In this guide
- The Four-Part Nomination Letter Structure
- Reasons to Nominate Someone for Employee of the Month
- Sample Write-Up for an Employee Award Nomination
- Nomination Letters: Performance and Results
- Nomination Letters: Team Contribution and Culture
- Nomination Letters: Innovation and Initiative
- Nomination Letters: Customer and External Impact
- Nomination Letters: Broader Situations
- Nomination Letter: What It Is and 5 Templates You Can Copy
- Employee of the Month Nomination Form and Questions
- How Profit.co Supports Structured Recognition Programs
- Employee Recognition Nomination Process: How It Works
- Frequently Asked Questions
TL;DR
An Employee of the Month nomination letter is a written case for why a specific employee deserves formal recognition during a given period. The most persuasive nominations are specific, evidence-based, and aligned with the criteria your organization uses to evaluate the award. This article provides 15 complete nomination letter examples across different roles and contribution types, plus a four-part structure that works for any nomination.
Most Employee of the Month programs have a quiet credibility problem. The selection criteria are vague, the nominations are even vaguer, and the result is that the same visible, outgoing employees tend to appear on the list repeatedly while quieter, equally strong contributors are overlooked.
The problem is not usually the selection process. It is the nominations that feed it.
A nomination letter that says, I would like to nominate [Name] because they are an incredible team player and always go above and beyond, does not give the selection committee much to work with. It could describe a hundred different employees. It does not help anyone make a decision.
A nomination letter that says, I am nominating [Name] for the way they managed the client escalation on March 14th, which directly prevented the loss of a contract worth [amount], through a combination of sound judgment, clear communication, and genuine commitment to the customer relationship, gives the committee something real to evaluate.
The difference between these two letters is not talent for writing. It is the habit of specificity.
This article gives you 15 complete nomination letter examples plus a structure you can apply to any employee and any occasion.
The Four-Part Nomination Letter Structure
Every nomination letter in this article follows a version of this structure. Understanding it helps you write your own when none of the templates is a perfect fit.
Part 1: Open with the nomination and the specific trigger. Name the employee and the specific action, project, period, or behavior you are nominating them for. Do not open with pleasantries. Lead with the point.
Part 2: Describe the specific contribution in detail. This is the most important section and the one most nominators abbreviate. What exactly did the employee do? What were the circumstances? What challenges did they navigate? What decisions did they make?
Part 3: Describe the impact. What resulted from their contribution? Use numbers where possible: revenue saved or generated, time saved, problems prevented, colleagues helped, customer relationships protected. Where numbers are not available, describe the qualitative impact as concretely as possible.
Part 4: Connect to the award criteria and close with your endorsement. Reference the qualities or criteria the award is designed to recognize and explain how this employee demonstrated them. Close with a direct, unambiguous statement of support for the nomination.
Reasons to Nominate Someone for Employee of the Month
What are good reasons to nominate someone for Employee of the Month? Good reasons to nominate someone for Employee of the Month are specific, observable, and tied to a concrete outcome — not personality traits. The strongest reasons fall into five categories: measurable performance results, demonstrable customer impact, team contribution, innovation and initiative, and leadership. Each should reference a specific event, project, or behavior from the current review period.
The employee of the month nomination is only as strong as the reason anchoring it. According to Gallup, employees who receive frequent, specific recognition are 5x more likely to feel valued and motivated at work — which means a vague nomination not only fails the selection committee, it fails the employee too. ‡ Source: Gallup State of the American Workplace — verify exact figure before publishing.
The five categories below cover the full range of contribution types that make a nomination credible and defensible.
