The basic purpose of recognition pins is to give credit to an outstanding employee’s past achievements. The pins will serve as symbols of their competence, value, and company loyalty. Likewise, the pins serve to motivate them to strive even harder to continue their performance.
However despite the benefits of awarding recognition pins, you should still be well prepared before you start handing them out. It is important to consult with the company’s human resources management head before you even think of putting a rewards plan in motion.
The HR head possess the necessary knowledge required in setting-up and executing a rewards program. Oftentimes, the government has a specific set of guidelines and policies already set regarding these programs. The company HR head will be better able to explain the possible criteria that can be set in order to merit a corresponding award.
He could likewise propose the possible budget that can be set for each award category. An example would be setting a specific amount for a particular awards depending on whether that employee has been working for 5, 10, 15, or 25 years. Depending on their term of service, the gemstones and finishes of recognition pins could steadily increase in price and value.
Despite utilizing precious stones and jewels, recognition pins are actually relatively inexpensive. These non-monetary awards are likewise more unique and last much longer than cash incentives.
Compared to other tangible awards such as plaques and certificates, recognition pins are much easier to distribute. Of course this convenience does not diminish the value of the pins in the least. They are simply easier to distribute since they do not have to undergo various technical requirements such as signatures and meticulous documentation.
Nevertheless, managers should still be aware of the necessary paperwork that should be accomplished before distributing an award. He should ensure that the reward is properly noted and recognized in the company records. Otherwise, the award will hold no true merit in the face of the employee’s peers.
It is also important to take note of the government set time frames regarding rewards programs. Awards that are determined by the overall annual performance of specific employees should already be requested within 90 days after the final rating has been determined. The final rating will serve as the factor which will determine whether the employee’s performance merits and award.
For awards that are distributed on a monthly basis, requests should be submitted as soon as an achievement or goal has been reached. These awards could be given in general such as employee of the month awards. The awards could also otherwise be given as an incentive for personal or more isolated achievements and contributions.
These awards are generally more appreciated if they are given as soon as possible. This will ensure that the award provides immediate positive reinforcement in relation to a job well done. The fast submission and processing of a reward is therefore key in order to guarantee its effectiveness.
The value of simple positive reinforcement should never be disregarded. If utilized properly and efficiently, positive reinforcement in the work place can go a long way. Despite it being an ancient practice that is often used in educating young children, it is nonetheless effective even when used on working adults.
There is no concept that is as powerful and deceptively subtle as positive reinforcement. If you want an employee to continue a certain behavior, you simply have to give him a reward to motivate him to repeat that act.
Awards can be distributed to individual employees or to groups of employees. In some cases, awarding good behavior could actually be more beneficial if distributed to large groups or departments. The award will then serve not only to recognize outstanding behavior, but also to cultivate camaraderie and team work.