5 steps to building a winning employee of the month program

The employee of the month award — it’s a classic. Everyone loves a little spotlight, right? For companies, it’s a great way to shine a light on top performers and show them some well-deserved love. But if the process feels like picking names out of a hat or the rewards don’t land, the whole thing can quickly feel hollow.

When done right, though, the employee of the month award can be more than just a token recognition. According to Achievers Workforce Institute (AWI), nearly a quarter of employees say that a meaningful reward acknowledging their efforts and impact would have the most lasting effect on their motivation and engagement at work.

Ready to kick off your employee of the month award program? Let’s dive into how to get it right.

5 steps to a winning employee of the month award program

No one wants a stale, uninspired employee of the month program. You want it to be something that excites employees and makes them feel like they actually matter. So, let’s ditch the generic “employee of the month” cliché and build something that actually resonates.

Here are five steps to create a program that’s meaningful — and, dare we say, fun:

1. Create a process that’s clear and fair

If employees don’t understand how or why someone is chosen, it’s not going to land. So, make sure the process is as clear as your favorite morning coffee order.

• Get quick input from managers and employees: Don’t just ask the execs; talk to your team and get their take on what makes a great employee of the month. After all, they’re the ones doing the work.
• Keep it fair and flexible: Criteria should be clear, but not so rigid that you end up with the same employee winning every month. It’s about making sure everyone has a shot — without turning it into a competition that feels like The Hunger Games.
• Democratize the nomination: Let everyone vote on who they think should win. When the team has a say, the process feels a lot less like a popularity contest and more like real recognition.

2. Offer diverse awards

If the employee of the month award is always the same thing, it’s going to get old fast. Time to change it up.

• Mix up the categories: Don’t just reward the same qualities every month. Recognize innovation, leadership, or even the employee who’s just been a rockstar team player.
• Give out one or two meaningful awards: Start with one or two meaningful awards that reflect what matters most to your business — and expand as your team grows.
• Celebrate achievements big and small: Whether it’s a career milestone or a small win that made a big impact, give credit where credit’s due.

3. Communicate clearly and often

If no one knows what’s going on, your employee of the month award might as well be a game of “Who’s That Employee?” So, make sure the details are crystal clear.

• Set the stage: Right from the beginning, let your employees know what the award is about, how they can win, and what the process is. No mysteries here.
• Use the channels you already rely on: Don’t just use on mass emails. Share updates where your team already workds, or, to really keep everyone engaged, use a platform like Achievers’ Celebrate. It makes it easy to share updates, post nominations, and keep excitement high — all in real time.
• Keep the momentum going: Keep employees updated on nomination deadlines, how to vote, and the winner announcement. With Achievers, you can make communication easy to manage — even without a dedicated HR team — ensuring the whole team feels informed and involved from start to finish.

4. Improve with consistent feedback

Nothing’s worse than a program that never evolves. It’s like wearing the same pair of shoes every day. Take a moment to ask employees how it’s going — and listen.

• Be open to critique: Not every employee is going to love the way the award works, so make sure you give them an outlet to share feedback without fear of reprisal.
• Use the right tools: Simple pulse surveys and easy feedback tools are often all you need to understand what’s working (and what’s not). With Achievers’
• Voice of Employee, mid‑market teams can gather honest feedback in one place — without adding more tools or complexity — so improving your program stays manageable.
• Respond to feedback: Don’t just ask for input and then ignore it. Make it clear that their thoughts are shaping the program, because no one likes feeling like their feedback goes into a black hole.

5. Build an inclusive recognition culture

Let’s be honest: An employee of the month award works best when it’s supported by regular, lightweight recognition in between — so appreciation doesn’t feel reserved for special occasions. Recognition should be a regular part of your company’s everyday — reinforcing the behaviors that drive performance, retention, and growth.