Performance and Results
| Reason | What It Looks Like in Practice |
|---|---|
| Exceeded a quantifiable target | Closed [X]% above sales quota; processed [X]% more tickets than the team average; delivered the project [X] days ahead of schedule |
| Maintained exceptional quality under pressure | Zero errors on a high-stakes deliverable during a period of high workload or team disruption |
| Solved a significant operational problem | Identified and resolved an issue that had been costing the team [time or money] per [period] — with a specific, implementable fix |
| Sustained peak performance over the full period | Consistent top-quartile output across all weeks of the nomination period, not just one standout moment |
Customer Impact
| Reason | What It Looks Like in Practice |
|---|---|
| Prevented a client from churning | Handled a high-risk escalation that retained an account worth [amount or percentage of ARR] |
| Received unsolicited client praise | Client named the employee specifically in a written commendation, renewal communication, or survey response |
| Generated a referral through exceptional service | Their handling of a client situation directly led to a referral or expanded contract |
| Improved the client experience systematically | Proposed and implemented a change to how the team handles a client touchpoint reducing friction for all accounts |
Team Contribution
| Reason | What It Looks Like in Practice |
|---|---|
| Covered for a colleague during absence | Absorbed [role or responsibilities] without a drop in their own output during [period] when [colleague] was unavailable |
| Stabilized team morale during a difficult period | Acted as an informal anchor during a restructuring, leadership change, or high-pressure deadline measurably affecting team output |
| Produced something the whole team now uses | Created a process document, template, checklist, or tool that is now in regular use across the team |
| Facilitated a cross-functional outcome | Coordinated between two or more departments to deliver a project that neither team could have completed independently |
Innovation and Initiative
| Reason | What It Looks Like in Practice |
|---|---|
| Identified a problem no one else had flagged | Spotted a recurring inefficiency, error pattern, or risk that was invisible to the team and brought it forward proactively |
| Designed and implemented a solution independently | Took a problem from observation to implemented fix without being assigned the task or waiting for authorization |
| Introduced a new approach that improved results | Proposed an alternative method, tool, or workflow that was adopted and demonstrably improved outcomes |
| Applied learning beyond their role | Used a skill, qualification, or knowledge from outside their core responsibilities to solve a real business problem |
Leadership
| Reason | What It Looks Like in Practice |
|---|---|
| Mentored junior colleagues | Held regular one-on-ones with two new team members over [period], created onboarding resources now used by the whole team, and measurably accelerated their time to independent contribution |
| Led without a formal mandate | Coordinated a project or initiative where they had no authority but drove the outcome through influence, relationships, and follow-through |
| Modeled the organization’s values under pressure | Demonstrated the specific behaviors the company defines as its values in a high-stakes or high-visibility situation |
| Developed someone who then advanced | Their coaching, feedback, or mentorship contributed directly to a colleague receiving a promotion, expanded responsibilities, or new opportunity |
Common reason failures to avoid
The three most common weak reasons hard work with no specific example, always goes above and beyond with no named instance, and great attitude with no observable impact appear in the majority of nominations and distinguish nothing. A reason that could apply to any employee on the team is not a reason. It is a placeholder. Replace every generic phrase with a specific event, date, project name, or measurable outcome before submitting.
Sample Write-Up for an Employee Award Nomination
What is a sample write-up for an employee award nomination? A sample write-up for an employee award nomination is a condensed version of a nomination letter typically one to three paragraphs that makes the case for a specific employee using a defined structure: the nomination statement, the specific contribution, the measurable impact, and the connection to award criteria. Write-ups are used when a full letter is not required but specificity is still essential.
According to the Achievers 2023 Engagement and Retention Report, 92% of employees recognized for a specific action are more likely to repeat that behavior. The quality of the write-up determines whether the recognition lands or gets lost in a stack of identical superlatives. ‡ Source: Achievers 2023 Engagement and Retention Report verify exact figure before publishing.
The five write-ups below cover the most common contribution categories. Each follows the four-part structure: nomination statement, specific contribution, impact, and award connection.
Important distinction
A write-up that says only always goes above and beyond and names no event, date, or outcome is not a write-up — it is a character reference. Character references describe who someone is. Write-ups demonstrate what someone did and what it produced. The selection committee needs the latter.
Write-Up 1: Sales and Revenue Performance
| Section | Write-Up Content |
|---|---|
| Nomination statement | I am nominating [Name] for Employee of the Month in recognition of their Q[X] sales performance. |
| Specific contribution | Over the past [period], [Name] closed [X] new accounts at [X]% above quota and personally managed two at-risk renewals that had been escalated due to client dissatisfaction. Each renewal required multiple senior-level conversations and a customized retention proposal built outside of standard process. |
| Impact | Both accounts renewed. Combined, they represent [amount or %] of annual recurring revenue that would have been at risk without [Name]’s direct intervention. The client satisfaction scores on both accounts improved in the following survey cycle. |
| Award connection | This nomination reflects both the results and the judgment that produced them. [Name] meets the performance and values criteria for this award in full. I support this nomination without reservation. |
Write-Up 2: Process Improvement and Operations
| Section | Write-Up Content |
|---|---|
| Nomination statement | I am nominating [Name] for Employee of the Month based on the process improvement they identified and implemented in [specific area] during [month]. |
