You may have heard about peer-to-peer recognition from a colleague or saw it mentioned on Twitter, but you do know what it is or how it works?

No worries! We’ve just posted our fourth white paper in our Recognition Resource Center all about peer-to-peer recognition!

"The White Paper That Clears Up Gray Areas About Peer-to-Peer Recognition” answers the questions:
                    1. What is peer-to-peer recognition?
                    2. What are the benefits of peer-to-peer recognition?
                    3. How can you make peer-to-peer recognition work?

Visit Baudville’s Recognition Resource Center to download your free copy of this paper plus three others focused on day-to-day recognition, non-cash recognition and generational recognition.

Happy reading!

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation.

With so many tools available to us for communication, it should be surprising that so many companies claim a lack of communication as one of their biggest issues. But everywhere I’ve worked, it has been at different times, and for different reasons.

As I’ve mentioned, I have a background using recognition as a motivation strategy, and have worked in environments where recognition was part of the culture. So, when I started at Baudville it wasn’t a new concept to me. But as I started to really immerse myself in the theories, I had a revelation of sorts: recognition at its core is really just about communication.

At Baudville, one of the ways we strive to improve communication is by defining who we are, what we stand for, and what we consider to be the most valuable traits and behaviors for our staff to exhibit. We call these our core values, and we broadcast them to all staff through a variety of different communication vehicles. Then we recognize when we see them in action. It’s through recognition of ourselves and others that we all understand what we need to do to be successful.

Here’s an example: I pretty much need a meeting scheduled at 8:00 a.m. (with donuts) to make it to work on time. But my managers let it slide because I perform, and often stay late, when I get here. “Perform” happens to be one of our core values, but “punctual” is not. Thank goodness.

I know what’s expected of me because it’s clearly defined. That’s communication. If being punctual were important to my managers, I’d do it. I’d not only get to keep my job, but I would probably receive accolades for doing it. That’s reinforcement of expectations through recognition.

If you want to improve communication in your organization, creating a recognition program around your core values or company mission statement can be your first step. We know that defined expectations are just one facet of good communication, and that recognition on its own will not create or repair communication in your organization; but it will help you send clear messages to your staff and foster a more open dialogue among individuals, peers, and managers. I’d say that’s a pretty good start!

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Allison is Baudville’s one (and only) Copywriter. She’s been writing for a variety of media for more than eight years, so if she tells you she has been there and done that, she probably has. Before embarking on a career in writing, Allison worked as a department manager where she used Baudville products to motivate her team. She’s what we call a true believer! 

You don’t have to analyze a study on motivational theory to understand some basic principles.  Namely, people respond positively when they are acknowledged and appreciated for their efforts.  This is not limited to the workplace, but in every aspect of the human condition—from raising children to greeting strangers.

So if everyone “knows” the importance of frequent, meaningful expressions of gratitude and praise, why don’t we practice it all the time?

Herein lies the mysterious chasm between a person’s knowledge and their actual behavior.

Take this example: who amongst us doesn’t know the importance of regular exercise and physical activity, eating healthy foods of the correct portion size, and avoiding harmful substances like tobacco?

Now—how many of us actual achieve the full execution of this knowledge, or even a significant percentage?  There would be no rising healthcare costs, and everyone would look like athletes!

What causes some of us to succeed while others fail?  Typically, the secret ingredient is having a coach or mentor.  Every athlete, from grade school to professional sports player, has a coach.  This person provides encouragement and guidance.

Keep this analogy in mind as you work to increase day-to-day recognition behaviors, either personally or in your organization.  Since none of us can realistically have a recognition coach by our side, think of Baudville as the next best thing!

Have you seen our new Recognition Binder System?  It literally is a coach that sits on your desk.  The tabbed dividers are filled with easy to follow (and easy to implement!) tools and ideas for frequent, consistent, immediate, and relevant daily recognition in your workplace.

Allison mentions one of the tools (the IOU Coupons) in her blog post below.

Just like any developing “athlete,” continued practice makes perfect.  Unlike diet and exercise, however, maintaining day-to-day recognition really can be easy!

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On the surface, Kurt is Baudville’s mild-mannered Director of Sales, but when it comes to recognition, he quickly turns into the dashing Director of Positive Mojo. Using his powers as a Certified Recognition Professional, Kurt infuses his team with recognition knowledge and experience, while encouraging them to practice daily recognition with his energetic and creative flair. We’re pretty sure there’s a cape hanging from the back of his door. 

I’ve written before about how past companies that I’ve worked for didn’t practice employee recognition. At my previous employer, the culture was such that it was hard to imagine them ever doing it. Former coworkers that I talked with about this new job actually thought it was a bit strange. Their attitude seemed to be that it was a nice idea, but not for us. Not for you, really? You’re so confident and content that you don’t need a pat on the back once in awhile? I didn’t buy it then, and I’m not buying it now.

What’s funny is that they were so quick to write off recognition. Maybe they were harkening back to the late 1990’s, when corporate corridors were lined with motivational posters that implored you to soar to new heights, but gave nothing in return. (Remember those?) Partnered with stilted award ceremonies, they garnered more cynicism than inspiration. But recognition doesn’t have to be exaggerated or contrived; in fact, it has the potential to be really effective if it’s not.

If you want to build a recognition program, remember that there is no prescription for how it is carried out—you are at liberty to write the rules and you can make it anything you want.

Think about your company culture. It’s often upper management that forms that culture and the people who stay there long term become an influential part of it as well. It’s up to those players to create a program that they’re comfortable with that’s in tune with the company’s vibe. Don’t like flowery cards? Don’t use them. Can’t imagine ever giving a trophy? Then trophies aren’t part of your program. The core of a recognition program is recognition itself—and that can take many different forms.

We took this to heart when we started developing our latest products. As a result, there is *literally* something for everyone. Within each product category there is a range from traditional to contemporary, simple to elaborate, cheeky to sincere. We’ve also taken the conventional recognition items like trophies and certificates and turned them on their heads (so to speak). So, if you’re thinking recognition has to be serious and formal, you might want to take a second look:

Daily Recognition Paper Trophies            Everyday Certificate Pads          Peel-and-Stick Recognition Notes

Recognition, whatever its form, is vital to maintaining a happy, satisfied, and productive workforce. Find something that works for your organization and go out there and do it!