s essential to ensure that employees are equipped with the right tools and knowledge to resolve recurring issues. 

It’s easy to understand how customers may perceive a company or business when employees are unhappy, unsatisfied, or feeling unrecognized. While you as an employer may not think these traits are visible to the public eye, the real delivery can be noticed in the quality of engagement and work employees deliver. 

Regardless of the business and the model it operates on, customer service is a crucial stepping stone for any organization that wishes to expand and thrive. Having a recognition program that encourages employee recognition and helps with employee retention can already be seen in how engaged employees portray company culture, the employee experience, and employee feedback. 

In an increasingly competitive marketplace, customer service is one of the best places where any business can set itself apart from the competition. The best place to start is by looking after your employees and ensuring they receive the recognition they deserve.

Employee Recognition vs. Employee Rewards

While both employee recognition and employee rewards can be used interchangeably, depending on the situation, some factors help you to differentiate between the two. 

Employee recognition: This is the act of positively encouraging employees and teams with rewards related to their work. Employee recognition is a direct message communicated to a team member, either from an employer or their manager, that helps to encourage them in the workplace. Furthermore, recognition is part of the process that rewards employees for their work and has a larger impact on how employees will perform in the near and long term. 

Employee rewards: This can be considered as the result or outcomes of the employee recognition efforts, which see employers or managers giving workers either a verbal, written, or monetary reward. 

Depending on the level of recognition, these rewards can be anything related to the employees and can oftentimes come in the form of employee development schemes or programs, group activities, or even physical gifts. 

Both these elements can be seen as positive and healthy workplace attributes that can drive meaningful impact within the organizational structure. On top of this, it’s important to consider how these programs can benefit not only employees and their teams but also the output of the company and its performance within its marketplace. 

4 Types of Recognition for Employees

We’ve briefly discussed the types of recognition for employees in the aforementioned, and in the following section, we will now dive a bit deeper into what each of these can do for employees and how they work. 

There is a large quantity of employee recognition efforts that can be used in the workplace, and often these can be used in partnership with another. It’s common to see companies give employee recognition with a prize giving this way, they both recognize and reward their staff members at the same time. 

Social or Peer-to-peer

This is the most basic form or type of employee recognition and sees employees or fellow colleagues recognizing one another for their work and dedication. The peer-to-peer type of recognition typically involves either two or more employees or an employee and a member of the managerial team. 

Companies can make peer-to-peer recognition among employees, as this will help motivate them, and increase their social engagement in the workplace. Additionally, it helps to strengthen the connection, build team spirit, and establish a more positive working environment for everyone. 


As the name would suggest, informal recognition will see unplanned and unstructured forms of employee recognition being given in the office. This type of recognition is straightforward in what it sets out to do and can help increase motivation, employee morale, and performance. 

Typically employers and managers will either give verbal or written recognition, which can be both formal or informal, but in most cases, the result is the latter. Informal team recognition could be an unscheduled meeting before the day starts or a breakdown at the end of the week where employees are recognized for their performance throughout the week. 


Monetary recognition is perhaps the more sought-after type of employee reward or recognition as there are typically financial incentives connotated to it. Monetary recognition can come in the form of a bonus, an extra paycheck, a salary increase, financial incentives, or commission.

Monetary recognition is typically used in the workplace to help keep employees motivated, as they know they will be incentivized for their performance and productivity. Even more, this type of form can boost team communication and spark creative ingenuity. 

There is a lot of good and bad that can come with monetary recognition, but it’s almost certain that employees will work harder and do more if there is any form of money on the table being offered. 


The final type of recognition that can be used in the workplace is the formal recognition approach. This is usually when companies organize a prize-giving event for their employees and reward them with different types of rewards such as “Employee of the Month” or “Best in Sales” and so forth. 

Formal recognition can also be an employee of the month wall that displays the company’s highest-performing staff members. It’s essential to know that these formal recognitions are usually measured using some sort of key metric, and should help encourage other employees, rather than making them feel as if they are less likely to be recognized. 

It should be understood that formal recognition requires additional planning before any rewards can be given. 

Importance of Recognizing Employees

The best way to understand employee recognition is to consider the effect it will have on the business, customers, and overall team performance. 