| Specific contribution | [Name] identified a recurring manual step in our [process] that was adding [X] hours per week of avoidable work across the team. Without being asked, they researched three alternative approaches, built a working prototype using existing tools, and presented a clear proposal with projected time savings and an implementation plan. |
| Impact | The solution was implemented within [X] weeks and has already delivered the projected savings. The fix now runs automatically and requires no ongoing maintenance. [X] team members benefit from it directly every week. |
| Award connection | [Name] took a problem from observation to implemented solution entirely within their existing workload. That level of initiative and follow-through is exactly what this award is designed to recognize. |
Write-Up 3: Customer Service and Retention
| Section | Write-Up Content |
|---|---|
| Nomination statement | I am nominating [Name] for their handling of the [Client Name] escalation during [month], which prevented the loss of a significant client relationship. |
| Specific contribution | When [Client Name] submitted a formal complaint on [date], [Name] responded within two hours, took personal ownership of the issue, and coordinated resolution across [X] internal teams over [X] days. At each stage, they communicated proactively with the client and met every commitment made. |
| Impact | The account was retained. The client mentioned [Name] by name in their renewal communication, and the relationship is now stronger than before the escalation. A referral from this client has since progressed to a qualified opportunity. |
| Award connection | The award criteria include customer impact and values alignment. [Name] demonstrated both under pressure. I strongly support this nomination. |
Write-Up 4: Team Leadership and Culture
| Section | Write-Up Content |
|---|---|
| Nomination statement | I am nominating [Name] for Employee of the Month for the informal leadership role they played during the team restructuring over the past [X] weeks. |
| Specific contribution | [Name] held informal check-ins twice weekly on their own initiative, kept communication open with colleagues who were struggling with the transition, and maintained their own performance output throughout — without any formal mandate to do so. |
| Impact | The team’s productivity during the restructuring exceeded expectations. [Name]’s contribution to team stability during this period is directly visible in the output data and in the feedback I have heard informally from colleagues. |
| Award connection | This nomination recognizes a contribution that does not show up in individual metrics but had a measurable effect on everyone around [Name]. I nominate them with great enthusiasm. |
Write-Up 5: Mentorship and Colleague Development
| Section | Write-Up Content |
|---|---|
| Nomination statement | I am nominating [Name] for the mentorship they provided to three junior colleagues over the past [X] months a contribution that was entirely self-initiated. |
| Specific contribution | [Name] identified that several newer colleagues were struggling with the transition to our systems and offered their time without waiting for anyone to formalize the arrangement. They conducted [X] one-on-one sessions, created [X] training documents now used as standard onboarding resources, and raised the functional competency of the team in a lasting way. |
| Impact | All three colleagues are now independently handling tasks that previously required senior review. The onboarding documents [Name] created have been used with every new team member since. The return on their investment of time is ongoing. |
| Award connection | The award criteria include contribution to team development and going above and beyond role expectations. [Name] met both standards in ways that are directly measurable and genuinely valued. |
Build a Recognition Culture That Sticks, Start with Profit.co
Nomination Letters: Performance and Results
These nominations are built around measurable performance achievements.
Example 1: Sales Performance
I am writing to nominate [Name] for Employee of the Month in recognition of their Q3 sales performance.
Over the past ninety days, [Name] closed [X] new accounts, representing [X]% above their target, and secured two contract renewals that had been at significant risk of lapsing. The [Client Name] renewal in particular required sustained relationship management over four months and multiple conversations with senior stakeholders. [Name] navigated each of those conversations with professionalism and patience, ultimately securing a renewal that represents [amount or percentage] of annual recurring revenue.
What distinguishes this performance is not just the numbers. It is the way [Name] approached the most difficult accounts: with preparation, persistence, and a genuine investment in understanding the client’s perspective before proposing any solution. That approach is consistent, not occasional.
This nomination reflects both the results and the qualities that produced them. I wholeheartedly support [Name] for this recognition.
[Nominator Name], [Role]
Example 2: Operations Excellence
I am nominating [Name] for Employee of the Month based on their contribution to the operational improvement initiative over the past month.
[Name] identified a critical inefficiency in our order processing workflow that was adding an estimated [X] hours per week of manual work across the operations team. Rather than flagging the issue and waiting for someone else to act on it, they researched three potential solutions, built a simple prototype using our existing tools, and presented a fully formed proposal to the team within one week of identifying the problem. The solution has since been implemented and is already delivering the projected time savings.
The entire process, from observation to implemented solution, took [X] weeks and was completed entirely within [Name]’s existing workload. That kind of initiative and follow-through is exactly what the Employee of the Month award is designed to recognize.
I nominate [Name] with full confidence.
[Nominator Name], [Role]
Example 3: Customer Service Excellence
I am submitting this nomination for [Name] in the customer success role, specifically for their handling of the [Client Name] account over the past month.
When [Client Name] contacted us with a significant service complaint in early [month], the relationship was at serious risk. [Name] took personal ownership of the situation, scheduled a call with the client within two hours of the initial complaint, and coordinated a resolution across three internal teams over the following five days. At each stage, they communicated proactively with the client, set realistic expectations, and delivered on every commitment made.
The outcome was a retained account and, unexpectedly, a referral that has since converted into a new client. The client specifically mentioned [Name] by name in their renewal communication.
