Recognition Program Development
In order to make recognition a key part of any organization a strategic plan must be developed. This plan should include a program goal, objectives, and evaluation criteria.  Most importantly however, the program needs to be supported and reinforced by management. Since managers have the most effect on employees attitudes and beliefs they must be fully vested in the program. It is best to develop the program with the help of management.

Recognition Program Must-Haves
Measurable Goals – Define the goals of the recognition program in measurable terms. Start by identifying what needs to change in the organization, then figure out a way to measure that change. Use this information as a basis to write each goal. Be sure to specify a time frame in which the goal should be accomplished. Some examples of measurable goals are:

• Increase in sales in a product category by 20% in 24 months.
• Reduce workplace injuries by 5% over the next 12 months.
• Reduce customer complaints to 2% over the next 24 months.

Evaluation Criteria – Build in ways to evaluate the overall success or failure of the program. Success is measured with the accomplishment of each individual goal and the breadth of change to organizational culture.
Meaningful and Symbolic Awards – Develop a reward structure that includes meaningful and symbolic awards. Awards should be personally meaningful to the recipient. Employees will respond best to awards that represent their personality, hobbies, and interests.  Awards should also symbolize the accomplishment in some way.