How Virtual Assistants Run Remote Recognition Programs

If you want to be successful as a Virtual Assistant (VA), you must be flexible and versatile. With the right skills, you can be the invisible cog that keeps the entire machinery running. And once you reach this level, no client would dare to cross you.

But you first have to earn customers’ trust and prove your skills. One way to do so is by helping them put together a remote recognition program. This system works well for remote and hybrid teams, and many business owners struggle with it. 

With your experience as a remote worker, you will be able to create a customized program that tracks team(s) progress and creates easy-to-understand paths to rewards. And if you’re new to this, here are three steps to take to get started.

Program Setup and Documentation

First, you sketch the program and decide on the official criteria for recognition. Will you reward people for meeting major goals, or will your program be a recognition of loyalty to the company? Perhaps your client prefers to reward employees who stick to the company’s core values. 

This step is important because it will shape the entire program. If you build it around accomplished goals, you have to decide on said goals and whether you’ll reward individual or group work. 

If you go with the seniority and loyalty program, you have to design the tiers (3 years, 5 years, 10 years) and the rewards for each. It’s also a question of whether everyone who stays with the company for a long time will receive the reward, or if the recognition will be reserved for those who’ve achieved impressive tasks.

Part of being an amazing VA is knowing how to keep communication flowing even when you’re thousands of miles away. But in this case, you also have to create the necessary digital spaces for shout-outs and award nominations.

The good news is that you can use tools you’re extremely familiar with, such as Slack/Teams channels or Google Form/SurveyMonkey. 

Nomination and Tracking

If your client isn’t using one yet, ask them to implement a project management (PM) platform, like Asana, Trello, or Hubstaff. These automate keeping track of remote workers and their progress and achievements, and provide you with insightful data for the recognition program. 

In parallel, ask everyone in the team(s) to nominate colleagues they think are worthy of special recognition via the forms you set up. Check nominations against the program rules and the data from the PM platform. 

This way, you cover all your bases and make sure you don’t miss anyone’s efforts. When you don’t see the people you work with or interact with them day-to-day, these sorts of measures are necessary.

Fulfillment and Communication

You’ve set up the system and are actively tracking performance. All that’s left is to decide on the type of reward to offer. These can be anything from e-gift cards, physical awards, vouchers for services they use (gym, restaurants, healthcare, etc.), or a combination of all these options.

While sending out digital perks is the easiest way to go, including a physical award is the best way to show your appreciation for top workers. If the company owner agrees, you can order custom-made crystal awards online engraved with each employee’s name and efforts to support the company.

You also have to coordinate shipping and make sure costs fit within the budget, since awards may have to go to different countries or continents.  

Lastly, prepare a formal public recognition. This can be an announcement in a company newsletter, a public “kudos” post, or a spotlight during a video meeting.

Conclusion

Once you take all these steps and put together an amazing remote recognition program, your client will know you are the real deal. Your position as a VA will be secured for as long as you’re prepared to work with this client. Good luck moving forward!