The award criteria include customer impact and values alignment. [Name] demonstrated both in a high-pressure situation where the easy path would have been to escalate and step back. I strongly support this nomination.
[Nominator Name], [Role]
Nomination Letters: Team Contribution and Culture
These nominations focus on collaborative contributions, cultural impact, and team-building behaviors that formal metrics often miss.
Example 4: Team Leadership and Culture
I am nominating [Name] for Employee of the Month in recognition of the leadership role they played during the team restructuring over the past four weeks.
Organizational change creates uncertainty, and uncertainty tends to reduce performance. [Name] actively mitigated that effect on our team by being a consistent source of calm, transparency, and positive energy during a period when it would have been easy to disengage. They held informal team check-ins twice a week on their own initiative, kept communication open with colleagues who were struggling with the transition, and maintained their own performance output without interruption throughout.
The team’s productivity during the restructuring was significantly higher than we had expected, and [Name]’s informal leadership contributed materially to that outcome. Their impact on team culture and resilience this month qualifies them for recognition on a level that goes beyond individual performance metrics.
I nominate them with great enthusiasm.
[Nominator Name], [Role]
Example 5: Mentorship and Development
I am nominating [Name] for Employee of the Month in recognition of the mentorship they have provided to three junior team members over the past two months.
[Name] was never asked to take on this mentorship role. They identified that several newer colleagues were struggling with the transition to our project management system and offered their time and expertise without waiting for anyone to formalize the arrangement. They conducted twelve one-on-one sessions over the period, created three short training documents that are now used as standard onboarding resources, and raised the functional competency of the team in a way that will have a lasting impact.
The award criteria include contribution to team development and going above and beyond role expectations. [Name] met both standards in ways that are directly measurable and genuinely valued.
[Nominator Name], [Role]
Example 6: Cross-Functional Collaboration
I am nominating [Name] for their contribution to the cross-functional project connecting [Department A] and [Department B] over the past six weeks.
Cross-departmental projects are notoriously difficult to keep moving because no single person has authority across all contributing teams. [Name] functioned as the de facto coordinator of this project without any formal mandate to do so, building relationships with stakeholders across both departments, managing a shared action list that everyone trusted, and resolving two significant disagreements between teams through thoughtful facilitation rather than escalation.
The project was delivered on time, and both department heads mentioned [Name] specifically when reflecting on what made it work. That kind of collaborative leadership, conducted without formal authority and motivated entirely by investment in the outcome, is exactly what the Employee of the Month award is designed to celebrate.
[Nominator Name], [Role]
Nomination Letters: Innovation and Initiative
Example 7: Process Innovation
I am writing to nominate [Name] for Employee of the Month in recognition of the process improvement they proposed and implemented in [specific area] during [month].
After noticing that our current [process] was generating a recurring error that cost the team approximately [X hours or amount] per month, [Name] spent two weeks researching best practices, consulting with relevant colleagues, and designing a revised approach. They then presented the proposal clearly and persuasively, addressed every concern raised, and led the implementation themselves.
The new process has been running for [X weeks] and has already eliminated the recurring error entirely. The ROI of this contribution, measured against the time [Name] invested to produce it, is significant.
I support this nomination without reservation.
[Nominator Name], [Role]
Example 8: Creative Problem-Solving
I am nominating [Name] for the creative solution they developed for the [specific challenge] our team faced last month.
When [description of problem], the conventional approach would have been [describe standard approach]. [Name] proposed an alternative that nobody on the team had considered, built a quick proof of concept to validate it, and presented it with enough evidence to earn the team’s confidence. The solution was implemented within [X days] and produced [specific result].
Original thinking that is backed by practical execution is rare. [Name] demonstrated both. I am delighted to submit this nomination.
[Nominator Name], [Role]
Nomination Letters: Customer and External Impact
Example 9: Peer-Submitted Nomination (Customer Impact)
I am submitting this nomination as a colleague and daily collaborator of [Name], and I want to explain why I believe they deserve this recognition in my own words.
Last month I witnessed [Name] handle a situation with a client that, in my assessment, would have ended in contract termination had anyone else been dealing with it. The client was frustrated, the complaint was legitimate, and the solution required coordinating resources that were not technically within [Name]’s remit. They did all of it: stayed calm, took ownership, pulled together the right people, and resolved the situation within 48 hours.
The client sent a follow-up email thanking [Name] personally. Our manager received a copy. I think the selection committee should know about it too.
This is a nomination from someone who was in the room. [Name] deserves this recognition.
[Nominator Name], [Role]
Example 10: Customer-Submitted Nomination
I am writing on behalf of [Client/Customer Name] to nominate [Employee Name] at [Company] for your Employee of the Month recognition.
