HR experts believe that active involvement of the top management in the employee recognition programs is essential for ensuring their success. So, this is how their involvement can make an impact on the effectiveness of the program:
 

1. Makes It More Integrated

Involvement of top management in the employee recognition program helps it align with the business goals and core values of the organization, more closely. Hence, this, itself can help the organization derive greater business impact from the program.
 

2. Builds Credibility

The visible involvement of the top management in the program enhances its importance in the eyes of the employees. They start perceiving it as something much more strategic, and not just another HR initiative.
 

3. Creates Trust

The involvement of the top management helps in assuring the employees that the organization is truly interested in recognizing their efforts and contributions. Therefore, they look at the program as a genuine initiative by the organization to appreciate those who have contributed the most towards its growth and success.
 

4. Makes It Aspirational

Also, active involvement of the top leaders of the organization in the employee recognition program makes it aspirational for employees. This motivates them further to outperform in their own roles and increase their chances of getting recognized and noticed by the top management.
 

5. Enhances Participation

Given the visibility of employee recognition program to the top management and their involvement in it, more employees are motivated to try harder to perform better and get recognized. Also, supervisors and managers are keen to nominate their team members for recognition, for the same reason. This helps in enhancing the overall impact of the program.

The top management should play a critical role in taking the key decisions about the employee recognition program. So, here are the important aspects of the program where they make a significant impact:
 

1. Defining Program Goals

One important responsibility of the top management is to outline the key objectives of the recognition program. Having a clear understanding of what the organization intends to achieve through the employee rewards and recognition program is the critical to ensuring its success. This also makes it easier for the management to track and measure the impact of the program and make the necessary decisions to improve its effectiveness.
 

2. Funding For The Program

Another important responsibility of top management regarding recognition programs is approving the budgets for the same. This might be based on a host of different factors including the program goals, expected return on investment, overall financial situation, etc. Primarily, a clear understanding of the expected ROI is what might drive the budgets allocation to the program.
 

3. Approval For The Program Design

In most organizations, the top management have the final say in defining the program design. Importantly, the program framework needs be in sync with the program goals and objectives. Also, the program structure should be in alignment with the overall vision and the core values of the organization. Typically, the top management would give the final approval for the recognition program, policies and process framework.

 
4. Sign-off On The Platform Selection
 
More often than not, selection of the right technology platform for employee recognition is one of the most critical decisions in setting up the program. There are various factors that the organization needs to consider while deciding on the platform. They may range from the program design, workforce expectations to technological compatibility. Hence, the top management should give the final sign-off on the decision to go ahead with a particular recognition platform.
 

5. Employee Communication

Also, there should be involvement of the top management in important communication and updates about the employee recognition program. Starting from communication about the program launch, to announcement of important awards; it’s a great way generate the right kind of visibility around the program. When the top leaders communicate, most employees would sit up and take notice.

Personal emails, personally-signed appreciation letters or certificates and even video messages from the top management to the award winners are great ideas. They become testimonials of their good work; employees value them greatly. In fact, such communication would keep the employees motivated for a long time to come.

 
6. Felicitation Of Award Winners

Another great way of ensuring the involvement of the top management in the recognition programs is by making them give away awards during an awards ceremony or townhall. In fact, receiving rewards from a high-level executive fills the employees with a sense of pride and achievement.

Informal interaction of the top leaders with the award winners over a coffee or a meal or even shooting selfies with them are also great ways to motivate and inspire them further. This helps the management to gain a better understanding of the expectations and aspirations of their employees. Also, it sends out a strong positive message to the employees that their management has genuine interest in getting to know them better.

 
7. Direct Recognition By Management

Another effective way to ensure the involvement of the top management in reward programs is through management awards. The organization can seek nominations for exceptional performers from all people managers. In fact, the final decision can be taken by the top leaders personally based on the available data.

The winners can be awarded by the management in an awards ceremony in presence of a large gathering of employees across the organizations. Hence, this creates a direct involvement of the top management in the employee recognition process. Such awards are perceived to be of great value by the employees.