1. Launching an employee recognition program in a week is possible with careful planning, a strong project team, and a flexible recognition platform.
2. Key steps include forming a project team, defining program objectives, selecting a recognition platform, creating a communication strategy, and conducting training and a dry run before the launch.
3. Post-launch, it is essential to maintain ongoing communication, monitor participation, assist users, gather feedback, and make necessary adjustments to ensure the program’s success.
4. A well-executed quick launch can deliver significant results and employee engagement if appropriately managed.
Usually, developing and launching an effective employee recognition program takes a reasonable amount of time to ensure its success. However, many times, organizations might need to speed up the launch process due to various reasons. Is it possible to launch an employee recognition program in a week? Let’s take a look.
There are scenarios when organizations need to launch a critical initiative in a very short period.
It usually leaves very little time for proper planning and execution.
However, it will still be expected that the program delivers the desired results and return on investment.
The good news is that, with proper planning, resources, and execution, an organization can launch an employee recognition program in a week.
However, the team should consider key aspects and take critical steps.
One of the most critical steps is deciding on the employee recognition platform before the program’s launch.
The organization has to ensure that the employee recognition platform they choose should have the features required to implement the recognition program that is being envisioned.
The platform should be easily configurable to enable quick implementation and flexible enough to allow changes in the policy at a later date.
The organization should do a quick research on the different recognition platforms and organize demos of the shortlisted ones before finalizing the best platform.
Before launching the program, the organization should complete the shortlisting, selecting, and onboarding the employee recognition platform provider.
The first critical task for a quick launch is to set up a strong team for the project. The project team should have strong leadership skills and domain knowledge required for designing such a program.
Having members from HR and other functions, such as marketing, operations, and IT, is a good idea.
The management should empower the team to make quick decisions and command the necessary resources without too many approvals.
The project team needs to quickly understand the key objectives of the employee recognition program from the project sponsor.
They also need to consult the key stakeholders to understand their expectations of the program’s results.
The team should get a clear understanding of the short-term and long-term goals of the program.
Additionally, they must consider the workforce’s expectations from such a program.
For this purpose, they might need to conduct short meetings and group discussions and study past data on similar initiatives.
Keeping the program objectives in mind, the project team should work on creating the recognition policy framework.
The team must study the organization’s current policies, performance, and industry best practices for this.
The policy framework should be comprehensive enough to cover different aspects of the employee performance, behavior, and core values of the organization.
At the same time, the criteria for each form of recognition should be straightforward for anyone to understand.
With the policy framework finalized, the team should work together with the employee recognition platform provider to come up with a fast-tracked but feasible implementation plan.
They need to work on a phase-wise implementation plan that involves rolling out the first forms of recognition, such as spot awards and peer-to-peer recognition.
These forms are relatively more straightforward to implement, cover a broad workforce segment, and generate high visibility.
Planned recognition, such as quarterly and annual awards, can be rolled out after the initial launch.
The launch plan should not only include the technical implementation of the program but also the communication, user training, and the actual launch plan.
These are other essential aspects of the employee recognition program’s launch process.
The project team should create a detailed checklist of tasks and points to be covered before launch and use it to monitor and drive the entire project.
With the policy and platform finalized, it is time to communicate about the program to the employees.
The launch campaign can start with a teaser communication. The frequency and level of details of the communication should increase closer to the actual launch event.
They should leverage internal communication teams for program branding and communication.
The team must communicate about the program using online platforms within the organization, such as email, intranet, Teams/ Slack, etc., and offline platforms, such as LED displays and posters/ standees.
The project team needs to involve key program users, such as members of the HR and Admin teams and even line managers, in the launch process.
Key users should be trained and made familiar with the policy, the platform, and the process as early as possible.
Creating a user guide and FAQs covering all the program’s key aspects might be a good idea.
The key users must understand the employee recognition platform before the program launch.
The team should get the key users to do a dry run of actual recognition processes using the platform.
They should do this in close coordination with the platform provider to ensure quick issue resolution and clarification of doubts.
The project team also needs to ensure that the preparations for the launch event are in place.
The communication of the launch event to the employees should be done as early as possible to avoid any conflict in schedule.
They need to rope in members of the senior management as part of the launch event, so they need to be invited as soon as the event is planned.
Logistics and event management should be organized if the launch event is offline.
The team needs to plan and execute the launch event, whether offline or online, seamlessly.
Offline events could be in the form of town halls or all-employee meetings. Though more impactful, these events might be more challenging to organize in such a short period.
Online launch events such as webcasts, video conferences, or even emails from the CEO might be logistically less challenging, but they still require good planning and execution.
The project team should take help from the internal communication team to make them more effective.
The team should ensure that senior management is involved in the launch event and that there is maximum participation from workforce members.
A multi-national recruitment and staffing company is leveraging the HiFives platform to run its employee rewards and recognition program for its workforce. The program covers peer-to-peer recognition, spot awards, quarterly awards and celebration of employee birthdays and work anniversaries.
The entire program was set up and launched in 4 days. The HiFives team worked closely with the client, defining the R&R policies and configuring the platform in parallel. Pre-defined templates, checklists and other project resources were utilized to set up the program quickly. Built-in single sign-on integration with Google Workspace was also leveraged.A multi-national recruitment and staffing company is leveraging the HiFives platform to run its employee rewards and recognition program for its workforce. The program covers peer-to-peer recognition, spot awards, quarterly awards and celebration of employee birthdays and work anniversaries.
The entire program was set up and launched in 4 days. The HiFives team worked closely with the client, defining the R&R policies and configuring the platform in parallel. Pre-defined templates, checklists and other project resources were utilized to set up the program quickly. Built-in single sign-on integration with Google Workspace was also leveraged.
Launching the program is only the job half done.
The team needs to close several other activities post-launch to ensure maximum participation and impact of the program.
These activities should continue for several days and even weeks after the actual launch:
Regular communication about the program, its initial impact, and other details is essential to drive up the participation rate among the employees.
The team should monitor key metrics like logins to the platform, number of recognitions, likes, comments, etc.
This can help them track employee participation in the program over the first few weeks of the launch.
The team should create a mechanism to address user queries and assist them in navigating through the platform.
The internal team or the platform provider should create user navigation guides and FAQs and run an employee helpdesk.
Getting feedback from employees about what is working well and what is not is critical to making the necessary changes to the program.
Quick surveys and floor meetings can help in achieving this.
The team should look at modifications in the policy and the platform.
This should be based on the feedback and inputs received from the employees and the initial impact of the program.
To launch an employee recognition program in a week is no easy feat to achieve. However, with the right kind of team, planning, and execution, it can be made possible while also setting it up for success.
Lead author: Sagar Chaudhuri, the Co-Founder and CEO of HiFives. He is an HR Tech Evangelist with over 25 years of corporate and entrepreneurship experience. In the past, Sagar has worked in leadership roles with companies such as Genpact, Infosys, and ICICI Bank. He has an engineering degree from IIT Kharagpur and an MBA from IIM Lucknow. Connect on LinkedIn
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