Give recognition to your teams the right way.

Express appreciation to all team members when a project has been completed successfully. Meaningful recognition comes in so many different packages and team recognition is as important as individual recognition. Make sure each teammate is recognized for their specific, individual contributions. Create a celebratory experience and the resulting team spirit will be contagious.

What Leaders Need to Be a Positive Recognition Example

I was recently asked the question, “how do you get management involvement with recognition?” The individual posing the question was asking for ideas for gaining both personal involvement of leaders, as well as getting them to set the right, recognition giving example.

Unfortunately, not everyone in a management or leadership position is identified or hired for being a good “people” person with strong interpersonal skills. Many individuals are recruited or rise to these leadership positions based on their technical skills or professional competency.

Where we fail with leadership development is in holding individuals accountable for learning, practicing, and maintaining necessary people skills – like giving recognition. We rely on in-class leadership training, microlearning via a learning management system, or personal development through reading the latest leadership books. You can obtain new people skill knowledge this way but not the personal commitment for setting an example.

What can you do to instill leadership example for meaningful recognition giving? (more…)

How To Effectively Recognize Diverse Employee Groups

What happens when you have a large organization with a wide variety of employee groups? How do make recognition happen for these diversely different employees? Not everyone sits in front of a computer or has an electronic device or smartphone to access online recognition programs.

It all starts with “Why?”

What is your aspirational purpose for giving recognition? (more…)

My RPI Update For You

I don’t know if the conference was directly planned around it or not, but the common theme that emerged from the plenary presentations at the 2018 Recognition Professionals International’s (RPI) annual conference in Nashville, Tennessee, was clearly – organizational culture.

David Sturt, from O.C. Tanner, and co-author of Appreciate: Celebrating People, Inspiring Greatness, began the conference discussing A Modern Framework for Building an Engaging Culture. A line David repeated a few times during his speech was, “culture is powerful.”He gave several examples from around the globe to prove his point. It was evident that the character and actions of a CEO and other leaders have a significant effect on culture.

He covered six elements of his model, namely, Purpose, Opportunity, Leadership, Wellbeing, Success, and, of course, Appreciation.  Here’s an interesting finding from David’s presentation. Their research found “31% of employees say their direct manager often takes credit for their work or ideas.”

I like how he reminded all of us “employee engagement is something that is chosen not driven.”You can’t make someone else engaged. You can only engage yourself. Everyone else helps to create an engaging environment.

First thing Tuesday morning, Chester Elton, from The Culture Works, woke us all up with his lively style highlighting findings from his recently released, co-written book, The Best Team Wins: The New Science of High Performance. Besides making a winning team, Chester shared how culture drives your brand. If you don’t get culture right recognition doesn’t happen. He told us if you want to make your day a little better, go and appreciate someone.

We can learn from everyone and Kimberly Huffman, Director of Organizational Development, from Dollar General proved that was the case. She focused her presentation on how they’ve worked on creating an employee experience to elevate employee engagement. Kimberly reminded us “the customer experience will never exceed the employee experience.”

If you live in North America, you’ve probably shopped at a TSC store some time in your life. Dennis Borchers, HR Communications Manager, from Tractor Supply Company, taught us powerful stories and examples of store associates who made a difference. Dennis made an interesting point when he said, “Every day is just as important as the extraordinary.”This was in response to the examples of two store associates. One would be deemed to have made a significant and repeated contribution. The other was an employee who exemplified outstanding customer service on one observed occasion. Both merited being recognized.

It is always good to associate with like-minded people at conferences like RPI. This is especially the case when you meet up and share ideas with recognition practitioners who work so hard to make recognition happen in their companies.

Reflective Question: How do you address your organization’s culture to drive recognition giving practices?

Let’s talk about recognition. What’s hard about recognition? Why give recognition? How to do it? My guest is recognition expert Roy Saunderson

Posted by Leadership Freak on Wednesday, April 25, 2018

This week I was interviewed by leadership expert, Dan Rockwell. Of course, we discussed my favorite topic of employee recognition. Dan asked some great questions like, what’s the difference between recognition and rewards? What’s hard about recognition? Why give recognition? How to do it? Enjoy!

http://authenticrecognition.com/?p=1423

Roy Saunderson will provide us with some helpful strategies for how we can encourage managers to effectively use all of our recognition programs for the long-term.

Posted by Rideau, Inc. on Tuesday, April 24, 2018

Check out this week’s Facebook Live where I discuss a handful of ideas for engaging your managers in using your employee recognition programs.

Why You Should Care More About Your People

Here’s a fact: employees who feel more caring concern and love from their employer and colleagues perform better on the job. Now we’re not talking about romantic love here. This is all about respect, concern, and compassion, or what is being called companionate love.

Do you have policies and practices that promote compassion, caring, and concern, in time of need?

Consider what former Cisco CEO, John Chambers, expected from his staff. He wanted to be notified within 48 hours whenever a close family member of an employee passed away so he could make an appropriate response and action.

What do you do to show care and concern for your employees? (more…)

What You Can Delegate With Your Recognition Programs

I remember standing at the front of a boardroom in a meeting with a dozen or so regional presidents for an organization we were launching a new upgrade for their recognition and reward program.

One regional president seemed to brush off some of the finer details we were instructing them on because, as he said, “I just have my assistant do all my recognition.”

With a few clarifying questions it became clear he wasn’t joking. He was not delegating recognition because of legitimate absences or specific needs. He literally delegated all recognition giving to his assistant and he made no attempts at giving recognition himself.

I recall saying to the entire group that you cannot delegate the act of giving recognition. You can only delegate the transactional and administrative aspects of your recognition and reward programs.

Check out the following situations that might happen in your workplace that could warrant delegating recognition program responsibilities. (more…)

3 Leadership Characteristics That Make For Great Recognizers

How do your leaders stack up on required leadership characteristics for being great recognizers of people?

Paul Laudicina, the former chairman and CEO of A.T. Kearney, once stated, “Real leadership involves inspiring people at all levels to serve something much bigger than themselves.”

For recognition to inspire employees your leaders must demonstrate that leadership is not just a hierarchical status but a quality that should exist everywhere within the organization.

What can you do to develop leadership characteristics that are essential for giving meaningful, memorable, and motivational recognition to employees?

Check out these three leadership characteristics that influence excellence in recognition giving. (more…)

What It Takes To Be A Best Practice Award Winner

RBC Financial Group – Best Practice Award Winner

Do you think your company’s recognition programs could merit winning Recognition Professionals International’s (RPI) Overall Best Practice Award?

I’m going to let you in on a secret of what it takes to win this award.

I have been on the judges’ committee for RPI’s Best Practice Awards for the past 11 years. We’ve seen over 70 organizations submit written nominations to vie for the Overall Best Practice Award. Those companies that submit nominations benefit from receiving the judges’ written feedback on strengths and areas needing improvement, along with quantified scores for each of the standard criteria they’ve been judged on.

Last year I had the opportunity to assist one of our clients, RBC Financial Group, with writing up their nomination form for consideration of the Best Practice Award. I am very pleased to say they actually won the Overall Best Practice Award. Naturally, I had to recuse myself from judging their nomination.

That’s why I know what it takes to be a Best Practice Award winner. (more…)