Have you tried to train your people on how to give better recognition and it didn’t work? Were you able to measure the transfer of learning back to the job? What was the business impact of the recognition education delivered? Have employees reported improved recognition?
There are many reasons why educating and training managers and employees on recognition giving can fail. Authors and education experts, Tim Mooney and Robert O. Brinkerhoff, suggest bold actions for achieving business results in their book, Courageous Training. They provide a useful list of eleven possible causes for training failure.
I will unpack each one of these causes and then discuss how it relates specifically to employee recognition training. I want you to overcome the typical problems associated with training people effective recognition skills. (more…)
Lots of companies think their recognition programs are the very best. Many that I have seen are truly pretty amazing and exemplary. A few think of themselves a little better than they really are. But at least they’re trying.
Since judging the best practices nominations submitted to Recognition Professionals International for the past 11-years, I have seen the overview of nearly a hundred or so recognition programs. Based on the criteria that I had a hand in developing, the other judges and I score each nomination, and also provide helpful, written feedback on their programs.
Often, those who submit their nomination the first time receive a best in class award covering a few of the seven best practice standards. They usually act on the judges’ feedback and resubmit the following year. If companies carry out the recommendations that judges suggested they typically raise the bar and can merit earning the best practices overall award.
How good do you think your recognition programs are? If you submitted a best practices award nomination for your company, would you measure up?
Take a look at RPI’s seven best practice standards below and assess where you think you would stack up on a seven or 10 point scale. (more…)
Whenever leaders and owners of organizational recognition programs think about creating a recognition strategy they tend to think solely on their programs. However, for your recognition programs to be most effective, you need to focus first on getting recognition practices right.
Why should you strategize your recognition practices first and not your programs? How does this approach benefit your recognition programs? What are the short-term and long-term outcomes by taking this route?
Let’s take a look at recognition practices more closely and I will answer these questions and give my rationale for going in this direction. (more…)
Some leaders get it and some don’t. There are those who have strong people skills and understand the value of giving recognition well. Then are the others who question the purpose of recognition and the expense associated with it.
How can you guarantee getting leadership support and their personal commitment to making recognition happen?
Think about the following ten steps before heading into a meeting with a leader or your senior leadership team. (more…)