All employees want to be recognized for a job well done. An effective recognition program is an integral part of an organization's success. If top management believes and uses recognition, it is easier for other managers to follow their example.
Top managers can also remind other managers of opportunities they have to recognize others.
Do tie recognition to strategic objectives. Don't feel you have to measure the impact of recognition. So, don't try to measure the impact of recognition, its financial return and payoff for current recognition practices and programs. Instead focus your energy on how to make recognition a daily part of your operations, how to keep the energy up for doing recognition, and how to encourage the ongoing use of existing formal programs and informal recognition practices. Look for new opportunities to recognize employees and make extensive use of communication vehicles and tracking mechanisms to keep recognition at the forefront of everyone's mind.