Over the past [timeframe], [Employee Name] has been our primary point of contact for [specific service or project]. The quality of their communication, their responsiveness, and their genuine investment in our success have been exceptional. On [specific date], when we experienced [specific challenge], [Employee Name] took immediate action, kept us informed throughout, and delivered a resolution faster than we had any right to expect.
We do not submit feedback like this often. We are doing so now because [Employee Name]’s service genuinely stands out and deserves formal recognition.
[Client Name], [Role, Company]
Nomination Letters: Broader Situations
Example 11: Nomination for a Remote Employee
I am nominating [Name] for Employee of the Month, and I want to make a specific point about the context of this nomination: [Name] works remotely, which means their contribution is less visible to the immediate team than it would otherwise be. This nomination is partly a recognition of their output and partly a correction of a visibility gap.
This month, [Name] delivered [specific achievement], contributed [specific collaboration or support], and maintained a level of communication that made the geographic distance functionally irrelevant. Their documentation alone, [describe the documentation], has been referenced by four different team members and has reduced the time new contributors spend getting up to speed.
Employees who do outstanding work without the natural visibility of an in-office presence deserve recognition that corrects for that gap. I am nominating [Name] to ensure their contribution is formally seen.
[Nominator Name], [Role]
Example 12: Nomination for a Long-Tenured Employee
I am nominating [Name] for Employee of the Month and I want to explain why tenure is not a reason to take someone’s contribution for granted, it is a reason to recognize it more specifically.
[Name] has been with this organization for [X years]. What they contributed this month was not different from what they contribute every month: [specific consistent qualities and contributions]. But the fact that they have delivered this quality for [X years] running, with no diminishment and no ceremony, represents exactly the kind of sustained commitment that organizations thrive on.
This nomination is for this month’s contribution. It is also an acknowledgment of the years of performance that preceded it.
[Nominator Name], [Role]
Example 13: Nomination Following a Difficult Period
I am nominating [Name] for Employee of the Month, specifically in recognition of their performance over the past four weeks, which followed a period of personal difficulty that the team was aware of.
Returning to full capacity after a challenging personal period is not easy. [Name] did it with a professionalism and focus that was, frankly, an example to everyone on the team. They delivered [specific result], supported [specific colleague], and brought a quality of presence to the work that contributed to the team’s morale during a period where morale needed supporting.
Resilience and professional commitment in difficult circumstances deserve formal recognition. I am submitting this nomination to ensure that happens.
[Nominator Name], [Role]
Example 14: Nomination for a New Employee
I am nominating [Name] for Employee of the Month, noting that they have been with the organization for only [X months].
In that time, [Name] has [specific achievement], contributed [specific collaborative action], and demonstrated a level of [specific quality] that typically takes much longer to develop in a new environment. More specifically, they [detailed description of what they did this month].
New employees who contribute at this level early in their tenure deserve early recognition. It signals to them that their contribution is seen and it sets the right tone for their development within the organization.
I support this nomination enthusiastically.
[Nominator Name], [Role]
Example 15: Nomination for Quiet, Behind-the-Scenes Excellence
I am submitting this nomination specifically because [Name]’s contribution is exactly the kind that Employee of the Month awards tend to overlook, and I believe that is a problem worth correcting.
[Name] does not work in a client-facing role. They do not present to the executive team. They do not have dramatic wins to point to. What they do is ensure that [specific critical function or process] runs without error, every single day, with a precision and reliability that the whole team depends on without always acknowledging it.
This month specifically, [Name] [specific above-and-beyond contribution]. Without that contribution, [specific consequence for the team or project]. Most of the team did not know this happened. I did, and I believe the selection committee should too.
The award criteria include going above and beyond expectations. Few people do that as consistently and as quietly as [Name]. I nominate them with genuine conviction.
[Nominator Name], [Role]
Nomination Letter: What It Is and 5 Templates You Can Copy
What is a nomination letter? A nomination letter is a structured written document submitted by a manager, peer, or customer to formally recommend an employee for an award, recognition program, or other form of professional acknowledgment. An effective nomination letter is specific, evidence-based, and aligned to the criteria the award is designed to recognize not a general statement of positive regard.
According to Bersin by Deloitte, organizations that recognize employees for specific contributions see a 34% increase in employee satisfaction. The nomination letter is the mechanism that makes recognition specific. ‡ Source: Bersin by Deloitte verify attribution name (post-2019 studies may credit Bersin rather than Bersin by Deloitte) before publishing.
Note on weak nominations
The most common failure in nomination letters is a letter that says everything and proves nothing vague superlatives like exceptional, above and beyond, and outstanding without a single specific example. These letters are not dishonest. They are simply not useful. A selection committee cannot rank or evaluate a nomination that gives them nothing concrete to assess. Every template below is built to prevent this failure.
