1. MONEY Many employees do not prefer cash rewards–recognition runs deeper than monetary gain. 2. COMPETITIONS Sales contests and the like incentivize employees, but those who come up short can grow to resent competition. 3. ONE SIZE FITS ALL Employees are driven by various incentives, money, experiences, and public recognition–not one reward package fits an entire workforce. 4. TOP-DOWN ONLY Employees want to feel recognized and appreciated among peers, managers, and upper management. The message carries more weight when it’s delivered by someone other than the allusive CEO. 5. TOO LITTLE TOO LATE Much like peer-to-peer recognition, appreciation delivered too late holds little value, and can even imply the opposite of the intended message. 6. TOO GENERIC Employers who provide broad compliments and circumnavigate a specific accomplishment can convey a lack of care and attention to employees as individual team members. 7. HARD GOALS Goals for recognition should allow for any and all achievements within the organization. Hard work, in all forms, should be recognized and not be made to fit into a set of hard goals. 8. AUTOPILOT Engagement and recognition programs require detailed planning and consistent attention. Engagement platforms are designed for customized programs, IT integration, and organization-wide automation.