Find the People Your Recognition Program Keeps Missing

A 30-minute session for HR and culture leaders on building nominations, scoring, and reporting that reward real impact, not just visibility.

In a June 2025 survey of 7,500 frontline workers, one in five said they are rarely or never recognized for their work, and 49% said they have more impact than their office-based colleagues without the acknowledgment to match (Workvivo Frontline Gap Report).

Most recognition programs aren't designed to leave anyone out. But when nominations depend on who is most visible and who writes the most persuasive paragraph, the same roles and teams tend to win, and whole groups of employees never enter the picture.

That leaves HR with a hard question to answer: if someone asked why one team wins every year and another has never been nominated, could you show the criteria, the scores, and the participation data behind each decision?

The stakes are real. In a Gallup and Workhuman study that followed workers from 2022 to 2024, employees who received high-quality recognition were 45% less likely to have left their jobs. A program that repeatedly misses certain roles, shifts, or departments leaves those employees with less reason to stay, and leaves HR without a defensible explanation for how winners are chosen.

This session draws on Review Integrity, a framework for judging whether any nomination, award, or application review process is fair, clear, and defensible. We'll focus on three parts of it:

• Intake Proportionality: does everyone have a realistic path to being nominated, whatever their role, schedule, or location?
• Rubric Clarity: are the criteria written, weighted, and known before anyone is nominated?
• Loop Closure: does each cycle's data change how the next one is run?

For many organizations, year-end awards and next year's recognition plans take shape in the fourth quarter. That's the best time to change how nominations are collected and judged, before another cycle runs on the old approach.

What You'll Learn

• How to create categories and nomination opportunities across roles, career stages, departments, and types of contribution
• How to write targeted nomination questions that uncover impact popularity or visibility alone would miss
• How to evaluate nominations with structured scorecards and weighted criteria against defined standards
• How to use AI-assisted summaries to surface important details, while reviewers keep the final judgment
• How to use reports to see who is being nominated, which groups participate, and who may be overlooked
• How to use historical participation and award data to improve categories, outreach, and future recognition cycles

Who Should Attend

HR directors, people-ops and total rewards teams, culture and engagement leads, and anyone who manages an employee awards, peer nomination, or recognition program.

Can't attend live? Register anyway and we'll send you the recording.