Most leaders implement their peer to peer recognition ideas with the best of intentions at heart, but that doesn't mean their plan is solid.
Although peer recognition is one of the most efficient and impactful ways to recognize all the contributions made across an organization, it can fizzle, and even backfire when it's implemented poorly.
Here are five peer recognition ideas that are most likely to fail, why they fail, and how to improve on them:
1. Winner-take-all competitions
Although some healthy, spirited competition can be useful here and there, a winner-take-all peer recognition plan is destined to fail. Here's why:
It only motivates a small fraction of the team. Every employee will eventually realize where they sit in the rankings, and whether or not they have a chance of winning. If there's not a strong chance of winning, there's not a strong incentive to participate.
It can motivate employees to consciously decline to recognize their peers. If they're pushing themselves further down the rankings each time they recognize a colleague's contributions, employees are actively motivated against giving that recognition.
If you want sustained engagement in your peer to peer recognition program, make sure everyone is being rewarded. It's important to recognize and reward top performers appropriately, but equally crucial to reward everyone else for great the work they do.
2. Inequal power distribution
It's common for managers or others in leadership positions to expect their opinion to carry more weight, but in a peer-to-peer recognition program, it shouldn't.
Part of the magic of peer to peer recognition is the equality it promotes. When there's a major discrepancy between the value behind the recognition certain members give, the weight behind the recognition they give is perceived to be considerably larger.
Inequal power distribution undermines the peer-to-peer concept. Under an inequal power dynamic, it's no longer a peer-to-peer recognition idea, it's a top-down recognition idea. Participants in a program like this aren't incentivized to make contributions that their peers appreciate — they're incentivized to compete for the favor of their boss.
You can avoid this by ensuring that everyone who participates in the program has an equal ability to show their appreciation, and that appreciation carries the same weight.
3. Boring (or no) rewards
Rewards are a crucial element of any effective peer-to-peer recognition plan. The recognition participants receive is the most impactful element of the program, but without some kind of tangible value attached to the recognition, engagement is likely to plummet.
How do we know that? We tested it.
By their 18th month, companies that chose a non-tangible "kudos" or "pat on the back," with no real-world value as their reward saw participation rates that were 50 percent lower.
Sure, a digital "pat on the back" is probably going to perform better than nothing at all, but it's not going to outperform a peer recognition system with real rewards.
You don't have to break the bank to provide meaningful rewards either. We recently shared a list of low-cost, creative rewards you can use.
The more people that participate, the better. If your peer to peer recognition idea excludes members of your team who would willingly participate, you're missing out on a great opportunity.
Just like each member of your team makes unique and valuable contributions to your organization, each member also provides a unique perspective on the contributions their colleagues make.
Give everyone a chance to participate, whether they're senior executives, or new hires on their first day. Doing this will improve the cohesiveness of your team, and the effectiveness or your recognition program.
5. Mandatory fun
Everyone's idea of fun is different, but the one thing most people can agree on is that mandatory fun isn't.
Forcing people to unwillingly participate in a system, even one that is designed to be enjoyable, is a surefire way to produce poor results and inspire poor engagement. Those who are actively disengaged with can even negatively impact the engagement of others.
A great peer-to-peer recognition idea is one that the team will find irresistible to participate in, but isn't forced into.
How do you come up with one that good?
Feedback is a gift. Learn to accept it — even crave it — and use it constructively to improve your program. The harshest critics of your current program might have only one sticking point, and their point could be valid.
Peer-to-peer recognition is an incredibly impactful engagement tool, but just like any powerful tool, it's important to understand what makes it work and play to its advantages. Take a look at your current peer-to-peer recognition initiative, and make sure you're giving it the best chance for success.