Template 1: Manager Nominating a Direct Report (Performance Focus)
| Section | Template Text (Replace bracketed text with specifics) |
|---|---|
| Opening | I am writing to nominate [Name] for [Award Name] in recognition of [specific achievement, project, or period]. |
| Contribution | During [timeframe], [Name] [specific description of what they did, how they did it, and what circumstances they navigated]. This was not a routine task it required [specific skill, judgment, or effort] that goes beyond the standard expectations of their role. |
| Impact | As a result, [specific measurable or observable outcome: revenue, time saved, problem prevented, client retained, team benefited]. This outcome would not have happened without [Name]’s direct contribution. |
| Endorsement | [Name] meets the [criteria name] for this award through [specific quality they demonstrated]. I support this nomination fully and without qualification. |
Template 2: Peer Nominating a Colleague (Teamwork and Culture Focus)
| Section | Template Text (Replace bracketed text with specifics) |
|---|---|
| Opening | I am submitting this nomination as a direct colleague of [Name]. I want to describe something I witnessed this [month/quarter] that I believe the selection committee should know about. |
| Contribution | On [specific date or during specific project], [Name] [what they did — specific action, decision, or behavior]. I was present / directly involved and can confirm the details of what happened. |
| Impact | The result was [specific outcome for the team, client, or project]. Without [Name]’s involvement, [what would have happened instead]. |
| Endorsement | This is a nomination from someone who saw this firsthand. [Name] deserves this recognition and I submit this nomination with confidence. |
Template 3: Customer or External Stakeholder Nomination
| Section | Template Text (Replace bracketed text with specifics) |
|---|---|
| Opening | I am writing on behalf of [Organization Name] to nominate [Employee Name] for your [Award Name] recognition. We are submitting this nomination because [Employee Name]’s service has been exceptional and we believe it deserves formal acknowledgment. |
| Contribution | Our experience with [Employee Name] over [timeframe] has been consistently above standard. Most recently, on [date], when we experienced [specific challenge], [Employee Name] [specific action they took and how they handled it]. |
| Impact | The resolution came faster than we expected and the follow-through was complete. [Specific positive outcome: relationship strengthened, problem resolved, future business confirmed, referral given]. |
| Endorsement | We do not submit external feedback often. We are doing so because [Employee Name]’s work genuinely stands apart from what we experience with other suppliers and partners. This recognition is well deserved. |
Template 4: Innovation and Initiative Nomination
| Section | Template Text (Replace bracketed text with specifics) |
|---|---|
| Opening | I am nominating [Name] for [Award Name] in recognition of the initiative they demonstrated during [month/project/period]. This nomination is specifically about a contribution that was entirely self-directed. |
| Contribution | [Name] identified [specific problem, gap, or opportunity] that the rest of the team had not yet acted on. Without being asked, they [researched, designed, built, proposed, implemented] a solution using [specific approach or tools]. The entire process, from identification to implementation, took [timeframe] and was completed within their existing workload. |
| Impact | The result is [specific measurable outcome: time saved, error eliminated, process improved, cost reduced]. The solution is now [in use by / adopted by / referenced by] [X team members / the full department / the organization]. |
| Endorsement | Initiative that results in lasting operational improvement is rare. [Name] demonstrated both the vision and the follow-through. I support this nomination fully. |
Template 5: Nomination for a Quiet or Behind-the-Scenes Contributor
| Section | Template Text (Replace bracketed text with specifics) |
|---|---|
| Opening | I am submitting this nomination because [Name]’s contribution is exactly the kind that recognition programs tend to miss and that is precisely why it should be recognized. |
| Contribution | [Name] is responsible for [specific function or process]. This work does not generate visible wins or dramatic moments. What it generates is reliability: [specific critical function] runs without error, every [day/week/cycle], because [Name] ensures it does. This month specifically, [Name] [specific above-and-beyond action or contribution that went beyond normal requirements]. |
| Impact | Without [Name]’s contribution, [specific consequence for the team, project, or organization]. Most people on the team did not know this happened. I did, and I believe the selection committee should too. |
| Endorsement | Consistent, high-quality, behind-the-scenes contribution is the foundation that visible successes are built on. [Name] provides that foundation. I nominate them with genuine conviction. |
Employee of the Month Nomination Form and Questions
What is an employee of the month nomination form? An employee of the month nomination form is a structured document that guides nominators through the key information a selection committee needs to evaluate a nomination: the nominee’s identity, the nominator’s relationship to them, the specific contribution being recognized, its measurable impact, and confirmation that the submission is complete and accurate. A well-designed form produces stronger nominations by making specificity a requirement rather than an option.
According to SHRM and Globoforce, peer-to-peer recognition is 35% more likely to have a positive impact on financial results than manager-only recognition. A nomination form that is accessible to all employees not just managers is the structural change that makes peer recognition possible at scale.
