1. An employee recognition program should always be linked to a company’s mission and values. Companies that are able to align employees around those principles through praising and recognitions will inspire them to live and breathe the spirit of the company. This in turn helps to build a unified corporate culture and makes it clear to individuals how their hard work helps to achieve company goals. Did you know, according to Forbes, disengaged employees cost U.S. companies up to $550 billion a year!

2. Take the time to praise and make it personal. Verbal praises are still powerful but it’s also important to write about employee’s recognition in the company’s newsletter, website and other communication channels.

3. Provide opportunities for every employee to contribute to the recognition program. Unfortunately, some employees don’t get the opportunity to be recognized due to the nature of their job roles or lack of expectations. According to Forbes, highly engaged teams show 21% greater profitability. Engaged employees are more likely to show up every day with passion, purpose and energized to perform their job responsibilities

4. Enlist superiors to recognize performers by concentrating less on quality control and focusing more on praises for a job well done. According to Quantum Workplace’s report, 60% of employees said managers are most responsible for implementing employee engagement strategies. Getting a pat on the back from an immediate supervisor is crucial to employee’s morale because supervisors know when a job is done well. Employees want and need to be reminded that their work has purpose and meaning. Remember great leaders make people feel valued and important.

5. Facilitate peer to peer recognition in your culture. This allows employees to engage with one another and empower them to have a voice. Millennials especially prefer to build strong reputations among their friends and co-workers.

6. Lastly, implement a rewards program at your organization. Your recognition program must fit into your company values and culture. A reward program allows employees to earn points and then cash them in for gifts at a later time. Everyone in the organization can participate and no one will be left out. A rewards program differs from a cash bonus because cash is viewed as an extension of income and used for bills, fuel, groceries, etc. and is soon forgotten. Items employees purchase on a rewards program fulfill personal wants that an employee would not otherwise justify purchasing.