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What Are The Benefits Of Implementing The Employee Of The Month Program?


Whether you form of recognition involves a paltry pat on the back, a picture on the wall of fame or a note from the CEO, you need to appreciate your employees’ input. The employee of the month recognition goes a long way in proving to your employees how much the company values their unwavering loyalty and contribution towards its success.


If you hope to devise an effective criterion for identifying the employee of the year, consider implementing the net promoter score also known as employee NPS. It gauges your employee’s willingness to play the company ambassador’s role. Some of the benefits a business reaps from implementing such a program include:


  1. Boosting their confidence

A little pat on the shoulder or hoisting the employee’s picture up the hall of fame goes a long way toward boosting the employee confidence. It shows to them that they aren’t just doing something right but that they are also in the right direction.


Appreciating them for their input on overall performance or outstanding performance on a particular project has a significant impact on their confidence. Most importantly, this appreciation helps eliminate any shadows of doubt an employee may have with regards to whether they are on a sound footing with the employer.


  1. Promotes healthy competition in the company

The employee of the month recognition, whether accompanied by check or not is an incentive in its own right. Like any other incentive, it helps build a healthy competition within the company as every employee hopes to fall within the employer’s crosshairs and gain the coveted recognition. The program also works best if the appreciation is accompanied by another incentive like special treatment or monetary reward.


  1. Promotes productivity

The employee of the month program can also be used to boost productivity within all the company’s divisions. You only have to tweak the recognition criteria and have it biased towards recognizing best-performing employees.


This prompts employees to put in more effort in all their undertakings in a bid to emerge top in the company. In larger organizations with several divisions or separate business fronts, a productivity boost oriented program works best when you implement an employee of the month recognition for every division or production line.


  1. Reduces employee turnover

In most instances, employees cite lack of appreciation as one of the primary reasons they left or plan to leave their current positions. You can, therefore, avert high employee turnover rates within your organization by implementing programs that prove to employees how much value you attach to their contributions within the workplace.


Note that while a monetary reward can prove quite effective, you don’t always have to attach value to appreciation. Simple but genuine gestures such as a note from the employer or the company’s chief executive to the employee or their family hailing his contributions to the company and key role they play in the team is equally effective.


  1. Improves employees overall rating

While you aren’t prepping your employees for greener pastures or encouraging them to leave, the employee of the month award in the form of a note or a certification comes handy in boosting their CV. Most employees will recognize this selfless act and end up endearing themselves to you and solidifying their loyalty to your company instead of searching for more rewarding positions. You, therefore, don’t have to worry about a better CV rating tempting them to leave.


Bottom line

If well implemented, the employee of the month appreciation program can go a long way in benefiting both the employee and the employer. For instance, it helps the employee gain more proficiency in their role, earn more commission as a result of improved productivity, and even score higher on their CV rating once the program’s light shines their way. On the other hand, the employer reaps all the benefits associated with more productive employees and in some cases, the intangible benefits of employee loyalty and devotion to the company.


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Investing In Your Future: Asking For A Promotion

If you want to move forward with career plans, there are few things as important as having the nerve to ask for a promotion. How you decide to take this important step is critical. Whether you hire an executive business coach to help you move ahead in your career or you do your own research, taking control of your life and career takes courage.


Do Your Research and Get Prepared

Being prepared for an important conversation is always recommended. The information you need is already available. Most professionals recommend asking some specific questions about how other people got ahead. This is a smart way to get ready to ask for a promotion.

Once you have completed your research, it is time to put a plan of action together. Writing down your accomplishments and the reasons why you deserve a promotion into management represents a smart way to approach this task. Be sure to use quantifiable metrics to support your claims whenever you can. Stay away from vague and subjective language since that can weaken your case.

Since management is about problem solving, coming up with a list of problems you have solved is a logical way to remind yourself of past achievements. Compiling a one to two page fact sheet is recommended.

Get some feedback from trusted colleagues about whether they think you are ready for the position. Finding coworkers you trust to discuss this with will help you get prepared for this “all important” conversation.

Forbes suggests taking on added responsibilities to pave the way for asking for a promotion. That will help your case.


Carefully Decide on the Timing of Your Promotion Request

The adage that “timing is everything” are words that certainly apply to any discussion where one party is trying to win over the other party. Inc. recommends not jumping the gun when you ask for a promotion. It is important that you have had time to prove yourself in the position you’re in before asking for a promotion.

The worst case scenario would be to seek a promotion before you could boast about achievements in your current position. Not only would you lose credibility, you might harm your chances for future opportunities. Proceed with caution and be sure you can explain why you are worthy of a promotion.

There are some obvious times when it is ill advised to approach the subject of a promotion. For example, if the company is laying off people due to economic hardships, that would indicate that asking for a promotion and a raise would not make sense.

With that said, when a job becomes available due to a resignation or promotion, you should take it. You never know when another opening will come open.


Make Your Case

When you’re ready, approach your superior and ask them for a meeting. Discuss your career goals and make sure they understand why you are ready to move into another role. Explain the extra duties that you have taken on and talk about your achievements. Any time you can talk about the duties you are performing that are already above your pay grade, you are proving that you are worthy and ready for the next step.

Be sure to discuss all of your “wins” using numbers when you can. By reviewing this information right before the meeting, the facts will be on the tip of your tongue, ready to be retrieved. Focus some of your conversation on how you have handled personnel challenges since management routinely deals with delicate human resource issues.



Moving up the corporate ladder is about more than your technical skills. It is your communication skills that will pave the way into management. By preparing for the meeting and practicing the key points you want to make, you plan for success.

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