In a large organization, the most effective way to increase peer-to-peer recognition is to utilize a real-time vendor platform (C). Scale, accessibility, and consistency are critical success factors in large, geographically dispersed or matrixed organizations, and technology-enabled platforms address these challenges directly.
Peer-to-peer recognition programs are most successful when recognition is timely, visible, easy to give, and easy to track. A real-time platform allows employees across locations, functions, and shifts to recognize one another immediately, reinforcing desired behaviors as they occur. These systems often integrate with collaboration tools, enable social visibility, and provide analytics that HR can use to monitor participation, equity, and alignment with organizational values.
Training leaders to provide public recognition (A) supports leader-driven recognition, not peer-to-peer recognition. Awarding those who provide feedback (B) risks incentivizing quantity over quality and may undermine authenticity. Encouraging participation in current efforts (D) is vague and insufficient to overcome structural barriers common in large organizations.
SPHR exam content emphasizes that engagement strategies must be designed for organizational scale and sustainability. Technology-enabled recognition platforms support cultural consistency, reinforce values, and empower employees at all levels to participate in recognition—making them the most effective solution in large organizations.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (engagement strategies; recognition systems).
HRCI SPHR Study Guide — Peer recognition practices and scalable engagement tools.
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