Why Micron switched to a continuous employee recognition program

The semiconductor manufacturer Micron Technology is pursuing an AI-driven transformation that poses major implications for its workforce.

Micron, which makes the memory chips that store data needed to run AI tools, has inked deals with other major companies in the semiconductor ecosystem, such as Nvidia. And it recently broke ground on a semiconductor manufacturing site in Clay, New York that’s expected to be the biggest in history. The Clay campus is part of a $250 billion investment to boost domestic chip manufacturing; Micron expects this investment to create 90,000 jobs throughout the US.

Against this backdrop, Micron recently revamped its recognition program to award employees more consistently throughout the year, according to a recent report published by the Josh Bersin Company.

Recognition revamp. Micron, which worked with recognition platform Workhuman on the new program, previously treated recognition as an annual exercise toward the end of the year. Workplace leaders, who had a “use it or lose it” budget to recognize employees, would “scramble to distribute large awards so their points didn’t go to waste, often for less significant contributions or long after the behavior being rewarded occurred,” according to the report.

It’s not unusual for companies to treat recognition as an afterthought, Meisha-ann Martin, VP of people research at Workhuman, said. While employers might have ways of showing they appreciate employees, such systems “may be fragmented and siloed,” with little connection to the company’s strategy or values.

Micron’s new recognition program, which it calls “Bravo,” allows colleagues to recognize one another on a continuous basis throughout the year. It also ties into the company’s values and business objectives, such as AI innovation. Winners of the company’s AI hackathon series, for example, received “Bravo” awards.

“Micron, like many of our clients, got really intentional about what they’re reinforcing and did that with frequency,” Martin said. She noted that employees who are more frequently recognized are also more likely to improve their performance in the future, show higher levels of engagement, and stay with their employer.

The semiconductor company didn’t share additional details about the program, including how it rewards employees when they are recognized, whether through monetary or nonmonetary awards. The Josh Berin report said “Micron allocates a significant funding pool to its recognition program,” and has ensured it aligns with its pay equity standards.

Data deep-dive. Data tied to recognition programs could become more relevant as companies like Micron pursue AI-related transformations, Martin said. Companies may use recognition to evaluate where AI is taking hold in a company, who’s using it for particular things, and where it’s being used most, for example.

Performing such exercises may help companies avoid making rash decisions around AI, such as laying off workers—only to hire them back.

“When you’re doing something that is this new, the data around how it’s going, where it’s being implemented, what it’s being used for, is very, very important in order to give you the information you need to adjust and refine your strategy,” Martin said.