There are several common pitfalls to keep in mind when planning and launching a reward and recognition programme.
One-size-fits-all rewards that don’t reflect employee needs
Giving one type of reward across the board might seem easier to manage, but it reduces personal relevance and impact. Offering choice empowers employees to choose what matters to them.
This is especially important for global teams, where cultural preferences and relevance matters. Broad catalogues with global choice, like Perkbox’s, are a simple way to offer flexibility.
Inconsistent or biased recognition practices
When it comes to reward and recognition, any inconsistency or unfairness can hugely impact trust.
Clear criteria for your programme and empowered managers will help maintain fair and consistent recognition. And if you are worried about any imbalances, check your platform reporting to spot any concerns and resolve them before they affect morale.
Focusing only on “star performers” instead of everyday wins
It’s easy to fall into the habit of focusing on big successes – the ones that relate to key performance objectives. Those should be rewarded, but you run the risk of unintentionally demotivating your wider team if you ignore the everyday wins.
Recognising behaviours (and not just outcomes) helps balance the day-to-day with big reward moments.
Treating recognition as a one-off initiative, not culture
Recognition makes a meaningful difference to workplaces when embedded in the workplace culture.
One-off campaigns can generate excitement, but if it isn’t supported with ongoing visibility, support and budget, it’ll drop off the radar. It should be at the centre of how your organisation works: included in meetings, team rituals, and part of employees’ everyday tools.