Nominee Information
| Field | Notes for Nominator |
|---|---|
| Full name | First and last name of the employee being nominated |
| Job title | Current role – not team or department |
| Department | The department or business unit they work in |
| Nomination period | The month or quarter this nomination covers (e.g. June 2026) |
| Nomination category | Select the primary category: Performance and Results / Customer Impact / Team Contribution / Innovation and Initiative / Leadership |
Nominator Information
| Field | Notes for Nominator |
|---|---|
| Full name | Your name as the nominator |
| Job title | Your current role |
| Relationship to nominee | ☐ Direct manager ☐ Peer / colleague ☐ Cross-functional collaborator ☐ Customer or external stakeholder ☐ Senior leader |
| How long have you worked with the nominee? | Approximate duration (e.g. 6 months, 2 years) |
Nomination Questions
Q1 — What specific contribution are you nominating this employee for?
Describe the specific action, project, decision, or behavior that triggered this nomination. Name the event or deliverable. Do not describe the employee’s general character or attitude. (Recommended: 75–150 words)
Q2 — What was the measurable or observable impact of this contribution?
What changed, improved, or was prevented because of what this employee did? Use numbers where available — revenue, time, error rate, headcount, customer satisfaction. Where numbers are not available, describe the qualitative impact as specifically as possible. (Recommended: 50–100 words)
Q3 — Why did this contribution go above and beyond the standard expectations of their role?
Explain what the standard expectation would have been and what this employee did that exceeded it. Do not use the phrase above and beyond without explaining what that means in this specific case. (Recommended: 50–75 words)
Q4 — How does this contribution reflect the organization’s values or the award criteria?
Reference the specific value or criterion this nomination is built around. Use the organization’s own language where possible. (Recommended: 25–50 words)
Q5 — Is there anything else the selection committee should know?
Optional. Use this field for context that does not fit the questions above, for example, if the contribution is less visible than usual (remote employee, behind-the-scenes role) or if there are extenuating circumstances that make the contribution more significant than it appears on paper.
Confirmation
By submitting this nomination form, I confirm that the information provided is accurate to the best of my knowledge, that I have direct awareness of the contribution described, and that I am nominating this employee based on a specific and verifiable contribution during the stated nomination period.
Tips for Using This Form
- Complete Q1 and Q2 before anything else. If you cannot answer both with specifics, the nomination is not ready to submit.
- Share the form link with the whole organization, not just managers. Peer nominations produce more diverse recognition and surface contributions that leadership does not always see.
- Set a submission deadline at least one week before the selection meeting to allow the committee time to review nominations properly.
- Keep completed nominations on file. They are useful as evidence in annual performance reviews and can inform promotion decisions.
- Review nominations for completeness before presenting them to the selection committee incomplete forms waste evaluation time.
What typically goes wrong
The three most common failures in nomination form submissions: Q1 responses that describe the employee’s general character rather than a specific event; Q2 left blank or filled with unmeasurable phrases like made a big difference; and inconsistent criteria communicated to different departments, resulting in nominations that cannot be fairly compared. Reviewing these three fields before the selection meeting prevents most avoidable disputes.
Run Your Employee of the Month Program Through Profit.co
How Profit.co Supports Structured Recognition Programs
Employee of the Month programs are only as effective as the recognition infrastructure that supports them. When nominations are weak, the program loses credibility. When selection criteria are disconnected from how performance is actually managed, the awards feel arbitrary.
Profit.co’s Employee Engagement module connects recognition directly to the goals, OKRs, and performance data your organization is already tracking. Managers and peers who nominate employees can reference specific goal achievements, performance metrics, and contributions already visible on the platform, making nominations stronger and selection more defensible. Awards and Leaderboards in Profit.co foster an ongoing recognition culture, giving Employee of the Month programs a meaningful anchor.
Employee Recognition Nomination Process: How It Works
What is the employee recognition nomination process? The employee recognition nomination process is the sequence of steps an organization follows to identify, submit, evaluate, select, and communicate employee award decisions from opening the nomination window through announcing the winner. A structured process ensures nominations are evaluated fairly, criteria are applied consistently, and recognition reaches the employees who genuinely earned it rather than the employees who are most visible.
A well-structured employee recognition nomination process is what turns a good intention into a credible program. According to Gallup, organizations that prioritize employee recognition see a 14% increase in employee engagement and productivity, and a 31% reduction in voluntary turnover. The process below is what produces recognition specific enough to generate those results. ‡ Source: Gallup State of the Global Workplace verify the 14% and 31% figures against the current edition before publishing.
