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 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…)
I love this quote from Marcus Buckingham,
“Great managers don’t need to be reminded of the power of praise.”
I think he’s right.
In those organizations where recognition flourishes as a way of doing things, you will always find leaders who get it. They know the importance of recognition. They personally strive to practice giving effective and meaningful recognition. And they encourage everyone to be exemplary recognition givers. (more…)
Leaders and managers of recognition practices and programs rarely get a chance to hone their leadership skills.
And, yet, effective leadership skills are essential for raising the profile and strategic possibilities behind employee recognition.
This post will examine some specific ways you can enhance your leadership skills to maximize employee recognition in your company. (more…)
The saying goes that it takes all kinds of people to make the world go round
And that’s exactly the case for employee recognition too.
Some of the people you need to help make recognition go well are your leaders.
There is a huge benefit with having leaders on board who are personally committed to recognition. These leaders understand how using recognition practices and programs well, can be a strategic leveraging tool for engagement and performance results.
But not all leaders are created equal. In fact, I have identified 3 different types of leaders in the workplace who can each provide a valuable role.
See if you can relate any of your leaders to the following leadership types. (more…)
There’s something special about the person who seems to exude recognition from their pores.
These are the people that seem to appreciate others so effortlessly and you always feel good to be around them.
They are often charismatic. No doubt they are “people” people. They tend to be more extroverted – but don’t worry if you’re not. Very observant individuals and they seem able to perceive how people are feeling.
Having heard hundreds of employees speak of how a certain manager or employee is great at recognizing them, it’s good to generalize on the common qualities they share.
So what is it that great recognizers do that other people ignore?
Follow these 5 practices for yourself so you can become a great recognizer where you work. (more…)
You typically have leaders who either (1) “get it” as far as understanding the importance of employee recognition and who support you, or (2) those who are totally out in left-field and even become detractors of recognition.
To give a small indication of this challenge, this year’s WorldatWork Trends in Employee Recognition Survey revealed the highest responded reason for not offering employee recognition programs, with 28 percent, was “no support from senior management”.
My own research in the public sector revealed 93 percent of managers stating senior management involvement with recognition was important, while the reality was only 21 percent were ever involved with recognition programs.
In the Bersin and Associates’ “The State of Employee Recognition 2012” they found 80 percent of senior leaders believed employees were recognized at least on a monthly basis. That’s their belief.
Frontline evidence from the same report showed 40 percent of managers and only 22 percent of individual contributors reported their peers were recognized on a monthly or more frequent basis.
Yet you are expected to receive direction from senior leaders on the course of action you’re to take with employee recognition when they might not understand the positive value of employee recognition.
As a manager or owner of employee recognition what are you supposed to do? (more…)
When was the last time you saw the word “gratitude” in your company’s leadership development curriculum?
I know. I haven’t seen it in any either.
But having a leader who can lead with a grateful heart would be a phenomenal leadership trait for rallying recognition around.
Leadership consultants Kevin and Jackie Freiberg say, “Gratitude is a sign of wisdom and maturity, a hallmark of confident humility.”
Too often we are trying to develop leadership skills and forget about the underlying leadership traits that intrinsically drive a person to be a leader no matter what their role or whether they even have a title within the organization.
Let’s explore what it really takes to be a leader who has a grateful heart. (more…)
You are fortunate enough to have an executive sponsor for employee recognition and who supports all the managing of recognition related things that you do.
They are willing to go to bat for you and are exemplary in using the company recognition programs and expressing appreciation to employees.
Their expectation of you is to regularly provide them with high level results on how recognition is impacting the business.
After all, your executive has to present the numbers to the complete senior leadership team and collectively they approve your budget.
So what is the best way to present the progress and impact employee recognition is making to your senior leadership team?
At a bare minimum they will be expecting the following: (more…)
You meet Keira, your new boss, in the hallway at work. You now report to her about your responsibilities in administering the company’s employee recognition programs.
She’s a good leader and heads compensation and benefits. But employee recognition is new to her. She’s only just been assigned the recognition portfolio.
You know her qualities and feel you will work well with her. You feel her intentions are solid and sincere towards recognition.
As she converses with you she asks you what your expectations are of her as your new leader. And she also asks you how senior leaders as a whole could help improve recognition throughout the company.
How would you answer this leader? What ideas come to your mind?
Consider the following 7 simple ways that recognition practitioners have recommended to their leaders and shared with me in the last several months. (more…)