Executive Interview : 11 Ideas On Presenting Internal Awards
Recognizing personnel with internal awards is a best practice that many have adopted. ContactCenterWorld.com asked the question: Who should be the person presenting internal awards to staff/recognizing achievements of the staff/center and why?
|"If you have been anywhere near kids over the last twenty years you will know that everyone that takes part gets an award, why because it's demotivating to not get an award. Either recognise everyone for what they bring or recognise no one. Who hands you the award doesn't really matter unless the person is famous!" < br > < br > - Ronald Hughes, Master/PhD Student, skills assessment academy, Ireland|
|"All of the leadership staff should participate. It shows the team that all of that leaders are aware of the excellent contribution." < br > < br > - Juan Trevino, Sr. Project Manager, Sitel US, United States|
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|"Recognition is always good from the top and make the occasion important and worthwhile. We always gather people together and recognize staff and make them feel important and wanted. It motivates others to try next time." < br > < br > - Suresh A.V, President - International Operations and CEO Forbes Pro, Eureka forbes, India|
|"The Contact Center Managers should present the awards because they handle the daily interactions/coaching and it gives them an opportunity to reinforce that hard work pays off. Our managers walk around and deliver bonuses with balloons and certificates monthly." < br > < br > - Vera Austin, Director, MassMutual, United States|
|"This should be done by Senior Management. It is validation for the staff member that their efforts have not gone unnoticed. In our company, this is reserved for the Marketing Director. A lot of hype is created around the awards ceremony which happens quarterly and the nominations and eventual winners are shared with the rest of the organization." < br > < br > - Thabisa Magxwalisa, Dealer Helpdesk & Fleet Support Manager, Volkswagen Group South Africa, South Africa|
|"It should be their manager or upper management-CEO, etc, so that they know that their accomplishment is known up to the top and not just within their team. One of the companies I worked with always made it special by presenting the award with a framed certificate and picture afterwards with the CEO and manager and we posted the pictures within the center." < br > < br > - Anita Ridgell, Manager Of Quality Assurance, CMD, United States|
|"Internal awards should be presented by the centre manager because this shows engagement with staff. We do this monthly where incentive prizes for targets met under various categories mentioned above are handed out personally by myself to the agent with a thank you gift/note followed up by an email to the entire team." < br > < br > - Siala Uepa-Holmes, Customer Service Manager, Debitsuccess, New Zealand|
|"I think presentations should come from those two positions above or greater but with clear emphasis on comments, nominations, testimonials, etc. from those who closely interact with the employee. Doing this gives a balance of upper management recognition but also reaffirms those closest to that person recognize their great work too." < br > < br > - Damian Holznagel, Regional Contact Center Manager, Bank of the West, United States|
|"It depends on the program itself. Many of the centrrs we work with have a basic level of recognition, 'Thankyou' and 'Job Well Done' instant gratification programs whereby a team member can nominate another team member instantly. Where awards are based on weekly or monthly outcomes, again depending on the quality of the award, a team leader can utilize the R&R program to get close to their team member and to provide that personal word of thanks and recognition of a job well done. Once you move into less frequent, higher achiever awards, such as quarterly or bi-annually then there is a great opportunity to add to the value of the accolade by having this presented at the Contact Center Head level. In my view, annual awards need to be presented by a company president or CEO to demonstrate the value front line members have to the overall success of the business and its brand with both internal and external customers." < br > < br > - Anthea Noonan, President, CEAD, Canada|
|"An immediate boss who would be the team leader/supervisor on the floor and in charge. We do this because these individuals are those who are working side by side with the front liners and motivate them to achieve required performance goals so they should recognize their fellow peers." < br > < br > - Wasif Balouch Ashrafi, Senior General Manager Contact Center, ARY Services Pakistan, Pakistan|
|"Be strategic. Choose the deliverer based on the message you are trying to give. It doesn't have to come from you every time. You might empower a team leader by allowing them to give the recognition (depending on the level of recognition). Consider asking a member of senior management to deliver the award. This gives more weight to the award - make sure it is worthy of this level of recognition. Using a senior leader, also, gives your department exposure to senior management and further helps them to see the value of your organization." < br > < br > - Myra Kassim, Contact Center Manager, Chesapeake Employers Insurance Company, United States|
Today's Tip of the Day - Learn Through Bad Experience
Published: Monday, November 2, 2015
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