Episode 395: Matt and Josh talk about creating effective recognition programs

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This episode of AttractionPros is brought to you by our friend Eric Fluet at Get it Done Marketing. With 30 years of experience in the attractions industry, Get it Done Marketing offers freelance marketing insight, strategy, and execution—at a fraction of the cost of a full-time hire. Partnering with over 30 parks and resorts from family water parks to large multi-location organizations, Get it Done Marketing fills leadership voids on property and corporate marketing teams, assists with resource allocation and supports emerging marketing professionals. Learn more at getitdonemarketing.com.

Employee recognition programs are essential for fostering motivation and engagement in the workplace. However, many attractions struggle to design programs that are sustainable, meaningful, and relevant to their employees. A poorly structured recognition program can lead to confusion, disengagement, and even demotivation. In this episode, Matt and Josh talk about the key components of an effective employee recognition program and share insights on how to make it valuable, scalable, and engaging for team members.

Authenticity in Recognition

"A recognition program can spark motivation, but it should be something that team members naturally want to perform the actions for, regardless of the reward."

A successful recognition program must be authentic. If employees feel like they are being rewarded for actions they would have taken anyway, the program enhances intrinsic motivation rather than feeling like a transactional exchange. Leaders should ensure that recognition feels genuine and aligns with the company’s core values.

Keeping it Simple and Relevant

"Too often, companies get carried away with layering in additional complexity, making it harder for employees to adopt and understand."

A recognition program should be intuitive and easy to understand. When companies overcomplicate incentives with excessive criteria, rules, or unnecessary gamification, employees can lose sight of what they are working toward. Matt and Josh emphasize the importance of designing a straightforward program that reinforces behaviors that leadership wants to encourage while ensuring its relevance to different roles within the organization.

Making Recognition Valuable and Scalable

"The success of your recognition program should not mean an ever-growing expense."

A well-designed program does not have to come with a high price tag. Many successful recognition programs involve low-cost yet high-value rewards, such as choosing break times, getting priority in scheduling, or personalized notes from leadership. By thinking creatively, companies can make their programs both meaningful and financially sustainable.

Recognition Should Be Flexible and Tailored

"We hear often that recognition should be public and coaching should be private, but public recognition only works if the team member is comfortable with it."

Different employees appreciate recognition in different ways. Some prefer public acknowledgment, while others value a private thank-you. By understanding individual preferences, leaders can ensure that recognition resonates rather than feeling forced. Personalization is key to making employees feel seen and appreciated.

Employee Recognition Should Be Fun!

"Your recognition program should be as fun as it is rewarding. Think about the energy of something like the Savannah Bananas and bring that excitement to your team."

Fun and engagement should be at the heart of any recognition program. Whether it’s through gamification, creative reward structures, or lighthearted competition, employees should enjoy participating. If recognition becomes a chore, its effectiveness diminishes.

 

Have you implemented a program that has worked well in your organization? Do you have insights into what makes recognition meaningful? Reach out on social media or email attractionpros@gmail.com to join the conversation!

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• Audio and Video editing by Abby Giganan

 

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