WORKFORCE
various departments or teams, offering a cross-functional perspec- tive on the nominations,” Ebner said. Te committee’s role isn’t just to vet applications; it’s also to serve as ambassadors for the program. Committee members can promote the awards, answer questions and provide guidance on what makes a strong nomi- nation. To keep the program fresh and prevent bias, rotate committee members periodically. Bringing in new voices ensures that the process continues to evolve and reflects the diverse values and priorities of your organization.
Also, don’t forget to utilize your Army acquisition career manage- ment advocate, who assists with career planning and advocates for the interests of civilian employees, ensuring their professional development and career advancement within the Army, or your OAP, who provides organizational-level support and advice to ensure the workforce is qualified, professional and capable. Both resources can provide guidance on who to nominate.
To build excitement around award programs, it’s important to make the nomination process feel approachable and rewarding. Encouraging participation is about removing barriers, creating a sense of collaboration and recognizing the effort it takes to cele- brate others. Tere are ways to make it easier and more engaging for employees to get involved.
Writing nominations can feel daunting. Providing easy-to- use templates and clear examples can make all the difference. Consider hosting quick drop-in sessions or workshops to help employees craft stronger nominations. Tese don’t need to be overly formal—a 15-minute walkthrough on “how to write a compelling nomination” can empower even the most hesitant participants.
Nominations don’t have to be a solo effort. Encourage teams to come together to highlight a colleague’s achievements. Collab- orative nominations can not only result in better submissions, but they also build camaraderie and reinforce team bonds. For example, a team could collectively write about how a colleague contributed to a shared project, with each member offering specific details. Te result is richer, more thoughtful and captures multiple perspectives.
SUSTAIN ENGAGEMENT YEAR-ROUND Recognition shouldn’t be limited to an award season. Share success stories consistently throughout the year to keep the excite- ment alive. Monthly spotlights or newsletters featuring standout employees, such as Faces of the Force, can maintain momentum and set the stage for award nominations when the time comes.
Te JPEO-CBRND celebrates its award winners by drafting an email that goes out to the workforce and highlighting their successes in a social media campaign. Hayden explained that “these smaller, ongoing moments of recognition remind employ- ees that their contributions are valued and keep the idea of celebrating achievements top of mind.”
After each award cycle, ask for feedback to determine what worked and what didn’t—and whether or not there were barri- ers to participation. Tis input is invaluable for improving future programs. For example, if employees mention that the nomina- tion process felt time-consuming, look for additional ways to streamline the submission process. When people see their feed- back being implemented, they’re more likely to stay engaged.
Connect the awards program to your organization’s bigger picture. If you’re focused on innovation, highlight how nomina- tions celebrate creative problem-solving. If teamwork is a priority, emphasize recognizing those who go above and beyond for the group. When employees see the alignment between recognition and organizational goals, it gives the awards greater meaning and motivates participation.
CONCLUSION Driving excitement and participation in award nominations isn’t about reinventing the wheel—it’s about creating a culture where recognition feels natural, accessible and meaningful. By sharing success stories, simplifying the nomination process and celebrating achievements year-round, organizations can inspire employees to take part in recognizing their peers.
When done right, the impact of awards goes far beyond the awards themselves. It builds stronger teams, boosts morale and creates an environment where everyone feels valued for the work they do. So, start spreading the word—who will you nomi- nate today?
For more information about awards best practices and to find the 2025 Army Acquisition Award call for nominations openings, go to
https://asc.army.mil/web/acquisition-awards/.
RACHEL M. LONGARZO is a communications analyst for the U.S. Army Acquisition Support Center’s Director of Acquisition Career Management Office. She holds a B.S. in marketing and management from Old Dominion University.
https://
asc.ar my.mil
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