Employee recognition can help workers feel more motivated and can boost their morale. It helps to encourage team communication, which can mirror improved engagement. Every aspect of employee recognition, whether it’s formal or informal, monetary, or perhaps peer-to-peer can make a bigger difference in both the short and long term. 

To lower absenteeism, and also employee turnover, employers will need to consider the importance of their personnel and the impact they have on the company and customers.


Are Employee Recognition Programs Effective?

Yes, several research projects and initiatives have revealed that sophisticated recognition programs can have a direct effect on employees and the entire company. These programs help to boost company spirit and can establish a healthy, and thriving work environment that can help to keep employees more motivated and engaged.

What Are the Benefits of Rewards and Recognition Programs?

Some of the most common benefits that can come from rewards and recognition programs include:

– A healthy work environment. 
– Encourage healthy competition among employees. 
– Helps to improve productivity. 
– Boost performance and employee output. 
– Creates a sense of positivity. 
– Encourages employee communication and comprehensive engagement. 
– Can establish team spirit. 

Final Thoughts

With employee reward and recognition programs, it’s hard to decipher how much of an effect they can have on both the company and the employees. Although it’s proven to boost company performance, these programs can keep employees more engaged, and help bring them closer as a team. More so, it can bring them closer to their employer and help them thoroughly understand business objectives and goals. 

Considering what form or type of rewards and recognition program to implement depends largely on the company, employer, and manager, but also employee requirements. If employees see more value in career development programs, then it’s best to consider how this will help motivate them and boost their careers. 

These and other aspects of recognition programs bring teams closer, help motivate them, and can be seen as a tool to increase margins and atop-line performance – a crucial element for any new or functioning business. 

Sabine Ghali

Kelly Murphy


Certified Meeting planner with 20+ years of event management experience, founder of ConferenceSource, expert in meeting facility sourcing & contracting in North America, Europe, South America and Asia. Kelly will manage your budget as if they were her own, negotiating the best possible rate and hotel contract to benefit and protect every client and exceed all expectations for all planning aspects for sales meetings, educational meetings, product launches, incentive trips down to a small board of directors meeting. We make meetings easy understanding your meeting objectives and delivering meeting matched components.
Need Help Planning Your Next Corporate Event or Meeting?

Retaining Talent: Benefits of Employee Recognition Programs


Employees are the backbone of every company. Not only do the employees complete multiple tasks and objectives given to them, but they also communicate and assist the customers and clients daily.

There are multiple methods to recognize and reward the team for their hard work. The benefits of employee recognition programs stretch as far as employee retention, boosted productivity, and increased employee morale and motivation.

There are multiple benefits that a company can access through the recognition of its employees. The aim, however, should not be solely to access the benefits but to enhance the employee experience and motivation within the company.

Why Do Employees Need Recognition and Appreciation?

Employees want to feel seen, valued, and recognized throughout their professional careers. The appreciation and recognition that employers show to their employees will allow them to feel validated. There are multiple methods to display recognition, and employers must adjust their methods to each employee or team.

The open acknowledgment and praise of employee behavior or achievement will show the expression of appreciation to the employees. This will ensure they continue with their current behavior. The employee will receive a reward for their hard work, encouraging them to continue the work and performance they are currently completing.

Statistics of Employee Recognition

Employers have argued against the use of recognition programs. The statistics, however, provide every manager, employer, and team leader that recognition and appreciation are vital to enhancing and increasing productivity and performance.

According to Zappia, companies in the top 20% of those with solid employee recognition programs have a 31% lower turnover rate than their competitors. These companies see a 14% increase in employee performance, engagement, and productivity.

A little effort can go a long way, as Zippia states that an improvement of employee recognition of 15% can increase margins by 2%. The increase in appreciation of hard work and performance will enhance how employees feel about their occupation.

65% of Americans did not receive any recognition in the last year. Employers can start with peer-to-peer recognition, which will have a 37% bigger impact on the employees than financial results. The mere fact that public recognition is not used often leads many employees to find other jobs.

63% of employees will not change their occupation if they receive recognition. However, employers can increase employee performance by 60% if they show recognition every seven days.

Although many companies disregard recognition due to the financial impact on the company, many need to remember that public recognition will cost the company no financial loss. Businesses will lose money to unmotivated employees, underperforming and doing the bare minimum.

