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Peer Recognition

Peer recognition is a method of giving and receiving praise between co-workers. It aims to foster a culture of positive feedback and encourage high levels of performance within a company.

Allowing employees to give each other fame and praise for a job well done is really just another method for providing incentives for your staff. It's also a great way to encourage teamwork and engagement.

All around the world, companies are growing and achieving great things simply by adding peer recognition to their talent and performance management strategies.

What is peer-to-peer recognition?

Pengakuan rekan kerja adalah cara sederhana untuk mendorong karyawan agar saling memberikan pujian dan pengakuan atas pekerjaan yang dilakukan dengan baik.

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Why is peer-to-peer recognition important?

Employees love being recognized for the work they do. Giving praise and recognition to individuals who deserve it is a great way to ensure your company culture is healthy, and the benefits of peer recognition go both ways.

Here are other important benefits of peer-to-peer recognition:

It’s a great way to get employees talking and sharing ideas.
Hal ini menunjukkan betapa karyawan saling menghargai satu sama lain.
Hal ini mendorong karyawan untuk terlibat dalam perilaku positif.
It helps builds camaraderie and improves communication between departments.
Hal ini membantu karyawan untuk saling belajar dan membangun hubungan dengan rekan kerja mereka.
It gives employees a voice in their own development and career path.
It improves productivity by increasing employee engagement and satisfaction.
Hal ini dapat mengurangi turnover dengan membuat karyawan merasa dihargai.

How to encourage peer-to-peer recognition?

peer-to-peer recognition is one of the best ways to recognize employee performance and it costs nothing.

Here's how you can encourage peer-to-peer recognition in your organization:

Make it easy for people to recognize each other. Create an award or badge that employees can give out at any time, and make sure the process is simple so it doesn't take up too much time or energy for the person being recognized.
Give employees feedback about their peers' nominations. Sometimes we don't see what others do because we're too close to them, so share this information with everyone on your team in order to increase visibility around recognition efforts.
Encourage employees to nominate their peers for awards and recognition programs like promotions, bonuses or promotions — not just their supervisors or managers.
Encourage your team to recognize others with praise and recognition. Praise can take many forms, from simple thank you notes, to public recognition in meetings or at the end of the day.
Make sure the peer recognition tools you use for recognition are easy for employees to access and use.

How to create a peer-to-peer recognition program?

Here is to create a peer-to-peer recognition program

Step 1: Create a program vision.

The first step to implementing a peer-to-peer recognition program is to create a clear and concise vision for the program. This should include the types of activities that are going to be recognized, how they will be recognized, and who will receive recognition. It is also important to decide on a common theme or focus point around which all aspects of the program can be built.

Step 2: Define your goals and objectives.

Once you have created a comprehensive vision for your peer-to-peer recognition program, it is time to define your goals and objectives. You may want to consider what you hope happens as a result of implementing your peer-to-peer recognition program, or how you would like employees to change their behavior as a result of participating in the program. By clearly defining these goals, it will be easier for you to measure success down the line.

Step 3: Set up a system for recognition

Once you know what kind of recognition program you want, it’s time to set up the process. Start by deciding who will be eligible for receiving compliments (this could be anyone from admin staff all the way up to executive level). Next, determine how often people will be able to give compliments (weekly, monthly or quarterly). Finally, decide how much time it will take for each employee to receive their compliment (a few minutes or longer depending on where they are in their career path).

Step 4: Set up metrics for measuring success and failures

In order for any employee recognition program to be successful, it needs to be measured against specific metrics that can tell us whether we are achieving our goals or not. These metrics could include things such as engagement levels or productivity rates within teams who participate in our programs as well

Step 5: Monitor and encourage adoption

If it feels like there’s a lull in peer recognition, managers should be on the lookout for situations worthy of note and encourage their employees to be the ones to deliver the compliment. Programs like these usually need catalysts!

Apa saja keuntungan dan kerugian dari program pengakuan rekan kerja?

Keuntungan dari program pengakuan rekan kerja adalah sebagai berikut:

Recognition is a powerful motivator. Peer recognition programs help build relationships, trust, and collaboration.
It’s cost-effective; you don’t have to spend money on expensive reward items or events.
Peer recognition is easier to implement and manage than other types of recognition programs because it doesn’t require a lot of time or resources to maintain it.
Mereka mendorong karyawan untuk melihat diri mereka sebagai bagian dari keseluruhan organisasi dan bukan hanya fungsi pekerjaan atau departemen mereka.
Peer recognition programs are a great way to increase employee engagement.
Peer recognition programs can help reduce turnover by demonstrating that management values its employees and cares about their opinions.

