A job well done deserves recognition. Not only because it is only fair to do so, but also because we all like to know that our talent, effort and professional competence do not go unnoticed. It doesn’t matter whether we are battle-hardened, seasoned professionals, or newcomers to the world of work; that pat on the back is important for any professional’s self-esteem and motivation. Especially when that pat on the back comes from someone who truly understands the difficulties and complexity of our work: our own colleagues. This is Peer-to-Peer Recognition.
What is Peer-to-Peer Recognition?
This type of acknowledgement is unique and different from other forms of recognition because instead of coming from superiors (the usual way of rewarding individual performance within a company), this modality is based on horizontal feedback, that is, it is given to you by people who fully understand the nature of your work, because they do it themselves. Whether this acknowledgement refers to a specific job, task or project, or to a general approach, attitude or performance, the important thing is that it comes directly from a colleague.
Why is Peer-to-Peer Recognition important for workers and companies?
Peer-to-Peer Recognition brings numerous benefits to both companies and workers. Here are some of the main ones:
For workers:
- Increases motivation and satisfaction. Feeling valued by one’s peers is a powerful source of motivation for any worker. It shows them that the effort they make has a positive and visible impact on their immediate professional environment.
- Improves interpersonal relationships. This type of peer-to-peer interaction helps build personal relationships between peers, brings team members closer together and stimulates mutual respect and understanding.
- Increases a sense of belonging. It lays the foundations for creating an inclusive work environment, in which people find a space for personal and professional growth and are valued by their peers.
For companies:
- Increases productivity. A company in which individual efforts are recognised and rewarded is a healthy, committed company. It sets it on course to achieve a high level of productivity.
- Improves the work climate. Peer-to-peer recognition schemes generate a positive impact on the group, favour a good working environment and help to reduce absenteeism and turnover rates.
- Encourages teamwork and collaboration. By strengthening relationships between team members, collaborative dynamics are improved and the entire group becomes more efficient.
- Strengthens team cohesion. Peer-to-peer recognition contributes to the creation of strong, unified teams working in one common direction.
- Improves the employer brand. The healthy internal climate of a company which has come from peer-to-peer recognition is also projected externally. This can be a major factor in attracting new talent.
- A way to spot “hidden” talents. Fellow employees are the best judges of other workers’ expertise. They are also those who witness contributions made over and above any official duties. Peer-to- peer recognition can identify those informal leaders who often go unnoticed by management precisely because they are not in a position of responsibility.
The HR issues it resolves
All the advantages discussed above are indicative of the fact that Peer-to-Peer Recognition is a powerful tool for a company’s HR department. It is an instrument that can help resolve a host of common people management problems, including:
- Low Employee Morale. Morale has an enormous influence on a company’s performance. A motivated team performs much better than one with low morale, even if it has less manpower or resources. Peer-to-Peer Recognition boosts people’s motivation.
- Disengagement with the project. Similarly, another “productivity killer” is a feeling of disconnection with the project. If employees do not see the point in their work, do not feel part of the team and the company project, their performance will suffer. Recognition is one way to get staff to find not only themselves again, but also meaning in their work.
- Feedback shortcomings. A common problem in companies is the absence of a real feedback culture, either because it is poorly done or because it simply does not exist. But the feedback that employees receive from their superiors and colleagues is the main source of information available to them to find out if they are doing their job well. That said, this feedback must be based on active listening, recognition of achievements and the idea of ongoing progress.
Peer-to-Peer Recognition – from idea to programme
Peer-to-Peer Recognition can therefore be a great way to boost business performance and employee satisfaction. The problem is that such peer-to-peer interactions, when they do occur, tend to happen spontaneously among colleagues, without company intervention. This can lead to two problems:
- It is far from common practice, so when it does occur it does so in isolation and with limited impact.
- The company is not involved in the action. This means that it has no control over its possible effects, cannot make suggestions to optimise its impact or align it with the organisation’s objectives and culture.
The question now becomes: What if these isolated, spontaneous expressions from one employee to another could be systematised into a standardised, organisationally-sponsored programme? A programme which not only makes it easier for colleagues to value and celebrate each other’s contributions, but also provides guidance on the best way to do this and helps increase visibility of these celebrations throughout the organisation?
Luckily, there does exist a way to systematise this powerful tool for cohesion, alignment with business objectives and improved employee satisfaction. This solution lies in a Peer-to-Peer Recognition programme.
What is a Peer-to-Peer Recognition programme?
A Peer-to-Peer Recognition programme or scheme is a tool specifically designed for employees to publicly acknowledge contributions made by their colleagues to the rest of the team or company. These are structured programmes that provide guidelines for making such acknowledgements in a manner that is timely, appropriate and well-publicised. Additionally, they also facilitate and encourage this type of practice and create a culture of recognition within the organisation.
Peer-to-Peer programmes in companies today
Today, an increasing number of companies (of all sizes and from all sectors) are beginning to incorporate Peer-to-Peer Recognition programmes into their HR policies. Such schemes include rewards and incentives, acknowledgements, points systems, public praise and recognition, rankings, award nominations and more. The different measures can be carried out physically, through face-to-face events of varying degrees of formality; or digitally, using, for example, the company’s internal communication channels, such as the employee portal, newsletters or social networks (open, as in the case of LinkedIn or closed, as in a corporate network).
Today, one of the fastest growing formulas for digital recognition are platforms and apps that incorporate Peer-to-Peer Recognition functionalities. Vip District’s VIP Awards is an example of this. The platform connects talent between colleagues through peer-to-peer recognition and makes it easy for employees to award points and send messages giving positive feedback to colleagues at any location or office. With an easy-to-use interface and a scoring system that encourages healthy competition, the platform allows for fresh, relatable language, emojis and other resources that are fun and inspiring for the entire workforce.
Peer-to-Peer Recognition Programme Examples
Many major companies have already incorporated this type of programme into their business dynamics.
- Zappos. The American shoe company has a Peer-to-Peer Recognition programme that includes various measures which stand out for their originality. For example, the “Master of WOW Parking”, where an employee can give away a covered parking space to another colleague (very much appreciated in a company based in Las Vegas).
- Cisco. The tech company has created a Peer-to-Peer Recognition system called Connected Cisco Gateway Recognition. The programme allows colleagues to acknowledge each other either on a daily basis for living by and staying true to Cisco’s values or on a more ad hoc basis for specific, noteworthy achievements.
Peer-to-Peer Recognition really can be a powerful culture-transforming tool for a company. It can be the glue which turns it into a more cohesive, collaborative and productive place to work and feel part of.
