Recognition criteria

Turn a value into something people can observe

A criterion such as “shows excellence” leaves the nominator guessing. “Checks a difficult handover, records the unresolved questions and gives each one an owner” describes work someone can point to. The criterion explains what counts; the nomination provides the actual example.

Start with the purpose of the recognition. A peer thank-you needs enough detail for the recipient to understand the contribution. A competitive annual award needs a clearer eligibility period, evidence standard and decision process because several people are being compared.

Check whose work the criteria make visible

Revenue, launches and customer praise leave obvious records. Maintenance, prevention and support for other colleagues may not. If every criterion requires a headline result, those roles begin at a disadvantage.

Test the draft against several ordinary jobs before using it. Ask whether a night-shift employee, a part-time colleague and someone handling confidential work can all supply valid evidence. The examples may differ while the underlying standard stays consistent.

A small review before launch

Take two fictional nominations and have reviewers apply the criteria independently. If their reasoning differs, examine the wording before adding more scores. A complicated form cannot repair an unclear standard.

Record the agreed criteria in the recognition policy, and link them directly from the nomination form. Review them when the programme changes, rather than quietly applying new standards to nominations already submitted.