Employee of The Month Programs: Do They Work or Just
Encourage Jealousy?
Before analyzing the merits of the employee of the month programs, it helps to understand the history behind these popular morale-boosting workplace initiatives. The concept became mainstream in corporate America in the 1980s when the national restaurant chain Pizza Hut launched one of the earliest and most well-known programs.
The goals matched the benefits above – motivating staff, improving satisfaction, and boosting productivity. Workplace experts credit several factors that fueled the rapid national adoption at companies over the following decades:
1. The programs provided a structured way for managers to single out top talent.
2. The public recognition was initially less common, so employees valued the attention.
3. The job market experienced more stability, so staff stayed at companies longer and cared about internal rewards.
4. The plaque or trophy served as a status symbol around the office for the month.
The Potential Benefits of Employee of the Month Programs
Fast forward to today, and many organizations across industries still incorporate these programs. The premise seems simple enough - recognize an outstanding employee monthly to boost morale and productivity. In theory, these programs offer several benefits:
1. They can motivate employees to work harder to receive the honor and accompanying rewards, like a gift card or plaque. This may lead to a more productive workforce overall.
2. Public recognition helps employees feel valued and appreciated for their efforts. This positive feedback can improve job satisfaction.
3. Friendly monthly competitions between coworkers may encourage collaboration as employees try to demonstrate their value.
However, many experts question if these expected advantages truly come to fruition or if the programs inadvertently cause more harm than good.
Potential Drawbacks of Singling Out Individual Employees
Though well-intended, there are several notable downsides of employee-of-the-month programs to consider:
1. Employees may perceive the programs as unfair if the same individuals win repeatedly while equally deserving coworkers get overlooked.
2. Winners risk facing resentment or envy from their peers. One “teacher’s pet” employee per month can damage workplace relationships and team cohesion.
3. Employees may become more focused on individual metrics and less willing to help struggling coworkers at the expense of their nomination chances.
4. Morale may suffer if employees see the repetitive winners as receiving favoritism rather than earning the honors based on merit.
Signs It May Be Time to Reconsider the Program
How can leadership determine if an existing employee of the month program warrants reevaluation or elimination? Signs may include:
1. Declining participation, such as fewer nominations submitted over time.
2. An uptick in counterproductive work behavior, like sabotaging team members’ success.
3. Lack of correlation between monthly winners and productivity gains.
4. High achievers refuse nominations to avoid aftermath with coworkers.
5. Survey or exit interview feedback indicating dissatisfaction with the recognition process.
Alternatives to Consider
Given the mixed reviews on these programs, what are some alternative options leaders can consider?
1. Trophies that reward an entire team or department for collaborative achievements may encourage less competition and more employee cooperation.
2. Spot bonuses that reward an employee’s recent accomplishment can offer recognition without the month-long competition.
3. Peer-to-peer recognition programs empower employees to acknowledge coworkers for behaviors that embody company values. This democratizes praise.
4. Regular check-ins allow managers to offer positive feedback and gratitude to employees one-on-one. No winners and losers are necessary.
Weighing the Pros and Cons
As with any workplace initiative, there are no definitive rights and wrongs when evaluating employee of the month programs – the suitability depends heavily on each organization’s culture and values. Business leaders should carefully assess their motivations, benchmark success metrics beyond productivity like engagement and retention rates, and continuously evaluate program feedback before determining if notoriously spotlighting individuals merits the risks. Proceed with caution and customize appropriately; these programs may offer more potential gain than jealousy.
At EDCO Awards & Specialties, they craft various custom trophies to help organizations recognize team and individual excellence. Enjoy unlimited free engraving and fast shipping on all their plaque and trophy designs. Let their artisans help commemorate everything from Employee of the Month to sales achievements, retirements, anniversaries, and more.
