Employee of The Month Criteria

Employee of the Month Criteria
In our opinion, the criteria to select employee of the month should include
having both, an impeccable work performance record and also a high
degree of Emotional Intelligence and thus is a consistently good fit for the
company and their team.
Someone with a high Emotional Intelligence score will usually be a very

engaged employee with a positive attitude. They are, not only skilled and
competent workers, but also highly committed to doing the best job they
possibly can. On top of that they spend time and energy helping to create a
respectful, fun, creative and overall positive working environment for
themselves and their teammates.
There are many criteria to evaluate how a person fits in the organization
and, at Clarity Wave we’ve narrowed it down to seven key dimensions that
make up a well-rounded individual:
1. Credibility
2. Respect
3. Fellowship
4. Identity
5. Equality
6. Work Commitment
7. Personal Performance
Credibility
This dimension measures how the person is perceived in terms of their

communication skills, competence, clarity and integrity. A highly credible
employee is usually very dependable. They show up on time, do what they
say and say what they do. They are honest and straightforward with their
coworkers.
Respect
A respectful person is not one who always agrees with everyone but rather
someone who values the opinions of their coworkers even when they don’t
agree with them. Someone with a high level of respect makes a constant
effort not to discriminate or offend others for their decisions or lifestyle.
They are always appreciative, polite, considerate and recognize the value
in other people’s points of view.
Fellowship
Being a person with a high level of fellowship doesn’t mean being friends
with everyone in the office and hanging out with them during happy hour
every Tuesday. It means working every day to create a healthy and warm
work environment. The best companies to work for usually exhibit a high
level of humanity that can only be made possible when there’s a sense of
camaraderie and affinity.
Identity
Identity is that feeling of belonging that team members get when they are
100% committed to their job and their company’s success. People with a
high level of identity are usually the best brand ambassadors. They
promote their company, not only to its clients but also to any prospective
employee. They feel proud to be part of something bigger than themselves
and they wear the company’s colors every day.
Equality
An employee who treats everyone with a sense of fairness usually helps

create a workplace in which politicking and back-door deal-making is
seldom the way to get things done. People in supervisory positions are
usually easier to evaluate on this dimension however, every single person
can follow the Golden Rule and make sure they never do unto others what
they don’t want done unto them. People who avoid favoritism or show
any kind of bias when dealing with their coworkers are usually considered
to have a high degree of equality.
Work Commitment
People who come in to work, not because they have to, but because they
are passionate about what they do have the highest level of commitment to
their job. These employees will usually do little things like turning off the
lights when the conference room is empty or picking up a piece of trash
even when no one else is watching them. They come in early and leave
late and, for the most part, have positive and optimistic conversations with
their teammates.
Personal Performance
Note that this dimension of emotional intelligence has nothing to do with

measurable KPI’s but rather how others perceive your professional
development within the organization. This dimension closely evaluates how
things are done and the co-workers’ perception regarding the employee’s
overall attitude. Since goals are usually known only to the employee’s
supervisors, the perception of the rest of the team regarding the person’s
performance can be very telling.
Setting Up Rules to Select the Employee of the

Month
When creating a program like this you must make sure the rules are clear.
Here are some things to consider:
1. Does an employee need to have been working for a minimum period

of time at the company before being eligible to win?
2. Can an employee win back-to-back titles or should there be a break
between wins?
3. Are part-time employees just as eligible as full time ones?
Mix it Up
Depending on the goals of the company you can very well rotate the
different dimensions each month and focus on one in particular. For
example, one month could be all about Personal Performance and the
winner would be selected by picking the person with the highest score in
that dimension. On month two you could shift the focus to Credibility,
Identity or any of the other dimensions.
Choosing the Right Rewards

The Employee of the Month should be publicly praised and rewarded with
something meaningful. The team member should feel special in many
ways. Some of the most common ideas are:
 Gift cards
 Parking space
 Plaque (publicly displayed)
 Cold hard cash
 One-on-one lunch with the CEO
 Free day off
 Trophy

Employee of The Month Criteria

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What are the seven dimensions used to evaluate employees at Clarity Wave?

What factors should be considered when setting up rules for employee of the month?

Employee of the Month Criteria

Someone with a high Emotional Intelligence score will usually be a very

This dimension measures how the person is perceived in terms of their

An employee who treats everyone with a sense of fairness usually helps

Note that this dimension of emotional intelligence has nothing to do with

Setting Up Rules to Select the Employee of the

1. Does an employee need to have been working for a minimum period

Choosing the Right Rewards

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