A key to a successful recognition program is a clear understanding of what behaviors you are recognizing. Create a list for managers and employees of reasons to recognize, communicate it openly, and your recognition program will be a success! 

Last month, I started a new series to share with you all the fun ways our Baudvillians use their hi5 Imagine the Possibilities™ Award Cards for their service anniversary gifts. If you missed that post, it features me! and you can find it here. At Baudville, we celebrate all anniversaries, not just the milestone ones like 5- and 10-years. That means everyone gets a chance to be rewarded for their loyal service, not just the veterans!

I was chatting with an old friend the other day, and he looked at me seriously and said, "Allison, I have to tell you about this embarrassing thing that's happening at work!" I'm not sure exactly what kind of emotional torture I imagined was going on, but as he revealed it, all I could do was laugh.

It's goal-setting time. Whether personal or professional, we tend to take this time at the beginning of the calendar year to reflect on the past and improve for the future. As an HR Professional, the world in which you work is ever-changing and evolving. It feels like the past two years have brought about even more change – technology is more prevalent in the workplace, recruiting has completely changed, and the new “Millennial” workforce has different goals, wants, and needs... not to mention those "small changes" made to benefits and healthcare in 2014 – and you're right in the middle of it!!

Have no fear! Over the next few weeks, we’ll walk you through the top HR Goals and Resolutions for 2015. We’ll even help you tackle a plan to make your resolutions realized and your goals guaranteed. Subscribe to the Baudville blog to make sure you don’t miss a great article or free download! (Subscribe in the fancy box at the bottom of this page with the big, red SUBSCRIBE button.)

One of the greatest challenges any recognition program faces is maintaining momentum after the newness of the program wears off. It’s typical for a recognition program to start off strong, with lots of employee participation and support, and slowly fade into obscurity.

Maintaining a recognition program takes effort and constant monitoring. In fact, a best practice for recognition programs is change and flexibility. As the architect or caregiver of your organization’s recognition program, you need to be frequently reviewing your program and making the necessary tweaks and adjustments to keep it running like a well oiled machine.