By Mitch Rice
Employee recognition is no longer a nice-to-have feature in the work environment; in today’s world, it has become a strategic necessity. It improves morale, enhances engagement and retention.
But the question leaders are prone to ask is: How many times is enough? Does the existence of an optimal plaques rhythm provide the greatest impact with minimal value decrease? This balance creates a culture in which employees start to feel noticed and appreciated in their work.
Moving Beyond the Annual Cycle
The annual award has been the default schedule of employee recognition for decades. The year-end or Employee of the Year banquet has been one of them. Although they are significant, using them as a single strategy is a wasted chance.
One year is a lifetime in the modern, hectic work environment. The association between action and reward is broken when a great achievement is recognised in January but celebrated in December. The feeling of emotion is lost, and the drive diminishes. Shorter and more responsive cycles should also be taken into consideration to utilise recognition fully.
Finding the Right Frequency: A Multi-Layered Approach
Multi-layered strategies best apply to the various achievements with the use of different frequencies. Consider a pyramid of recognition: the most common and informal types of praise are at the giant base, and the most prominent and official plaques are at the top.
1. The Foundation: Informal and Immediate Recognition
This is the most common type and occurs every week or even every day. It may be a verbal thank you, a shout-out during a group meeting, or an individualised email by a manager. Such recognition strengthens positive actions as they occur, which forms a self-perpetuating cycle of feedback that keeps employees interested and motivated.
2. The Tactical Tier: Formal and Frequent plaques
This is where we have structured plaques on a quarterly or monthly basis. These plaques are an honour for meaningful achievements over and above the daily work. Envision Project MVP, Innovation Champion, Customer Service Star. Presenting a tangible token, such as custom Plaques or trophies, at this frequency makes the achievement concrete.
The plaques that have been designed with a gorgeous look for a Q1 Top Performer serve as a tangible reminder of success that can motivate an employee throughout the year. For organisations looking to implement this tier, working with a specialist like Award.com ensures the plaques are of high quality and can be sourced reliably throughout the year.
3. The Strategic Peak: Prestigious and Periodic plaques
This level of awarding is the top level that celebrates an annual or biannual timetable. They are the career-marking plaques, such as the Leader of the Year or Lifetime Achievement Award. They are prestigious since they are not common. Such plaques tend to require the most beautiful and long-lasting icons of recognition.
A permanent plaque located in the company lobby, with the names of the winners engraved on it annually, provides the company with a long-lasting legacy, as well as links individual performance to the history of the company. The presentation of these significant Plaques becomes a celebrated event that the entire organisation looks forward to.
Key Factors Influencing Your Recognition Rhythm
It does not have a one-size-fits-all. The optimal frequency at which your organisation should operate is based on several factors:
Company Culture
Does it have a fast-paced and agile, or more traditional and methodical environment?
Team Size
Smaller teams might be able to have more frequent personal recognition, whereas larger organisations might have to be more organised and schedule-oriented.
Type of Work
Sales teams that respond well to quantifiable metrics can work well with monthly rewards, and research and development teams which have a long-term project can work well with quarterly or milestone rewards.
Anyhow, a tangible award is a monumental recognition of a significant multi-year success, which can be contemplated as an extremely significant act.
Signs You are in the Right (or the Wrong) direction
Warning Signs:
- Plaques feel expected or routine (“It’s just my turn”).
- The same people are always recognised.
- Employees cannot recall what they were last recognised for.
Signs of Success:
- Recognition is seen as authentic and meaningful.
- A diverse range of employees receive plaques.
- There is a healthy sense of anticipation and celebration around award announcements.
The issue of whether to give plaques or not is irrelevant; rather, the issue is how frequently to form a culture of continuous appreciation. The best approach has discarded the one annual event and adopted a layered approach. With informal recognition of employees every day and formal recognition after every quarter of work, and then major honours at the end of the year, you have an effective beat of recognition.
The multi-faceted nature of this strategy will ensure that no accomplishment is overlooked, there will be a high level of motivation, and employees will feel appreciated at every stage of their development. Ultimately, this is meant to ensure that recognition becomes the part and parcel of your company’s heartbeat.
Data and information are provided for informational purposes only, and are not intended for investment or other purposes.

