Last Thursday, I was standing at the boarding gate in Toronto Airport waiting to board my WestJet flight to Calgary.
I saw this man in a suit, who went around and shook hands with all of the WestJet staff members as he went forward to board the same flight. I even saw one employee ask for a minute of his time as they walked together down the passenger boarding bridge.
Hmm? Was this the WestJet president and CEO, Ed Sims? (more…)
I was recently asked what the benefits are of integrating all of your recognition programs under one recognition portal.
Consolidating or bundling your recognition programs together, allows for greater flexibility with giving better and more frequent recognition in multiple ways.
Let’s take a closer look at what happens when you house your recognition programs under one portal. (more…)
You are probably aware how the Gallup Q12 Index asks a great recognition related question in their measure of employee engagement.
They ask the question, “In the last seven days, have you received recognition or praise for doing good work?”
So let’s pretend your company conducts the Gallup Q12 survey or a similar evaluation tool. A year later nothing has changed with your lack of recognition. What are you then supposed to do then?
I think we’ve created a very dependent and needy world. We are too dependent on our smartphone notifications and automated communications. There’s perhaps an entitlement mentality where we’re thinking others are always expected to do things to us, or for us.
But what if the recognition and praise doesn’t come your way? Is there anything you can do to correct this?
My goal in this post is to put you in charge of getting the praise and recognition you deserve when you want it. (more…)
Make sure you survey your employees on how well recognized they feel. Provide an opportunity for employees to share their perceptions in responses to open-ended questions.
You’ll strike gold when you do this. You gain true insights and examples of what is going right with recognition and what can be improved upon.
Here are some thoughts I had after reviewing one organization’s employee feedback on employees’ recent service anniversary recognition. (more…)
When times are tough and profits are low, budget lines for things like education, employee events, and recognition, often get cut.
It’s easy to blame leadership – either for the financial failings of the company or for the budget fallout. But not all financial issues come from poor leadership.
Leaders have a difficult position to fill when it comes to prioritizing how company monies are spent.
While you are the defender of employee recognition practices and programs, you must also be transparent about the success and impact of your recognition and rewards programs. Are your programs producing their intended results? Is there a positive ROI? What is your program’s impact on people and performance?
On your leader’s behalf: Is there ever a right reason to cut a recognition and rewards program? (more…)
I received this question from a colleague wanting to help a client on how they should set up a points-based reward program.
Some individuals advocate certain ideas as being best practices. Often incentive and reward providers espouse these principles as being absolutely right.
With all this advice out there I will do my best to be objective. I will provide you with some pros and cons along the way for what you can do. (more…)
What is it about recognition budgets? They seem to get decimated at a blink of an eye.
Too often recognition is one of the first budget lines to be cut. This happens when recognition has not been positioned properly as a strategic tool to engage talent and lift results.
The summer months are a great time for you to begin your preparations for protecting next year’s budget.
There are two phases to protecting your recognition budget – preparation phase and presentation phase.
Follow along to see what you can do today to get things ready for your next budget submission. (more…)
There’s too much reliance upon recognition program data and engagement survey results as the source for trying to make recognition better.
All these metrics do is tell you what happened with recognition a month ago, six-months, or a year back. We don’t do a very good job with this hindsight learning. And we rarely stop to ask ourselves questions about these measurements. Nor do we plan well and take action on the data we collect.
These “output” oriented metrics are easy to measure. If you use a recognition program this is noted and recorded. Check. For engagement surveys, you answer each question using a Likert scale response, such as I feel valued and appreciated for the work I do at that particular point in time. Strongly agree.
When was that again? The program I used last month and the last engagement survey was 8 months ago. Measures like this are referred to as lagging indicators because they lag behind the occurrence of the recognition experience. A problem with lagging indicators is they are hard to improve upon or influence because they are in the past.
Let’s stop looking at retroactive memories of what caused someone to be recognized. My suggestion for improving recognition is to ask what happens before every recognition experience? Think about it.
Are you ready to see what you can do to improve the frequency of recognition being given to everyone where you work? (more…)
It’s essential to educate your managers on giving real recognition the right way. If behaviors are going to change they need to learn how to do so.
You can provide great in-class workshop sessions or online learning courses on employee recognition and still not be able to get your managers on board in taking them – let alone completing them.
What can you do to get your managers to complete the recognition training you provide for them? (more…)