Employees spend more time with peers than managers. So it's no wonder many companies establish peer-to-peer recognition programs in their menu of recognition and incentive options. But are they effective?

Here are principles and ideas to keep in mind for driving your peer-to-peer recognition.

1. Spice up your e-Cards. Online automated recognition systems should provide enough variety and options of electronic cards to express thanks, congratulations, and other social acknowledgments. Keep the graphics updated and fresh and seek feedback for new ideas from senders and recipients.

2. Prevent scratching each other's backs. Have a strong criteria program to stop a tit-for-tat mentality where one person gives or nominates a peer with the intent their buddy will reciprocate. Make sure the guidelines are clear, require supervisory approval and can be easily interpreted to prevent subjective submissions.

3. Limit the value of peer incentives. Peer-to-peer recognition should be focused more on acknowledging contributions rather than rewarding performance. Any point based or monetary recognition over and above a certain dollar or point value amount should have manager approval.

4. Switch from rewards to recognition. Incentives have their place in driving performance. But peer relationships are social and not reward based. Provide opportunities for social reinforcement of peers through staff and shift meetings and give training on skills for giving positive feedback.

5. Blow other people's horns. Work with communications or marketing and capture exemplary examples of fellow employees demonstrating corporate values and service principles. Arrange for these stories to be shared via company intranet, newsletter, or hand-outs by each department or the mailroom.

6. Keep it simple. Peer-to-peer award nomination systems must have easy to complete forms. Create a simple process or checklist and provide employees with samples of completed forms so they know how to submit a nomination properly.

7. Promote savvy use of technology. With the movement towards social and virtual networking encourage peer-to-peer recognition through instant messaging and social networking platforms. Give examples so you educate on effective and best practices.

8. Don't be so formal. Workplaces are becoming less formal in structure and function. Companies must focus more on informal and everyday recognition to be effective. And, even with clear guidelines, the nomination process can be informal (i.e., verbal or e-mail to supervisors).

9. Peers are part of the mix. Remember to keep a holistic recognition strategy and not to put all your eggs in one recognition basket. Social science research still shows supervisory or manager feedback and recognition is perceived higher than peer-to-peer recognition.

10. Ask your peers. Solutions for creating more effective peer-to-peer recognition programs and practices are right beside you. Ask your colleagues what they would suggest and submit these ideas to your recognition and rewards manager or specialist for consideration.

INCENTIVE online columnist Roy Saunderson, author of Giving the Real Recognition Way is President of Recognition Management Institute (www.realrecognition.com) which consults with companies on improving employee motivation leading to increased productivity and profits. He can be reached at RoySaunderson@realrecognition.com. This page is protected by Copyright laws. Do Not Copy