• Make recognition easy and inclusive: Instead of relying on just one award, encourage team-wide recognition through an employee recognition platform that’s simple to use and accessible for everyone. With Achievers, employees can quickly give and receive recognition, creating an ongoing cycle of appreciation.
• Empower peer-to-peer recognition: Give employees the ability to recognize each other, because who doesn’t love a little public shoutout? Achievers’ platform makes it simple to send recognition, whether it’s a quick message or a more formal acknowledgment.
• Keep it frequent: Recognition shouldn’t be a “one-and-done” situation. Build a culture where appreciation is the norm, not the exception — and with Achievers, you can make that happen seamlessly with real-time updates and reward integrations.

The goals of an employee of the month award program

Employee of the month awards are more than just a fun tradition. They can make a real impact on your company’s culture and engagement. Here’s how they pay off:

1. Promote employee recognition

Recognition isn’t just about giving a high-five — it’s the fuel that drives engagement. When employees feel seen and appreciated, they’re more motivated to give their best.

• Balance appreciation with tangible rewards: Employee recognition should mix genuine thanks with meaningful rewards. The employee of the month award is a great way to do both — offering a heartfelt message and a reward that actually says, “We see you.”
• The highlight of recognition: Think of the employee of the month award as the shining moment in a series of ongoing recognition efforts. It’s the opportunity to give employees a big, public “thank you” for all the hard work they’ve put in, after months of consistent recognition.

When you get this balance right, you’re not just throwing a “Well done!” and moving on. You’re telling employees their hard work won’t go unnoticed — and when they know that, they’ll give you their best every single day.

2. Improve company culture

The employee of the month award does more than just highlight top performers — it sends a message about what your company values.

• Make appreciation a routine: Publicly recognizing good work sets the tone that appreciation matters. When recognition happens regularly, employees know what good work looks like and managers have a clear way to reinforce it, which fosters a culture of trust, collaboration, and psychological safety.
• Stronger connections: Regular recognition helps employees feel more connected to each other and the company’s goals. It builds the kind of camaraderie that makes teams thrive.

Once recognition becomes part of the regular routine, it stops feeling like an afterthought. It becomes a key part of how your company operates — fueling a culture where everyone feels valued.

3. Boost employee retention

When employees feel appreciated, they’re far less likely to look for greener pastures. In fact, they’re more likely to stick around and contribute even more.

• Engagement is everything: According to AWI, 91% of employees who are meaningfully recognized at least monthly are very engaged at work. Recognition helps keep employees motivated and emotionally invested in what they’re doing.
• Encourage long-term growth: Employee of the month awards, paired with ongoing recognition, create an environment where employees are excited to grow within your company, rather than jumping ship for something new.

Recognition doesn’t just reduce turnover — it helps you build a loyal, engaged team that sticks around for the long haul. And that, in turn, leads to real, lasting success.

Build a stronger employee of the month award with Achievers

Let’s face it: an employee of the month award is only as effective as the support behind it. For mid‑market teams, the goal isn’t complexity — it’s consistency. When recognition is easy to manage and simple to scale, it delivers real impact. That’s where Achievers comes in.

• Real-time recognition: With Achievers, you can give employees the spotlight they deserve, without waiting until the end of the month.
• Customizable rewards: Our rewards platform ensures that the reward matches the recognition. No more generic gifts that end up in a drawer.
• Seamless integration: Achievers helps you integrate recognition into your company’s everyday processes, so it feels natural, not forced.

By making recognition frequent and personalized, Achievers takes your employee of the month award from a one-time event to an ongoing celebration of great work.

Make employee recognition easier as you grow

An employee of the month award can be a great starting point — but lasting engagement comes from recognizing people consistently, not just occasionally. The right approach makes appreciation easy for managers and meaningful for employees. To make it really work, recognition needs to happen often, feel meaningful, and be tied to rewards that actually resonate.

Getting rewards right? That’s where the real magic is. It’s not just about giving a high-five and calling it a day; it’s about offering rewards that show you’re paying attention. When you pair regular recognition with rewards that matter, employees feel valued and ready to bring their best every day.

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