Peer Recognition – putting it all together

With the increasing influence of social media in our lives, it has become imperative that corporates give more than a lip service to peer recognition. The earliest form of peer-to –peer recognition is the ‘Thank You’ note that a colleague can pin on to your dashboard. In the digital world, the ‘Thank You’ notes have been replaced by ‘Thank You’ e-Cards.
Peer-to-peer recognition, also known as 360 degree recognition was thought of as a harmless and costless way of motivating employees, till a few progressive organizations started taking this to the next level. They started inviting nominations for awards from peers, not just managers. Practically, anyone in the organization could nominate anyone. However, this started leading to malpractices of ‘I scratch your back, you scratch mine’ or gaming the system. This is precisely the number one reason why most organizations have stayed away from any serious peer-to-peer recognition keeping in mind the philosophy ‘the manager knows best’. Again, a few progressive organizations have taken the lead to bring in manager or HR moderation to remove any such bias. Smart recognition systems might have built-in rules to detect and prevent such ‘games’ and ‘biases’.
Peer recognition or peer based recognition is here to stay because in today’s corporate world, employees work with their colleagues in their own teams or across different teams much more than they work with their own reporting managers. In many cases, employee might work out of remote locations such as client sites or the field. They might not even meet or interact with their managers on a regular basis. So, peers are most often the best source of getting feedback about the employee’s performance on the job and to recognize the same!

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