1 Assess your current programs

Before you design or implement any recognition programs, you need to assess your current ones. Are they aligned with your organizational values, goals, and culture? Are they fair, transparent, and consistent? Do they reflect the diversity of your workforce and customers? Do they allow for flexibility and customization? Do they solicit feedback and input from employees and managers? Conduct surveys, interviews, focus groups, or audits to evaluate the strengths and weaknesses of your existing programs and identify any gaps or issues.

2 Involve your employees

One of the best ways to ensure that your recognition programs are inclusive is to involve your employees in the process. Ask them what types of recognition they value, how they like to receive it, and when they expect it. Consider their individual preferences, such as public or private, formal or informal, monetary or non-monetary, peer-to-peer or manager-to-employee, etc. Also, seek their opinions on how to improve or innovate your recognition programs and encourage them to share their best practices and success stories. By involving your employees, you can create a sense of ownership, engagement, and belonging.

3 Diversify your recognition options

Another way to ensure that your recognition programs are inclusive is to diversify your recognition options. Don't rely on one-size-fits-all or cookie-cutter approaches that may not suit everyone's needs, preferences, or contributions. Instead, offer a variety of recognition options that cater to different situations, levels, roles, and achievements. For example, you can have formal recognition programs, such as awards, bonuses, or promotions, for outstanding performance or milestones. You can also have informal recognition programs, such as thank-you notes, shout-outs, or recognition cards, for everyday efforts or behaviors. Additionally, you can have social recognition programs, such as peer nominations, team celebrations, or recognition platforms, for fostering collaboration and camaraderie.

4 Educate your managers

A key factor in ensuring that your recognition programs are inclusive is to educate your managers. Managers play a crucial role in delivering recognition to their employees and setting the tone for the recognition culture. Therefore, you need to train your managers on how to recognize their employees effectively, appropriately, and inclusively. Teach them the benefits and best practices of recognition, the dos and don'ts of recognition, and the tools and resources available for recognition. Also, coach them on how to avoid common pitfalls of recognition, such as bias, favoritism, inconsistency, or insincerity.

5 Monitor and measure your programs

Finally, you need to monitor and measure your recognition programs to ensure that they are inclusive and impactful. You can use various methods and metrics to track and evaluate your recognition programs, such as feedback surveys, recognition data, employee engagement scores, retention rates, performance indicators, or customer satisfaction ratings. By monitoring and measuring your programs, you can identify what works and what doesn't, what needs to be improved or changed, and what impact recognition has on your employees and your organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?