How to Launch a Peer-to-Peer Recognition Program That Actually Sticks

Peer-to-peer recognition has become one of the most powerful tools for driving engagement, morale, and culture in today’s workplace. Yet, many companies launch programs that fizzle out within months—if not weeks.

Why? Because while the intention is there, the execution often falls flat.

If you want to build a peer recognition program that actually sticks, you need more than a Slack channel and a few high-fives. You need strategy, structure, and cultural buy-in.

Let’s explore how to launch a sustainable peer-to-peer recognition program that employees love—and that reinforces the behaviors and values your company cares about.

Why Peer Recognition Matters

Before we dive into the “how,” here’s why you should invest in peer-to-peer recognition in the first place:

• 85% of employees say they’re more motivated when they receive regular recognition from colleagues (Source: SHRM).
• Teams with strong recognition cultures have 31% lower turnover and are 12x more likely to have strong business outcomes (Source: Gallup).
• Peer recognition builds community, trust, and collaboration, which are essential in remote or hybrid environments.

Unlike top-down praise, peer recognition removes hierarchy and creates a sense of shared accountability for culture and morale.

Step 1: Start With a Clear Why

What’s your purpose for launching a peer recognition program? To boost morale? Reinforce company values? Support employee retention?

Having a clear objective will help you shape the program and communicate its importance to your team.

Ask yourself:

• What problem are we trying to solve?
• How will we define success?
• How will this recognition align with our core values?

🎯 Tip: Avoid launching a recognition program “just because.” Purpose drives engagement.

Step 2: Involve Your Team in the Design

Your recognition program isn’t for leadership—it’s for your people. Involving employees early builds ownership and excitement.

Try this:

• Run a quick pulse survey to ask how people prefer to be recognized.
• Host a feedback session or brainstorm using a tool like a Research Topic Brainstorm template or Miro.
• Let teams suggest names, emojis, or rewards that will be part of the recognition culture.

👥 When people help design something, they’re far more likely to adopt and champion it.

Step 3: Choose the Right Platform

Manual recognition (like shout-outs in meetings or emails) has its place, but to scale recognition effectively, you need the right tools.

Karma, for example, allows teams to:

• Send kudos directly in Slack
• Tie recognition to specific company values
• See analytics on who’s recognized and why
• Create leaderboards and recognition reports

Look for a platform that makes recognition easy, visible, and fun—without disrupting workflow.

💬 Recognition should meet people where they already are—not ask them to open a new tab.

Step 4: Define What Recognition Looks Like

One of the most common reasons recognition programs fail is because no one knows what “good” looks like.

Make it clear:

• What types of behaviors should be recognized?
• Should recognition be public or private?
• Can people recognize each other daily? Weekly?
• Are there guidelines on tone or language?

Create a simple playbook or Slack guide so everyone feels confident jumping in.

📝 Example recognition:

“Big thanks to Maya for staying late to troubleshoot the client portal issue. True teamwork—and exactly what ‘ownership’ looks like in action!”

Step 5: Link Recognition to Values

Recognition becomes 10x more powerful when it’s used to reinforce the culture you want.

Encourage employees to tag company values (e.g. #teamwork, #innovation, #kindness) in their messages so the recognition isn’t just feel-good—it’s strategic.

Example:

“Shoutout to Alex for welcoming our new intern and getting them up to speed on their first day—#inclusion at its best.”

💡 This helps employees connect behaviors to bigger company goals—and makes values feel real, not just posters on a wall.

Step 6: Make It Visible

Recognition loses steam when no one sees it.

• Highlight kudos in all-hands meetings
• Create a #recognition Slack channel and pin it
• Share monthly highlights in newsletters or town halls
• Encourage leaders to engage with and amplify peer recognition

Visibility = validation. It shows your team that appreciation is a shared, celebrated part of your culture.

👀 Public praise boosts morale across the board—not just for the person being recognized.

Step 7: Train Your Team

Even the most thoughtful people may hesitate to recognize peers if they’re unsure how or when.

Offer a short training or Slack post that covers:

• Why peer recognition matters
• Examples of effective praise
• How to give specific, sincere feedback
• How to use your chosen tool (like Karma)

🏋️ Recognition is a skill. Treat it like one and give people the tools to grow it.

Step 8: Keep It Fun and Fresh

A stagnant program is a dying program. Keep your recognition culture alive with:

• Monthly themed challenges (e.g., “Gratitude February” or “Mentor Appreciation Month”)
• Small incentives (like digital badges, lunch credits, or spotlight posts)
• Leaderboards or karma points if your team enjoys friendly competition
• Surprise shout-outs from execs

🎉 Recognition doesn’t have to be rigid. Playful, personal touches keep it engaging.

Step 9: Review, Learn, and Improve

After 3–6 months, check in on how things are going.

Questions to ask:

• Are people using the program?
• Is it equitable across teams and locations?
• Are certain employees under-recognized?
• Do people feel the recognition is sincere?

Karma’s analytics features can help you measure impact and course-correct when needed.

📈 A great recognition program evolves with your team.

Final Thoughts: From Kudos to Culture

A peer-to-peer recognition program is more than a perk—it’s a powerful signal of how your organization treats people.

When done right, it creates trust, strengthens relationships, and turns small moments of appreciation into the heartbeat of your culture.

But it only sticks if it’s:

• Purpose-driven
• Inclusive
• Aligned with values
• Simple to use
• Visible and celebrated
• Continuously evolving

Whether your team is 10 people or 1,000, there’s no better time to build a recognition culture that truly reflects the way you want to work together.

Ready to launch your program?

Try Karma — the peer recognition bot that lives where your team works: Slack. Easy to use, values-based, and designed to make appreciation part of the everyday.