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Explore the value and impact of the Top Performer Award and how to use it to improve productivity in your workplace.
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The Top Performer Award is a powerful symbol of recognition. It's a company's way of saying, "we see you, we value you, and your contributions are making a real difference." When employees overperform, acknowledging their excellence publicly motivates them and inspires others to do the same—if not more!
In this article, we’ll show you how to seamlessly integrate it into your existing recognition programs.
The Top Performer Award is a formal recognition program designed to celebrate and acknowledge employees who consistently deliver outstanding results. It's a public declaration of the company's appreciation for exceptional contributions that go above and beyond the call of duty.
This could be a salesperson consistently exceeding quotas, a customer service representative resolving complex issues with exceptional skill or a team leader who spearheads a project that saves the company time or money.
Research by Gallup shows that when recognition hits the mark, employees are five times more likely to feel connected to the company culture and four times more likely to be engaged.
In other words, recognizing excellence isn't just feel-good fluff; it's a strategic investment in a more motivated and productive workforce. As management expert Ken Blanchard said, "The best way to get more of the right kind of behavior is to catch people doing the right things."
The Top Performer Award is a powerful way to do just that.
A Top Performer Award program is far more than giving and collecting trinkets. It’s strategic and with far-reaching impact. Here's why identifying and celebrating these individuals is crucial for your company's success:
Recognition awards fuel a sense of accomplishment and belonging. When employees see their efforts being acknowledged, it encourages them to maintain or even enhance their performance levels.
Additionally, when individuals see their colleagues being acknowledged for their hard work and achievements, it often inspires them to strive for similar recognition. This kind of positive reinforcement leads to a more engaged and productive workforce.
Witnessing colleagues receive the Top Performer Award motivates others to work better. Who doesn’t want shoutouts from teammates?
Employee recognition sets a clear benchmark for what constitutes “good work” and kindles a healthy sense of competition within the team.
Assembly features like employee nominations, leaderboards and achievement badges can further promote this culture of excellence. Leaderboards provide a real-time view of top performers and encourage friendly competition. While achievement badges displayed on employee profiles publicly acknowledge accomplishments, inspiring others to reach similar heights.
When companies identify and reward top performers, they align individual achievements with the business’ broader organizational goals. This alignment ensures that employees are working towards common objectives, which is essential for the overall success of the organization.
With Assembly’s unique employee recognition software, you can make your core values more than just writing on the wall by attaching them to any “Top Performer” announcement. This puts your goals and values top-of-mind.
Publicly acknowledging top performers through awards not only boosts internal morale but also enhances an individual's professional reputation. In fact, 32% of employees believe it improves the way their teammates interact with them.
But, how do you announce a top performance award?
Well. here are some great ways to do it:
Don't forget about traditional methods as well, such as company newsletters, internal awards ceremonies, or team huddles. These create a more personal touch and allow for a more in-depth celebration of the Top Performer's contributions.
A cookie-cutter Top Performer Award might feel generic. To truly celebrate excellence, consider customizing your program according to your specific industry, department, or team.
Here are some actionable ways to tailor your employee awards for maximum impact:
The key is to make awards transparent and motivating. By customizing your Top Performer Award program, you ensure the recognition is relevant, meaningful, and truly celebrates the unique contributions of your top talent.
A well-designed Top Performer Award program should seamlessly integrate into your company culture. It’s also meant to boost employee happiness. So, if your employees see it as a chore, you’re probably doing something wrong.
Let’s look at some ways to make the process enjoyable for everyone:
The award process doesn't stop after the winner is announced. Evaluating an employee's performance for recognition often provides an opportunity for constructive feedback and identifying areas for improvement. How do you support top performers? By discussing the employee's strengths and areas for development.
Using this information, managers can create personalized development plans to help top performers reach their full potential.
Focus on delivering feedback in a positive and growth-oriented manner. Highlight the qualities and actions that led to the Top Performer Award and use them as a springboard for future goal setting.
Once you implement these steps, you'll cultivate a thriving environment where top performers are not only recognized but continuously supported in their professional growth. This causes a ripple effect where colleagues mimic their work ethics, and in turn, you get a productive work culture.
It’s a win-win-win situation.
The Top Performer Award helps employees feel appreciated. When implemented in ways that fit your company and employees, it creates healthy competition in the workplace. Overall, the Top Performer Award is a simple, effective way to make your team happier and more productive.
Ready to revive your recognition strategy? See how Assembly can help you create a Top Performer Award program that motivates, inspires, and builds a winning team. Get started.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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