You are probably in the midst of creating your goals and plans for your recognition programs and practices for next year.
Likely, you will need to submit your goals and plan to a senior leader you report to for endorsement before ploughing ahead.
Make sure you include the following suggestions as you strategize your recognition plans. (more…)
Each act or expression of recognition can be measured against five criteria, which I call Recognition P.R.I.M.E. Factors.
When you fully understand the importance of these factors you will wisely be able to use them and give more meaningful and memorable recognition.
I am not saying you MUST use all of these factors every time you give recognition. But each type of recognition you use will score differently on a polar spectrum – high or low for example – for each individual factor.
Let’s quickly review each of the PRIME Factors and see how they affect recognition and the impact they can have on people. (more…)
Ever receive a compliment from someone, or they say thank you to you, and you start questioning how sincere they really are with what they said?
While you might not be right all the time it seems science has picked up on this intuitive ability we have.
Karyn Fish, from McGill University, and her colleagues, outline in their “The sound of (in)sincerity” research, how we have a pretty good ear for identifying genuine praise and recognition. (more…)
Kids Teach Us How To Say Thank You
Kids have a way of saying things right from the heart. Watch this cool video that Target and BuzzFeed created two years ago. Put these kids’ simple message of saying thanks into practice in your life.
Everyone wants to improve recognition program usage.
Recognition program owners often want their recognition programs to increase from a quantitative perspective. Why? Because to them these numbers validate their programs’ and their job’s existence.
Areas they want improved are number of people using the program, number of recognition recipients, e-cards sent, social comments made, number of nominations or points given.
Rarely do recognition managers look at the effectiveness of their programs
And that’s what I want to address and where I am going to give you some ideas to think about. (more…)
How often should you give people recognition? Learn from Rideau's Chief Learning Officer, Roy Saunderson and discover research and best practices for giving real recognition the right way where you work.
Posted by Rideau, Inc. on Tuesday, November 14, 2017
How Often Should You Give Recognition?
Check out my first Facebook Live where I provide answers to this question from research and best practices so you can come away with some helpful ideas going forward to help you and those in your company.
Photo by Ben White on Unsplash
One of my biggest concerns about learning employee recognition skills is how companies are relying too much on training.
You are well aware that training is about learning how to do new things especially if you don’t know how. It is providing opportunities to practice those skills and transfer what you have learned out of the classroom, or online course, and into the real world.
But, you may have seen, as I have, that managers often receive the training and nothing really changes.
My advice to you is to make sure you couple any training you provide with education.
Ask yourself if you are educating your people to give recognition versus just training them to do so.
Education is completely different than training. I found that out later in life. (more…)
There’s something special about the person who seems to exude recognition from their pores.
These are the people that seem to appreciate others so effortlessly and you always feel good to be around them.
They are often charismatic. No doubt they are “people” people. They tend to be more extroverted – but don’t worry if you’re not. Very observant individuals and they seem able to perceive how people are feeling.
Having heard hundreds of employees speak of how a certain manager or employee is great at recognizing them, it’s good to generalize on the common qualities they share.
So what is it that great recognizers do that other people ignore?
Follow these 5 practices for yourself so you can become a great recognizer where you work. (more…)
I believe every client I have worked with sincerely want to get real recognition happening the right way wherever their people work.
They also know, that in order for the right recognition practices to take place and their recognition programs to be used most effectively they have to, (1) build awareness of the importance of recognition, and (2) educate and show people how to get recognition right.
One way to do this is to provide a manager recognition resource section on your recognition website. This provides a forum to inform, educate and inspire managers on the art and practice of giving real recognition.
And it requires a strategic structure to make your manager recognition resource section the best.
Here are 10 ideas to guide you with designing your manager recognition resource webpages. (more…)
Employees, on average, are not recognized as frequently as they would like to be according to Gallup.
So when you’re being acknowledged for something, don’t negate the very recognition you do receive by giving some weak or negative comeback comment.
You’ve likely heard the following scenarios around you. You might even have fallen into the trap of doing them too.
Someone thanks you for great work you did earlier in the day.
“Thanks so much for the quick turnaround with getting ABC Company’s shipment out the door. I know the ABC general manager will be singing our praises tomorrow because of this.”
But you end up giving a weak reply like one of the following:
“That’s all right.”
“Don’t mention it.”
“Not at all.”
“It was nothing.” (more…)