Kerugian dari program pengenalan rekan kerja adalah sebagai berikut:

The main disadvantage of peer recognition programs is that they don't help managers get feedback from their team members or provide useful information on how they can improve their management skills.
Hal ini dapat menimbulkan sikap pilih kasih di antara para pekerja, di mana mereka hanya memberi penghargaan kepada teman atau rekan kerja mereka dan bukannya memberikan penghargaan kepada orang yang benar-benar layak menerimanya.
Peer recognition is not always accurate. Sometimes, employees do not have the skills or experience to give feedback or recognize their peers. This can lead to inaccurate judgments and bias.
Peer recognition programs don't have the same level of control over who gets rewarded and how much.
Jika penghargaan diberikan terlalu sering, penghargaan tersebut dapat kehilangan nilainya dan menjadi tidak berarti.

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Bagaimana cara kerja pengakuan sejawat?

Peer recognition is a simple way of encouraging employees to give each other praise and acknowledgement for work well done. The idea behind peer recognition is that, if you can make it easier for people to give each other positive feedback, you'll encourage behaviors and culture in your workplace that leads to happier employees and a better working environment.

What are some peer-to-peer recognition ideas?

peer-to-peer recognition can be as simple as giving someone a pat on the back or as elaborate as throwing them an awards ceremony. The important thing is that you recognize your employees often and make sure they know how much they mean to you.

Berikut adalah beberapa ide bagus untuk pengenalan antar rekan:

Write a note
Create a “thank you” wall
Create a “friendship tree” and add your employees’ names to it
Kirim bunga atau balon
Have lunch delivered
Give them a gift card for a spa day or massage or a subscription to their favourite OTT/gaming platform
Throw them a party/get-together with their friends and coworkers
Ajaklah mereka makan malam di restoran favorit mereka (atau di mana saja yang mereka inginkan!)
Give out virtual high-fives on your company's social intranet platform

Survei denyut nadi karyawan:

Ini adalah survei singkat yang dapat dikirim secara berkala untuk mengetahui pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Survei ini dapat diberikan secara berkala (bulanan/mingguan/triwulanan).

Pertemuan empat mata:

Mengadakan pertemuan berkala selama satu jam untuk mengobrol secara informal dengan setiap anggota tim adalah cara terbaik untuk mengetahui apa yang sebenarnya terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.

eNPS:

eNPS (skor Net Promoter karyawan) adalah salah satu cara yang paling sederhana namun efektif untuk menilai pendapat karyawan tentang perusahaan Anda. Ini mencakup satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS antara lain: Seberapa besar kemungkinan Anda akan merekomendasikan perusahaan kami kepada orang lain? Karyawan menjawab survei eNPS dengan skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' merekomendasikan perusahaan dan 1 menunjukkan bahwa mereka 'sangat tidak mungkin' merekomendasikannya.

Berdasarkan jawaban yang diberikan, karyawan dapat ditempatkan dalam tiga kategori yang berbeda:

Promotor
Karyawan yang memberikan tanggapan positif atau setuju.
Pengkritik
Karyawan yang bereaksi negatif atau tidak setuju.
Pasif
Karyawan yang bersikap netral dalam memberikan tanggapan.

Apa sajakah praktik-praktik terbaik pengakuan sejawat?

Here are some peer-to-peer recognition program best practices which you

Tetaplah bersikap positif, bukan negatif. Anda ingin mengenali dan mengakui apa yang telah dilakukan karyawan Anda dengan baik, bukan apa yang mereka lakukan salah.
Make sure that the program is communicated effectively throughout your organization so everyone knows about it and understands how it works.
Buat sistem penghargaan di mana karyawan dapat mengajukan nominasi untuk rekan-rekan mereka. Semakin banyak nominasi yang Anda terima, semakin besar peluang Anda untuk mendapatkan lebih banyak umpan balik positif dari karyawan Anda!
Dorong karyawan untuk menominasikan rekan-rekan mereka dengan membuatnya mudah melalui email atau media sosial. Anda bahkan dapat meminta mereka untuk menominasikan diri mereka sendiri juga!
Don’t wait until annual reviews to give feedback—give feedback as soon as possible so people know what they need to improve on immediately, instead of having to wait for an annual review process.
Fokuslah pada tindakan atau perilaku yang spesifik, bukan yang umum. Hal ini akan membantu memastikan bahwa hanya mereka yang layak mendapatkan pengakuan yang mendapatkannya, bukan hanya memberikan pujian karena telah melakukan pekerjaan dengan baik secara umum.

What is a peer-to-peer recognition software?

A peer-to-peer recognition software is a software solution that allows employees and colleagues to recognize, appreciate, and reward peers in their organization.

Pelajari bagaimana Empuls dapat membantu organisasi Anda