Recognition programs: start small, then build big.

The best recognition efforts start small and build. Take, for example, the "Reward of Excellence" program currently used at Herbalife, the health and nutrition company based in Los Angeles. The distributor services department wanted to increase the amount of recognition in the department and to find a way for employees to better recognize one another as well. Department managers looked at various incentive suppliers, called references and finally selected The Bill Sims Co. to help launch a recognition program.

The program used two-part "WOW!" cards to provide employees the ability to jot a thank-you or praise note to any other employee for service, teamwork, etc. One part went to the employee and the second part went into a recognition box that was reviewed monthly by six volunteer members of a recognition committee (two from each department).

The committee selected the most stellar example from the cards each month. which was then posted on a "WOW!" bulletin board. The person selected is given extra points toward merchandise purchases as well as extra tickets for a cruise drawing held at the end of six months. All honorees are also automatically submitted to the company's "All Star" program for additional recognition and visibility.

To give the program the best chances for success, the department started it with a trial period of three months over which time management collected feedback and suggestions from employees to make the program best fit needs and preferences.

Besides achieving the original goal of increased recognition, the company found other benefits emerged as well. Ana Franklin, senior manager of the order support department identified three such benefits: 1) The program has helped employees set more specific goals--and has provided systematic tracking and acknowledgment of results against those goals; 2) The program costs less money than the company had previously been spending, although it has had a longer term, more motivational impact on employees, replacing what had previously been a "hit-and-miss" approach to recognition (occasional distribution of gas cards and gift certificates by managers); and, 3) Employees can now include their families in selecting merchandise they are working to earn, providing an added motivational incentive for everyone involved!

Once the program was successful, it was easy to leverage it to other departments through the help and coordination of the human resources department, and several other department even specifically asked to be included. The word of-mouth excitement of participants helped launch a successful program and was much more persuasive than any number of corporate policies or announcements by management.

Herbalife managers found that care in how they launched their recognition program helped to ensure its success.

Bob Nelson, Ph.D, is president of Nelson Motivation Inc., San Diego, Calif., and author of numerous books on motivating and energizing employees. E-mail: [e-mail]. Website: www.nelson-motivation.com.