26Jun, 2020

Why Peer To Peer Recognition Is Critical To Your Organization

Peer to peer employee recognition is exactly at it sounds – employees recognizing each other for their good work. This increases foster a sense of team spirit, engages employees, and reduces employee turnover and increases workforce retention and satisfaction. We are all well aware that recognition is an important psychological need. Being recognized at work is important for employees, not just by managers but also by their peers, given the amount of hours employees are typical with one another at work every week. Peer recognition is the genuine expression of appreciation exchanged between co-workers. Many employee recognition programs give managers the exclusive responsibility and ability to recognize employees. However, with extra responsibilities thrust upon them and teams that are too large to effectively manage, peer recognition can be a welcome way to introduce more positive communication into the workplace.


Does Peer Recognition Matter?

The simple answer to “Does peer recognition matter?” is YES. It’s not a practice that should be pushed aside and ignored. It has the power to produce tangible results.

Peer employee recognition is different from manager to employee recognition. This type of recognition cycle typically involves someone the employee works alongside. These are co-workers who have more frequent interactions with employees and share interpersonal bonds as well. Manager to employee recognition can sometimes be seen as a task that needs to be checked off a to-do list. Peer-to-peer recognition in addition to the regular recognition structure adds authenticity to the approach of recognizing employees. An employee letting their colleague know they are doing great work can be as simple as saying ‘thank you’ in a team meeting or during a break, to a more formal approach, such as a weekly or monthly stand up meeting, or survey and recognition software, specifically built for the purpose.

Peer-to-peer recognition creates an atmosphere of gratitude that strengthens your organisation in multiple ways. Research has shown that regular expressions of gratitude benefit both the giver and the recipient. Not only will employees see individual benefits as they regularly thank each other, but the organisation as a whole will find surprising benefits. We know that it’s easy to make excuses such as you’re budget doesn’t have room for a peer recognition program or that It’s not currently a priority. Before you convince yourself that your company can’t start a peer recognition program, check out some surprising benefits that a simple program like peer recognition can bring to the organization.

  1. Encourages a collaborative workspace: When employees have the trust and appreciation of their colleagues, they typically put in more effort to be collaborative with their fellow team members. Peer-to-peer recognition effortlessly encourages a sense of team spirit and builds a positive work culture. It doesn’t just stop at the individual either; there is a true team sense with recognition, and it can spread as a habit across all the organisation, quickly. Receiving regular appreciation from peers also reflects on the mental wellbeing of employees. Grateful people tend to report feeling less stress and sleeping better. With peer-to-peer recognition taking place, you may find that employees are more productive, taking fewer sick days and managing deadlines better.


  1. Fosters a High-Performing Corporate Culture: Peer recognition gives employees an outlet to share feedback, praise, and thank yous with each other. As you can imagine, this increased communication leads to an amazing culture creating an environment where your team loves to work. For Example Health Catalyst’s Chief People Officer Jeff Selander has evidence to support the belief that peer recognition works. “When we talk about Motivosity, and the ability to say thank you or appreciate somebody for living a company value, it gives us literally thousands of examples of little vignettes of how people are living and practising that culture every day at Health Catalyst,” Selander said

“If you have a strong set of core values and principles that you operate under, people are drawn to that.”

  1. A Medium for Instant Recognition: One golden rule for feedback and recognition is the earlier the sooner it happens after an event, the better it is. Don’t leave it weeks to mention to a colleague when they have done something great. Recognition is most effective when done immediately upon experiencing a noteworthy action and acknowledged right away. Both managers and co-workers need to adopt peer recognition as a medium of instant recognition.
    Simple gestures such as a social acknowledgement or a virtual handshake or high five as soon as you can is the easiest way to provide peer recognition. This can also be followed by a bonus or rewards by managers, depending upon budget allocations. However, there is no reason why managers or colleagues should wait or delay to just buzz a co-worker for their hard work.
  2. Ongoing and regular feedback:  We all know how daunting annual reviews can be for both employees and managers are sick of annual reviews. Influential firms like Adobe and GE have ditched the annual reviews for more regular feedback. By early 2015, around 30 large companies, representing over 1.5 million employees, followed a similar path. The number has been growing ever since. Peer recognition programs offer a great medium for regular 360 degree feedback. It allows managers and co-workers across the organization to offer regular feedback about an employee’s performance in a quick, interactive and social setup. Plus the weightage of a review or feedback no longer rests on the manager’s shoulders. Therefore eliminating any existing biases, misrepresentation or flaws in the feedback process. Team members can say thanks and share praise with each other to increase the rate of feedback tenfold.

Social scientists have found that the fastest way to feel happiness is to practice gratitude.
– Chip Conley



We can all agree that peer recognition can help foster high performing teams. Peer recognition programs can help your company align your business goals to employees’ performance goals. Providing feedback straight away encourages behaviours that you value. You should actively encourage your employees to look out for good performance and reward accomplishment. Here are some tips to encourage peer recognition in your organization:

  • Make a peer recognition part of your company culture. Encourage employees to do it daily so recognition comes naturally and doesn’t seem forced or unnatural. Gently nudge your teams and remind them of the value of recognizing fellow colleagues.
  • Enable easy recognition mediums. Make sure your peer-to-peer recognition program is easy to use and has both mobile and offline capabilities. Employees will want to recognise on the go, 24/7, and at home.
  • Publicize recognition. Whether it’s a virtual wall of fame or awarding a badge, email intimation or just starting a meeting by calling out successes, ensure that everyone sees the great work your employees are doing.
  • Keep it fresh and top of mind. Provide ongoing communication about the program and remind employees to recognise often. Seventy-three per cent of employees would like reminders to recognise at least monthly.

By incorporating peer-to-peer recognition in your organisation, you’ll build a workplace culture where employees feel engaged and part of a collaborative and happy work environment. Hence organizations must adopt peer-to-peer recognition and engage employees on programs that are easy to run and offer more than just HR perks. Let’s Buzzz offers an outstanding Peer-to-Peer – Interactive social recognition program that engages employees and seamlessly integrates instant recognition with daily activities. To experience the Buzzz culture ???? Click here for a free demo

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