In the near recent past, the top down delivery of recognition perpetuated the perceived need for only managers to receive education and training on recognition skills.
However, with the increasing demand for peer-to-peer recognition, use of social recognition programs, and flat organizational structures, everyone deserves to learn how to give meaningful and effective recognition.
The challenge is allocating the resources to teach all of your employees about recognition giving. And, teaching everyone in the organization on how to give meaningful, and effective recognition to people every day, is not as easy as it sounds.
Use some of the following ideas to reach out to all of your employees in teaching them recognition skills. (more…)
Whether you have a vendor designed social recognition program, or an enterprise social networking service like Yammer or Jive, learn to use them to their maximum recognition effectiveness.
The recommendation I am giving to you is the value of adding comments to your social news feed. (more…)
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…)
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…)
It’s essential to educate your managers on giving real recognition the right way. If behaviors are going to change they need to learn how to do so.
You can provide great in-class workshop sessions or online learning courses on employee recognition and still not be able to get your managers on board in taking them – let alone completing them.
What can you do to get your managers to complete the recognition training you provide for them? (more…)
Getting managers to consistently give meaning, memorable, and motivational recognition is going to take time and a desire for them to want to improve.
Leave those managers alone who say they don’t want to change. For them, it is a matter of looking at their engagement, performance, and retention results. Then their manager can hold them accountable for having to improve when their performance reviews are conducted.
Your time can be better spent helping those who want to improve and show them how to become better recognizers. (more…)
The academic research is clear that employee recognition is one of several keys elements in creating healthy positive organizations.
It was gratifying several years ago to meet Dr. Jean-Pierre Brun, from the University of Laval, and learn from his research how the lack of recognition is a key factor for psychological distress at work.
When employees are treated in a positive manner they have greater positive, psychological functioning which leads to greater wellbeing and health.
But is there a difference between recognition received from supervisors and managers versus from an employee’s peers? (more…)
If you want to convince senior leaders of the importance and power of employee recognition, then seriously consider video recording recognition impact statements from your employees.
A recognition impact statement is preferably a video recorded (but could be written or audio-recorded) account of the impact that the presence or absence of employee recognition has had on employees personally, emotionally, physically, and on their motivation and engagement. (more…)
Roy Saunderson, Vistance Institute
Recognition practitioners responsible for managing recognition programs work diligently to incorporate all of RPI’s 7 Best Practice Standards into their strategy and recognition plans. But what is more challenging for you now is the day-to-day operations and implementation of recognition throughout the organization.
- How can you get leadership commitment?
- What does it take to get managers to actually use your programs?
- Why are your recognition programs not producing the metrics you had anticipated?
Too often we seek out other organizations to learn about their best practices. Unfortunately, their best practices started several years ago and there’s no guarantee you could apply them in your company today. What’s needed is an upgrade of your “best practices” to become tomorrow’s “next practices”. Come prepared with your written questions addressing your current needs under any of the 7 Best Practices Standards. Or simply bring along one recognition question or challenge you’re struggling with right now.
Theresa Harkins, Inspirus, LLC; Gail Rawlinson, Alberta Health Services; Barbara Ruddy, Department of Economic Securities; Roy Saunderson, Vistance Institute
Do you ever feel intimidated at work? Are you nervous to share your ideas and speak up in a meeting? Many factors can have a negative impact on the physical and mental health of employees. Having a psychologically safe workplace enables people to feel they can value one another and express recognition. Recognizing an employee for their contributions is one way to positively contribute to their well-being.