List of Benefits Of An Employee Recognition And Appreciation Program

There are many benefits connected to rewarding employees with appreciation and recognition. These benefits are not solely aimed at the employee but will benefit the company in many ways. Each benefit will be achieved through the various programs the employees want.

Healthy Competition Among Employees

Public rewards and recognition are something many employees strive for. Not only will this boost employee morale, more however will create healthy competition among employees. Competition will drive employees to improve their performance through hard work and productivity.

Once an employee is awarded for performance and hard work, other employees will increase their performance to receive rewards and recognition. The key to healthy competition is to reward the employees with recognition in front of the entire team or company. Healthy competition among employees will only grow if the employer appreciates and recognize employees in front of one.

Employee Empowerment

Empowerment enables employees to increase their performance and strive to meet higher goals and objectives. Employees that are empowered aim to complete tasks in record time and will work exceptionally hard to ensure that they grow within a business.

Empowerment, however, starts with the employer or manager. These individuals must build an empowered employee or team by consistently and continuously rewarding them with recognition or appreciation.

The consistent recognition of their hard work will enable them to feel empowered, taking on complex tasks and knowing that they can tackle any objective that comes their way. Employers must provide employees with a stable foundation of recognition programs to empower them.

Enhances Team Spirit

The spirit of a team refers to the atmosphere and the connection between a group. If the team constantly fights, argues, or struggles to work together, the team spirit is low and will decrease motivation, productivity, and teamwork.

Teamwork is of utmost importance in every business. And employers or managers can boost team spirit by regularly recognizing an entire team or members in a particular team. The appreciation will make the team aware of their progress and hard work, enhancing the team spirit.

As the team receives more praise for completing tasks, every member will increase their tasks to ensure they are part of why the entire team receives the praise. No member wants to be the reason why the team does not receive any recognition.

Better Relationship Among Managers and Employee

A strong employee and manager relationship is key to the success of any business. As the CEO or top management sets clear goals and objectives for their managers, these managers must communicate these goals to the employees. As the entire company work towards the goals set by the company’s top management.

Strong relationships between the manager and employee will enhance productivity, communication, and motivation. When the relationship between these two parties is strong, both will respect each other and ensure they assist every member when possible.

Continued recognition and appreciation will improve the relationship between managers and employees within any company.

Check Out Why is Employee Recognition Important? I Explainer Video:

Increases Employee Retention & Loyalty

One of the main benefits a company receives from employee recognition programs is the retention of employees. Managers and leaders must work hard to find competence when employees leave a business. They will spend many hours incorporating the new team member into the company, which will take time, money, and energy.

Employees will stay at a company when they feel validated and appreciated. Consistent recognition will leave employees feeling that their job is essential, leading to staying and working harder than before. With recognition comes loyalty. The employees know they are appreciated and will stay loyal to a company even when other opportunities arise.

Reduces Turnover

Reduction in turnover refers to the decrease in financial spending for the business. This sounds counterintuitive because many connect recognition programs with spending money. A recognition program will make employees feel validated and appreciated throughout the year.

This means that companies can save money on new trainees or employees. The current employees will stay within the company due to the salary and the recognition programs. The aim, however, is to ensure that every individual has high performance, and this can be secured by recognition and validation programs throughout the business.

Alignment with Core Values

Core values are the principles and rules of a company. The company values are the principles and standards used to judge the business’s importance. Through recognition programs, managers and employers can align employees with the company’s core values and culture.

Many companies state that taking care of their employees is a core value of the company. As the statics showed earlier, many employees do not receive any recognition. Companies can reaffirm and align their core values with the employees by creating incentive programs and showing them that they are a critical part of the company.

Increases Employee Engagement

Employee engagement is critical. These individuals work directly with the customers and experience various problems, issues, and ideas daily. The employees know what is happening in their team and will have valuable input to provide to the managers and company leaders.

Many employees, however, avoid sharing or raising any concerns that they face. Through recognition programs, managers can affirm that they are supportive and will assist employees through every step of the occupation. Praising them for their hard work will leave employees motivated and productive. Feeling heard will increase employee engagement and raise the standard of the entire team.

Improves Recruitment By Attracting Top Talent

Word of mouth is a vital tool. This is the same when attracting or recruiting talent from outside the company. A regular recognition program will provide talent with a clear indication of the company’s core values and culture. Many of these talented applicants will fight to work for a company that regularly recognizes and rewards its employees.

