You’ll hear a comment from a leader questioning the import of your wanting to create a recognition strategy. Another leader glosses over the latest engagement survey results and states that 56% percent on the recognition questions is good, isn’t it? These are all real scenarios.
Now I am well aware this does not describe all leaders. But there are enough to cause concern.
A few of them don’t understand why some employees are complaining about a lack of recognition. They think they pay their employees well and they have good jobs. What more can they want?
Sounds like it’s time to let your leaders know what it feels like to be unrecognized.
What impact are your formal recognition programs having on your people and their performance? Are you designing your best-of-the-best and above-and-beyond award programs to make a difference?
According to the World at Work 2017 Trends in Employee Recognition Survey, 77% of organizations have above-and-beyond performance programs, and only 17% of them have what they termed as formal programs. They did not delineate or define well what they meant by formal recognition.
The Conference Board of Canada in their 2017 report on recognition found that 50% of corporations have formal company-wide recognition programs in place. Organizations that have these programs recognize outstanding individual achievement as their main purpose and organize large-scale celebration events to accompany these awards.
But neither study pursued whether these formal award programs had achieved their objectives or if they considered the award programs effective or not.
Look at the following seven ideas for building greater impact into your existing formal award programs.
Most organizations have a formal award programs that are their pinnacle of excellence for all their employees to aspire to.
You might have these kinds of formal programs where you work, too. They’re often called by a prestigious leadership position the company wants to associate with the award. You’ll hear awards named the President’s Award, Chairman’s or CEO’s Award. Or they may go for a more branded name appeal such as Bravo Award, Excellence Award, or Pinnacle Award.
Both position title or brand named awards, are usually appended with various award categories the company wants people to focus on. They attach qualities or values like Leadership, Innovation, Customer Service, or Citizenship, etc. to the award name.
But for all the time, effort, and energy put into these formal award programs you are likely only awarding around 1% to 2% of your employee base. In larger organizations this percentage is even less.
What can you do to elevate the quality of your existing formal award programs?
The 2019 Workplace Learning Report from LinkedIn Learning shows that 59% of companies are spending more money on online learning and 39% less money on instructor-led training.
However, previous educational research has also found that multitasking during educational activities has a negative impact on learning. Will this impact employees taking online courses at work? How can you help staff better prepare for learning online?
We will examine this area of distractions and multitasking. My goal is to ensure your employees can learn recognition skills online without being distracted.
Allen Saunders, an American writer and journalist first coined the line “Life is what happens to you while you’re busy making other plans,” back in a 1957 Reader’s Digest article.
Sometimes this happens to you and I who work in the recognition space. Things will happen at work by people that negatively disrupts the good you are busy planning with your recognition programs and initiatives.
And nothing is worse than when it is a leader who is the disruptor of your recognition programs and plans.
Consider these tactics for handling the inevitable negative, disruptive leader.
Some organizations will go all out. They’ll have their senior leaders serve up a pancake and sausage breakfast or other preferred food items. Perhaps the cafeteria has free items to offer employees that day which are paid for by the company. Others will encourage managers and supervisors to be vigilant in taking time out for coffee, doughnuts, and treats. Or perhaps everyone chips in to a potluck to share or brings a side dish for a company/department barbecue.
The first Friday of March is upon us. This Friday is considered one of those nationally declared calendar event days called National Employee Appreciation Day. It is not a day off work but one to remember the importance of appreciating employees and recognizing them for what they do.
What will you do in your organization for National Employee Appreciation Day?