How To Get Ready To Educate People About Giving Recognition

When you think education and training is the next steps to take with making real recognition happen where you work, there are a few things to take into consideration first before planning the training program.

In fact, if you prepare yourself and the prospective learners properly, then they will better learn how to give more meaningful and effective recognition to those they work with.

Prior preparation also impacts those involved in designing and developing the learning curriculum and planning the right methods of delivery.

Let’s get ready to educate your employees about recognizing one another the right way.

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What Should You Do If Your Recognition Education Fails?

Most corporate training and education programs work very well. But now and then you get an educational program, whether in-class, online, blended, or via one of the many learning delivery methods, that ends up being a failure.

If you were following the Kirkpatrick Model and the levels of training evaluation, you might do a Level 3 evaluation to examine participant’s behaviors after the training. You want to find out the degree participants are now actively applying what they learned in the training sessions back on the job. 

You conduct a survey to find out what learning participants are doing or not doing with giving employee recognition. Now you find out that a majority of the learners are not doing much with the skills and principles they were taught.

What can you do to correct this problem? How would you handle the fact that your recognition education failed?

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Should Care and Concern Fall Under Recognition?

Is showing care and concern for our fellow employees an act of recognition or something completely different?

From my point of view, I have defined recognition as mostly an intangible expression of acknowledgement and valuing of an individual or team, for their positive behaviours, their personal effort, or contributions they have made.

By this definition, recognition occurs because:

(1)  Some positive action or specific positive behaviors have occurred by an employee on the job. 

(2)  You feel their actions merit you acknowledging and valuing them for who they are or what they do.

(3)  And, unlike rewards, you are not expecting the employee to do something in return just because you’ve recognized them.

So now, in response to a recent question asked of me, do you give recognition to people because they’ve experienced a positive life event or perhaps they’ve had some serious challenges?

Let’s examine this carefully.

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Show People How to Give Recognition the Right Way

Historically, recognition training was always a knee jerk reaction to low scores on recognition related questions on the latest employee engagement survey results when I first started speaking and training on recognition skills.

These days recognition training is much more planned and strategic as human resource leaders and organizational development specialist have grown in awareness of recognition’s role and realize a lot of us need skills training.

The good news is that giving meaningful, memorable, and motivational recognition can be learned.

However, learning how to give recognition has not always been at the forefront of most organizations’ learning curriculum.

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What Happens When People Are Not Recognized?

In my training sessions I ask managers in attendance different questions to help them get grounded about employee recognition. I also want to discern how aware they are of the impact a lack of recognition has on their employees.

What I can assure you is, a large majority of managers already know that unrecognized employees are at risk.

The most common factor identified is that unrecognized employees will lack motivation, are demotivated, or have no motivation at all. This leads to underperformance or low performance. 

Most managers realize that when employees are not appreciated it will frustrate them, they become unhappy, and could well be looking for another job so are at risk of leaving the company.

In fact, research by Dr. Jean-Pierre Brun at the Université Laval in Quebec City, found that the absence of employee recognition is the second leading cause of workplace burnout and stress, right after workload.

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What Makes Recognition Different From Appreciation?

A subscriber of our Authentic Recognition blog suggested I should write about the difference between recognition (more related to work) versus appreciation (more related to the person).

I asked them why this topic was important right now. It seems their organization uses the Gallup Organization’s Q12 engagement survey every two years. In the past year they focused on the recognition specific question/statement #4, “In the last seven days, I have received recognition or praise for doing good work”. 

Her research, like many of us have found, led her to see that “recognition in the workplace” has so many meanings.

She wisely observes that “people fundamentally want to be ‘understood and cared for’ or ‘appreciated’ and would prefer that over ‘recognition’”

She asked for my thoughts on the differences between recognition and appreciation.  Apparently, her organization will likely continue with using recognition. However, she wonders if more time should be spent on appreciation instead of recognition in order to improve the Gallup survey scores.

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Why Are We So Uncomfortable Giving Recognition to People?

I have traveled around the world and presented or consulted with managers and leaders from 14 countries across a variety of industries on the subject of giving meaningful and effective employee recognition.

Yet, in all these situations there was a common problem experienced by many of these managers and leaders.

Many of them were uncomfortable with giving recognition to peers or employees.

I have heard a long litany of reasons for their apparent discomfort. Perhaps by examining the different reasons people give for their discomfort we can learn what we can do to rectify these situations and become more comfortable in recognizing those we work with.

Let’s examine a few of these discomfort reasons.

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Can You Drive Real Engagement Through Recognition?

I heard Dr. Brad Shuck speak at Recognition Professionals Conference this past week in Atlanta, Georgia.

Brad’s presentation was about Driving Real Engagement Through Recognition: Applying the Core Principles of Behavioral Economics to Strategy Implementation. It’s a long mouthful of a presentation title but he had some great and valid principles we can all apply to what we do with employee recognition. 

What do you need to do now to prepare for giving recognition better tomorrow?

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How To Transfer Recognition Skills Back on the Job

An area of concern when conducting workshops around learning recognition-giving skills is ensuring learners will apply the learned skills back on the job.

Below are my recommendations I use with participants in my learning sessions. 

Set up your workshop or seminar session so that attendees sit in table groups with fellow learners. Where possible, try to get a diversity of attendees at each table so they’re not sitting with everyone they know from their own department or work team.

Towards the end of the training session the final activity is choosing a realistic and manageable goal to implement a recognition specific skill or principle learned from the session over the next 30-days. The expectation is that you will follow up with each group’s participants to gather team results and compile a transfer of learning report.

This is the best way to get people to apply the recognition skills they learn in training into their jobs. Consider the following steps in making a transfer of learning a success.

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Breaking Free from Multitasking with Online Learning

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.

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