Hey, you know what’s kind of awesome? When a company gets a shiny badge for being an amazing place to work. It’s like a high-five from the universe, right? But here’s the deal: those employee recognition awards don’t just fall from the sky. They take some serious teamwork, especially between marketing and HR. For real, when these two squads join forces, it’s like a power ballad that gets everyone singing along.
I’ve been around the block, folks. Started out slinging words for newspapers, then jumped into tech, crafting stories for startups and big players like Comcast and Infinera. Now, I run the show at Business Intelligence Group, helping companies shine through awards that actually mean something. So, let’s break this down with a few wildly simple ideas to get marketing and HR vibing together for those employee recognition awards. Ready? Let’s roll.
Build a Game Plan That Keeps Everyone in the Loop
Ok, so picture this: HR gets a random email about an award deadline that’s, like, tomorrow. Chaos, right? Nobody needs that stress. Instead, here’s a pro move: grab a coffee (or maybe some tacos) and set up a shared calendar with all the big award dates. I’m talking about the ones that scream “we’re awesome to work for”—think employee engagement, culture, or satisfaction-focused programs.
For instance, you could check out stuff like the Great Place to Work awards or our own programs at Business Intelligence Group. By the way, having this calendar means you’re not scrambling last minute. You’re plotting like masterminds, and it feels pretty darn good.
Show HR How Awards Are a Secret Weapon for Keeping Talent
Alright, let’s be real—HR’s got a ton on their plate. Employee drama, benefits, you name it. So, why should they care about awards? Well, marketing folks, this is where you swoon in with the charm. Paint a picture of how these employee recognition awards can make their lives easier. Like, imagine a LinkedIn badge that screams “we’re a top workplace.” Or a shiny logo on the careers page that makes job seekers go, “Whoa, I want in.”
This isn’t just fluff—it’s employer branding with basslines heavy on the reverb. It’s the kind of thing that makes candidates pick up the phone when your recruiter calls. Plus, it’s a signal to your current team that they’re in a good spot. Retention? Check. Hiring? Double check.
Let HR Steal the Show (Yeah, Really)
Here’s the thing—marketers, we love the spotlight. I get it; I’ve been there, hyping up wins like they’re front-page news. But for these awards? Step back and let HR take the mic. They’re the ones building the culture, rolling out DEI programs, and keeping the workplace humming.
Offer to help with the nomination, sure. Maybe toss in some storytelling skills to make it pop. But let HR’s work shine. Interview employees, dig into their stories, and make the nomination feel like it’s straight from the heart of the company. It’s less “corporate brochure” and more “this place actually rocks.”
Make the Survey Game Fun and Stress-Free
Now, for example, a lot of these awards hinge on employee surveys. Guess who’s stuck herding that cat? Yup, HR. But marketing, you’ve got the magic touch for comms. So, why not take the lead on getting those surveys out? Write emails that don’t sound like corporate snooze-fests. Maybe throw in a funny GIF or a quick video to get people pumped.
Timing’s key, though. Don’t drop a survey when everyone’s recovering from a hectic week or drowning in open enrollment emails. Pick a moment when folks are feeling good, and watch those responses roll in. Higher participation means a stronger case, and that’s a win for everyone.
Celebrate the Win Where It Matters Most—Inside First
Ok, here’s a little secret: before you blast that award win all over social media, start with your people. Seriously. If you snag that employee recognition award, throw a pizza party, make a Slack banner, or hand out some swag. Make your team feel like rockstars first.
Why? Because people want to work where they feel valued. That internal high-five sets the tone. Then, when you’re ready to shout it from the rooftops, your social posts will hit harder because your team’s already bought in. It’s like warming up the crowd before the main act.