Employee of the Month

Answers

• Posted at 12:00AM on Jul 1, 2002

  We have had an established program for just over 2 years now. Nominations are made by a very simple form on our intranet: name of nominee, nominated by and for what reason. This information flows into a database, from which we extract the results at the end of each month. Since we moved to the online nomination process, our nominations jumped 200% as it was easy and private. The winner receives a $25 certificate for things like movie passes, groceries, etc., and a certificate printed out in colour. It is simple, cheap and it works. -- Bernie O'Boyle, CWT/Nortel Networks

• Posted at 12:00AM on Jul 1, 2002

  We are looking to implement an employee of the month program. Past attempts have failed due to time constraints and commitments, nomination criteria and processes. Unfortunately I don't have advice to offer you; however, I would greatly appreciate any more information you have regarding your program, how it works, and what the results have been.

  Thank you. -- Sara Duncan, First Federal Savings Bank
  

• Posted at 12:00AM on Jul 1, 2002

  We have changed our employee of the month nomination form. We no longer use a point system. It consists of a number of questions (e.g., actions that support the positive outlook of the agent, cross-trained, errors made, keeping busy throughout the day) that can be answered with yes or no and then the supervisor explains their answer. At the end of the form, we include a freeform sheet where the supervisor can add additional comments. This can consist of accomplishments that month, special projects that they may have taken on, etc. We also request the supervisor bring their telephone statistics for the past month (quality assurance scores, calls per hour, staffed-in percentages, etc.)

  The way we used to vote used nomination forms that would be copied and distributed to each supervisor and one person outside of the department (this person would be different each month). The nomination forms were only identified by A, B, C, etc. One person would collect and tabulate the votes to see who would win.

  The new way we make the decision is by having the supervisor fill out the form and bring it to a weekly supervisor meeting. They tell who they are nominating and read what they have put on the nomination form. After all of the supervisors have given their nomination(s), everyone discusses each nominee and why they feel the person should or should not be the employee of the month. This also allows the other supervisors to add their input as to things that someone may have done to help, that the nominating supervisor didn't even know about. Sometimes there are clear winners. Other times, we go around the table and have each supervisor say who they vote for.

  The winner still gets a parking spot for the month. This year we ordered the type of employee of the month plaque where we can take a Polaroid picture of the winner and post that up. We also changed the actual award to a Premiere Choice Award. This way the winner can choose for themselves where they would like to be able to get a certificate. This is going over real well. They can actually choose something they want instead of getting a plaque or other little award item that they won't use. -- Pam Shore

• Posted at 12:00AM on Feb 1, 2003

  In a call center were I used to work, we also had an employee of the month system. This was based on other employees 'nominating' their fellow workers for the award, for something that was 'out of the ordinary' -- going that extra mile, making a suggestion for improving performance, etc. It was found that this method engaged the workforce, making them feel that their suggestions were valued, and they could have a positive impact on their working environment. As always, the hard part was deciding which suggestion was the most worthy, so we also listed the other nominees and why they were nominated, which usually led to even more suggestions, and the company would benefit from the employees' involvement.

• Jane Bowers Posted at 12:00AM on Oct 5, 2007

  Much like response #4, we have a monthly recognition called "Spirit Award." Associates will send in their nominations based on who has shown the "spirit" of taking care of the customer. Criteria are pretty simple - who goes above and beyond either consistently or on a special call, brief explanation of what they've done, and some include emails from customers who have praised an individual. We also have a voting committee of peers that choose the month's winner. As sponsor of this award, I view all nominations, remove the names so as not to make it a "personality contest" and only submit the circumstance and explanation. The winner gets a $75 award, picture on our "Wall of Fame" and a "spirit stick." All runners up get a certificate and thank you card/token. After garnering 5 tokens, they get 2 free movie tickets. It's been successful for 3 years now; however, all of these types of awards have a certain "life span". Ours is dwindling (as far as nominations) and we'll be looking to change it up a bit next year to re-gain momentum. -- Jane Bowers, Horizon Lines