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Management should view employee recognition as an investment, not a cost, and commit to providing resources for a well-planned and executed program. Management should be involved in recognizing employees and model desired behaviors to promote a culture of recognition. Recognition should be tailored to each employee's preferences and come from those with the power to make it valuable. Management should regularly evaluate the recognition program to keep it relevant and aligned with organizational goals. A strategic communication plan should be established to communicate all aspects of the recognition strategy, including how it functions and who is eligible. The program should meet employee expectations and align with organizational goals and objectives. Finally, management should provide written policies or procedures for effective implementation and ensure consistency, fairness, and equality in the program.