AMAR GAUTAM

About me

Why Peer-To-Peer Recognition Works?

by | Oct 29, 2015

Beyond food, shelter and clothing, most people are motivated by an intense feeling of safety, high sense of belonging and deep feeling of being recognized. These human motivation factors can be summed as the pursuit of self-actualization whether at work or in society. Self-actualization is the foundation for the success of peer to peer recognition strategy – an essential human motivation strategy for workforce loyalty and productivity.

Every organization needs their employees to be happy, loyal and productive. The annual recognition system has failed miserably. We have come to experience that employee recognition when not spontaneous and frequent is not effective. How do we make recognition spontaneous and frequent when modern managers can’t keep track of their teams day to day successes? The answer is simple – give the ownership of recognizing each other to the team.

The objective of peer to peer recognition is achieving an atmosphere of co-operation and mutual respect in the workplace. Therefore, peer-to-peer recognition aims to empower one to motivate their co-workers by giving them frequent, spontaneous and specific recognition. In the peer-to-peer recognition culture, workers now see themselves as an integral part of the workforce motivation process driven by self-actualization and no longer objects of compulsion driven only by survival.

For recognition to be effective, timing is very crucial. It is important to recognize a meriting worker instantly without delay committing everyone to the cause. Who could be a better person to do this but your peers? They are the participants of your every small or big success. Not only the timing, but recognition is also to be frequent too. Managers do not have enough bandwidth to keep up with every achievement on a day to day basis.

A peer-to-peer recognition program will benefit your organization immensely. Picking a good number of workers who have the ability to recognize will increase the frequency and quality of employee recognition. Improved active communication between teammates will build trust, which will impact positively on your organization productively.

The goal of peer-to-peer recognition strategy is to place the management of workforce motivation in the hands of workers to achieve a work environment that breeds workers cooperation, loyalty, and productivity. Achieving such objective will translate to an organization that is goal oriented and people focused.

So why does peer-to-peer recognition work?

Knowing how your fellow workers feel about your contribution makes you feel gratifying and seek ways to do more. When a worker is recognized and is celebrated by all, it inspires other workers to follow suit. Workers develop a natural attitude of loyalty and productivity to give willingly back to the organization that see them more as a respected member of the team and not people only doing what they do for the money. Team members see themselves more as individuals with a common goal to achieve something important for themselves in the organization. It creates the bond among employees and builds healthy communities: the success of peer makes a new sense of belonging in individual workers and help them to bond together in an atmosphere of trust and loyalty.

As the program progresses, and workers see the commitment of the entire organization, it begins to build a strong and dynamic organization where individuals begin to take initiative to think of ways to grow the organization and sustain the success of the peer-to-peer recognition program.

The significance of peer-to-peer recognition as an act of one worker recognizing the efforts of another worker has proved more beneficial for overall workforce motivation with positive benefits for the implementing organization. When as a manager, you understand the important role of your employees in your business and decided to allow such recognition to be acknowledged openly among all workers, the benefits that will bring for your business cannot be measured in money alone.

Therefore, peer recognition is highly recommended for any organization that desires a happy, loyal, and productive workforce.

Written By amargautam

Amar is the Founder & CEO at HyperLinq. He has an engineering degree in computer science. He is married with two sons and a dog. Loves food, cooking, photography, travel, chess.

More Reads