Why Peer to Peer recognition ?
Peer to Peer (& social) recognition is a subtle way to weave interpersonal goals into the tapestry of corporate existence. It is under these circumstances that both personal and professional objectives meet in a seemly friendly environment. P2P lends itself to becoming a teaching aid in an environment of cross learning. This powerful tool allows people to learn from each other without being ‘taught ‘ or intimidated by higher intellect, job skills or position. The benefits accrue especially to those who, in the process, learn enough to want to change, and in turn “unknowingly” contribute positively to the organisation.
The powerful underlying benefits can be most effective with three categories of people.
1. Management freshers
2. New migrants from larger or more “advanced” organisation.
3. Self opinionated “this organisation won’t change” individuals.
These are people have the potential to be most disruptive to the organisation. Their subliminal desire is to ‘lead’ or ‘teach’, without understanding of the Hadrian dictum – To be right too soon is to be wrong, one way or another.
A P2P constructed after an organisation’s health and culture are well diagnosed, obviously has the best chance of attaining the desired improvements. P2P actually works its way into spreading organisational values, establishing personal connects and building relationships eventually moving towards the creation of a transparent robust work culture.
No one is outside its circle of influence, hence it’s a great leveler.