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…)
Have you tried to train your people on how to give better recognition and it didn’t work? Were you able to measure the transfer of learning back to the job? What was the business impact of the recognition education delivered? Have employees reported improved recognition?
There are many reasons why educating and training managers and employees on recognition giving can fail. Authors and education experts, Tim Mooney and Robert O. Brinkerhoff, suggest bold actions for achieving business results in their book, Courageous Training. They provide a useful list of eleven possible causes for training failure.
I will unpack each one of these causes and then discuss how it relates specifically to employee recognition training. I want you to overcome the typical problems associated with training people effective recognition skills. (more…)
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…)