Increases Employee Job Satisfaction

Job satisfaction is critical for a recognition program. Employees must be aware of the difference they make within the team and the company. When employees are dissatisfied, they are not rewarded for their hard work. This will lead to low productivity and motivation for even the simplest tasks.

Recognition programs will provide employees with a reward that will boost their job satisfaction. They will feel and witness their job’s impact on others, increasing motivation. High Job satisfaction will also increase engagement, positivity, and emotional well-being.

Improve Well-being and Mental Health

Employee wellness and mental health will impact an entire business. The lack of good mental health will make employees feel tired, negative, and slow throughout the day. There are many reasons for impaired mental health, including the lack of effective recognition.

Employers and managers can increase employee mental health by rewarding individuals or teams with social recognition, showing the employees that they are of utmost importance to the company. This reward program is a step in raising their mental healthy, leading to a positive impact and a productive company.

Does Employee Recognition Drive Business Goals and Employee Morale?

Employee recognition programs are the backbone and drive behind company goals and team morale. The program is set to reward hard-working employees that achieve high performance and complete multiple objectives and tasks within a company. This showcases the importance of these programs to ensure that the company moves forward and closer to its business goals.

Employee morale and positive attributes will be dependent on employee recognition. Employees will lose motivation when there is a lack of recognition and support. Thus providing the employees with recognition rewards is critical to keep a positive, high-functioning, and motivated team within a business.

Is Recognition Important For Leadership?

Leadership aims to lead employees to achieve their highest possible outcome. A leader cannot lead a team when they feel undervalued, demotivated, and tired. Recognition will enable team leaders to focus on complex tasks and aim to complete as many objectives and tasks as possible. Leadership is dependent on recognition.

Leaders must recognize their team through various types of recognition regularly and vice versa. This is also true for top managers and company leaders. They must regularly and consistently recognize their leaders to ensure the company employee and leaders are positive and motivated.

How Can You Improve Employee Recognition at Your Organization?

A company can start small and work up to drastic recognition measures. According to the office vibe, employers can start with peer-to-peer recognition. This is as simple as organizing a meeting with the entire team, in which they will recognize and praise an employee in front of the others.

Another method is through regular one on one meetings where employers and managers can praise their employees for the work that they have completed. The employer must provide straightforward business development programs and opportunities for their employees.

The company can start by acknowledging milestones, tasks, and objective completions, birthdays, and anniversaries of its staff members.

What Can Conference Source Do For You?

Conference Source can solve the problems companies face with recognition programs. The team has experience in team-building events, meeting planning, and employee incentive programs. The team will identify critical aspects within the company, enabling them to identify essential programs impacting it.

Conference Source can take it one step further and plan any incentive programs and trips that the company desires. Their vast network allows them to create, design, and plan an incentive and recognition program to meet company needs.


Why Some Employee Recognition Programs Don’t Work?

Employees are all different. Employee recognition programs that do not work are generally not customized and adapted for the entire team. Recognition programs must be adjusted to a specific employee or team. Some employees want public appreciation, while others enjoy silent recognition. The team managers and leaders must evaluate and analyze their entire team to ensure they know what every employee needs.

What Companies Have the Best Employee Recognition Programs?

Google, Deloitte, and Nike are some companies with the best recognition programs. Companies do not have to compete with companies that have more money. Small businesses can use meaningful recognition programs that are customized for their team. This is what will lead to effective employee recognition programs.

Final Thoughts

A thriving company takes time and effort. Employers, managers, and company leaders must use the time to identify critical personal recognition programs for every employee and team within the company. These programs will boost the employees’ morale, productivity, and motivation and enable every team member to feel validated and appreciated when they perform at their highest possible level.

Sabine Ghali

Kelly Murphy


Certified Meeting planner with 20+ years of event management experience, founder of ConferenceSource, expert in meeting facility sourcing & contracting in North America, Europe, South America and Asia. Kelly will manage your budget as if they were her own, negotiating the best possible rate and hotel contract to benefit and protect every client and exceed all expectations for all planning aspects for sales meetings, educational meetings, product launches, incentive trips down to a small board of directors meeting. We make meetings easy understanding your meeting objectives and delivering meeting matched components.
Need Help Planning Your Next Corporate Event or Meeting?