Typical steps for creating a business strategy require senior leadership team involvement, analysis of previous financial and operational goals and outcomes, and direction as far as the future state of where the company should be heading.
Having a written recognition strategy puts recognition practices and programs on the same level as a corporate business strategy.
But what if you don’t have the luxury to get senior leaders and a sampling of departmental or business unit leaders in the same room? If you can’t facilitate and collaborate with others to create a recognition strategy document, what should you do?
I will show you how to create a quick and easy recognition strategy with a basic structure and outline, along with some questions to ask yourself as a guide. Are you ready? (more…)
When thinking about designing great corporate learning curriculums, here’s what the late Peter Drucker once said, “Our most important education system is in the employee’s own organization.”
However, most organizations have not woken up to the fact they’re also an educational system besides whatever goods and services they produce.
Consider these factoids to give you a perspective:
- The U.S. Bureau of Labor Statistics found that employers with fewer than 100 employees provided only 0.8 hour––that’s only 12 minutes of manager training per six-month period. And,
- Organizations with 100-500 employees provided only 0.9 hour (6 minutes) of training for the same time span.
Further, a survey by Progressive Business Publications found only 52% of companies trained their managers once a year or less.
Designing a learning curriculum that will teach people to give meaningful and effective recognition to everyone they work with, looks to be a daunting task. What can you do to change these poor numbers and make recognition a driving force in your organization? (more…)
You have a great recognition platform set up with various peer-to-peer and manager driven recognition programs. The launch and kick-off you designed and started was perfect. What happened next? Crickets.
Hardly anyone was using your recognition programs.
What can you do, or what should you have done to begin with, to ensure greater participation by employees in using your recognition programs? (more…)
Senior leaders are a powerful force for driving recognition giving across the organization. Their attitudes and, hopefully, exemplary practices, become a beacon and benchmark for others to follow–whether good or bad.
Here are three ideas to explore with your leaders to help you elevate recognition in the eyes of all employees. (more…)
I can’t locate the origin of why January is National Thank You month, but it is a great theme to start off any New Year with. However, I can provide you with the origin of the term “thank you.”
Depending on your native tongue, the language you use to express praise, recognition, and thanks in, might affect how you thank people. Your language of origin and that language’s root origin for the word “thanks” will determine how you view and practice giving thanks.
How do you view saying thank you to people? Have you thanked your colleagues or employees recently for the positive things they do for you? (more…)
We should all know what employee recognition is but what exactly is positive psychological functioning? How can recognition help promote a psychologically healthy workplace?
Positive psychological functioning is all about having available the right resources and supports needed for employees to function properly in the workplace. You can also call this psychological health and safety.
The American Psychological Association suggests the main characteristics of organizations that promote employee health and well-being are: employee involvement, work-life balance, employee growth and development, health and safety, and employee recognition.
The European Institute of “Great Place to Work” has analyzed the characteristics of best workplaces and found them to be places that care about relationships based on: pride (you feel proud of the company you work for and of your job within it), camaraderie (enjoying the people you work with), and trust (which includes: fairness, credibility, and respect).
So, how does recognition impact this whole construct of positive psychological functioning? (more…)
Novak’s book is all about the amazing difference you can make with giving people recognition.
I love how he dedicates his book to “attacking the recognition deficit that exists in our world today. To all the people out there who are doing great things and deserve to be recognized for it, this story is for you.”
As the former chairman and CEO of YUM! brand restaurants – which includes KFC, Pizza Hut, and Taco Bell – he shares methods he uses to give awesome recognition across a worldwide organization.
He uses a parable-like story, as his approach to teaching 10 principles he advocates for giving meaningful recognition to others. Novak also poses the question and wonders, why aren’t people using recognition more?
He’s on a mission to make recognition a way of life for everyone.
What excites me about this former CEO ‘s philosophy is his describing recognition as a privilege to give, and not something burdensome or added on to your day. Learn as much as you can from this recognition exemplar. A Great One!
Looking at the past year of the Authentic Recognition blog is always an interesting reflective exercise.
Each year I never know what will appeal to my readers. Fortunately, analytic tools show the posts readers liked, and shared, the most. This provided insights I would never have expected.
Are you ready? (more…)
Whenever technology is involved there will always be bugs and glitches that get in the way. Likewise with recognition and reward programs. However, for the most part, the biggest problem with recognition programs is not technology. It is the people factor and how recognition programs are used. Consider these Top 10 Solutions to Typical Recognition Program Problems to help you out. (more…)
Michael Porter, the well-known strategist, and professor at Harvard Business School states, “the essence of strategy is in the activities–choosing to perform activities differently or to perform different activities than rivals.”
As I think on the final output generated from the process I used to help company leaders create their own written recognition strategies, each one is unique to their particular company. They have their crafted version of a recognition purpose and philosophy statement. Every company has a different overriding short-term goal. Their focus points reflect the needs and gaps for their organization. And the plans developed provide concrete goals and actions that will lead to better and more effective employee recognition for their company.
Porter also said, “The more benchmarking companies do, the more they look alike.”
Therein lies the dilemma for many companies. So often they want to know everything about what other companies are doing for employee recognition best practices and programs. Essentially, they want to duplicate what successful companies are doing and implement their ideas right away.
I will draw upon the thinking of INSEAD professors W. Chan Kim and RenéeMauborgne, who specialize in strategy and, specifically, Blue Ocean Strategy, to put a different spin on developing a recognition strategy. (more…)