Step 1: Define the Criteria Before Opening Nominations
Before any nomination window opens, the selection committee must agree on the specific behaviors, contributions, and outcomes the award is designed to recognize. Criteria defined after nominations arrive are not criteria they are post-hoc rationalization. Publish the criteria clearly, in plain language, to all potential nominators before the window opens.
Step 2: Open the Nomination Window to All Employees
Restrict nominations to managers and you systematically exclude the contributions that managers do not directly observe quiet excellence, behind-the-scenes reliability, peer mentorship, and cross-functional collaboration. Open the nomination window to all employees, including the option for external stakeholders such as clients and partners to submit nominations through a separate channel.
Step 3: Require Structured Submissions
A free-text nomination box produces inconsistent quality. A structured form with defined fields for the specific contribution, the measurable impact, and the connection to award criteria produces nominations that the selection committee can actually evaluate and compare. Use the nomination form structure in the section above as your template.
Step 4: Review Nominations for Completeness Before Evaluation
Before presenting nominations to the selection committee, screen each submission for completeness. Nominations that describe general character rather than specific contributions, or that leave the impact field blank, should be returned to the nominator for revision rather than presented as-is. This step prevents the committee from spending evaluation time on nominations that cannot be fairly assessed.
Step 5: Apply a Consistent Scoring Rubric
Present nominations to the selection committee with a consistent rubric not just a read-and-discuss format. A 1–5 scale across three dimensions works well for most programs:
- Specificity: Does the nomination describe a specific, verifiable event or contribution? (1 = vague general statement; 5 = specific event with named date, outcome, and context)
- Demonstrated impact: Is the impact measurable or clearly observable? (1 = unmeasurable claim; 5 = quantified outcome or unambiguous qualitative result)
- Criteria alignment: Does the contribution match the award criteria as defined? (1 = no clear connection; 5 = directly and explicitly meets the stated criteria)
Step 6: Communicate the Decision and the Reason
When the winner is announced, publish the reason not just the name. An announcement that says [Name] is this month’s Employee of the Month for her work on [specific project] that resulted in [specific outcome] does two things a name-only announcement cannot: it validates the winner’s contribution publicly, and it tells every other employee what kind of contribution is recognized in this organization. That second effect compounds over time into a stronger nomination culture.
Examples of Employee Recognition Nominations by Type
| Nomination Type | Who Submits It | What Makes It Distinctive |
|---|---|---|
| Performance nomination | Direct manager | Anchored to a measurable result quota exceeded, project delivered, metric improved with specific numbers |
| Peer nomination | Direct colleague | Describes something the manager may not have directly observed informal support, team cohesion, behind-the-scenes contribution |
| Cross-functional nomination | Manager from another team or department | Recognizes collaboration and influence exercised without formal authority often the hardest type to capture in standard performance reviews |
| Customer nomination | External client or stakeholder | Carries unique credibility because it comes from outside the organization a direct signal of external impact that internal metrics rarely capture |
| Self-nomination | The employee themselves | Appropriate in programs that explicitly invite it requires the same specificity standard as any other nomination and is often underused |
A recognition program is only as credible as its nominations. The process above produces nominations that the selection committee can evaluate fairly, the winner can be proud of, and the rest of the organization can learn from.
Frequently Asked Questions
An effective nomination letter uses a four-part structure: open with the nomination and the specific trigger, describe the specific contribution in detail, explain the measurable or observable impact, and close by connecting the contribution to the award criteria and endorsing the nomination directly. The most common weakness in nomination letters is vagueness. The more specific you are about what the employee did and what it produced, the stronger the nomination.
Nominations can come from managers, peers, cross-functional colleagues, customers, or senior leaders. Each source brings a different perspective that strengthens the program. Peer nominations are particularly valuable because they surface contributions that managers and leaders do not always see directly. Including multiple nomination sources in your program criteria produces more diverse, credible, and representative recognition.
Long enough to be specific and short enough to be read and evaluated efficiently. For most nominations, three to five substantive paragraphs is the right length. The goal is to give the selection committee enough concrete information to evaluate the nomination fairly. Nominations that are too short fail to make a case. Nominations that are too long dilute the argument with excess detail.
Specificity and evidence. The nominations that stand out are the ones that describe precisely what the employee did, under what circumstances, and with what result. Generic superlatives like exceptional and above and beyond are present in most nominations and therefore distinguish nothing. Specific details about specific actions and specific outcomes are rare and therefore persuasive.
Credibility comes from clear criteria, transparent selection, and nominations that are specific and evidence-based. Define the behaviors and contributions the award is designed to recognize, communicate those criteria to the whole organization, require nominations to reference those criteria explicitly, and ensure the selection process is visible enough that winners feel genuinely earned rather than politically determined. Rotating the selection committee and incorporating peer voices in the process also increases perceived fairness.
