It’s the reason I started my company in educating and training managers over twenty years ago. I saw that no one was showing managers how to give meaningful and effective recognition to their employees.
Oh, there were a lot of memos and mandates from on high. Senior leaders would always tell managers to say “thank you” more often. This was always triggered following the latest employee satisfaction or engagement survey revealing low scores with employee recognition.
You probably know the proverb from the Chinese philosopher, Confucius that states, “I hear and I forget. I see and I remember. I do and I understand.”
This has been the catalyst for why managers can have a hard time giving recognition. Followed through to the end it is also the key solution. (more…)
Find the right time and place for recognition.
Make sure to give everyday recognition at a time that does not interfere with or impede work. And strive to know the individual’s recognition preferences and respect their wishes. Don’t perpetrate a recognition ambush that is totally unwelcomed! Even instant recognition may need to be scheduled into the day – even if only for 10 or 15 minutes. That way all work colleagues and project participants can dedicate their focus on the individual or team. Give the full attention that these recognition moments deserve.
What must you do when you present awards at an awards ceremony?
Presenting your company’s awards at an awards ceremony can be a nerve racking and terrifying experience. This can feel especially so if you’ve never hosted an awards event before.
There could be hundreds of people watching you. One major mistake and you’ll see the gossip spread for days about your poor performance.
You know you need to master the art of presenting your awards. Here are a few pointers to keep in mind. (more…)
Many of you have a variety of online recognition programs available to your employees and managers to use.
Employees can usually acknowledge their colleagues or even express appreciation and thanks to a supervisor or manager. Most of the online recognition, award, and reward programs are peer-to-peer, manager to employee, and with formal award programs, the organization to the employee.
Sometimes, we make our recognition programs but they end up being too transactional in nature. When this happens, it can lead to a less than ideal recognition experience for your employees.
What needs to happen is more humanizing of our technological recognition programs.
I am going to give you seven P’s to consider when creating any meaningful and memorable recognition experience with your programs. (more…)
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…)