Does your CHRO or HR Manager seem overwhelmed?
Human Resources leaders are getting fatigued with all that is on their plates right now. They tend to get bogged down with all the administrative details versus the strategic work they want to do.
They’re expected to keep the talent acquisition pipeline filled, increase the engagement level of all employees, have the most attractive benefits and compensation packages, keep up with diversity and inclusion, and ensure everyone’ productive and performing well.
Where should HR prioritize?
HR needs to focus on the people side of the company and all actions that will add value to the business.
There is one tool, however, that will help you with both these areas.
It goes across all the functional responsibilities HR has to handle.
Are you ready? (more…)
I don’t know if you remember what your experience of award assemblies at school was like for you. I only know I never got an award when I was at mine.
Not that my academic skills and abilities merited an award.
I recently found my high school report card booklet from England that showed several years of my educational abilities. Most of my teachers seemed to use the same old comment over and over again, “Could do better.” Problem was, no one ever explained to me what “better” actually was.
Thank goodness I found myself when I was at university!
But what I do remember from my schooldays was seeing the typical kids who did well academically in class, marching across the stage receiving whatever accolades and acknowledgments for their accomplishments they’d earned that year.
Not too motivating for me. Hopefully it was for them. (more…)
Find the nearest Chief People Officer or Chief Human Resources Officer and demand that employee recognition be included in their Strategic HR Plan.
This fancy, multi-page document, with charts and pictures, models, frameworks and goals, links the needs of your people with the business strategy and goals your leaders want to achieve for your organization.
Your Chief Financial Officer has already made sure the financial projections and plans have been laid out on how to reach those goals.
These days most mid- to large sized organizations have a strategic plan. It is becoming equally essential to have a strategic human resource plan.
Talent management, for example, is becoming a major issue with the aging workforce crisis and lack of educated and trained people to replace those retiring.
But too often employee recognition gets overlooked in strategic HR plans. (more…)
I am constantly researching information to better understand employee recognition and how I can better help you with these insights.
I recently stumbled upon some great information about analytics and how it applies to recognition and I want to summarize it for you. Nothing mathematical or statistics oriented – so don’t worry!
The information I found was from Gartner. They are an amazing information technology research and advisory company. Always be on the lookout for their reports, press releases, etc., for incredible findings and future trends.
I also found a great summary documents from Information Builders an analytics company in Spain. Don’t worry the information is in English!
If you’re like me I was never good at statistics and barely passed the course in my second year of university.
But when I found these descriptions of the different kinds of analytics it was so simple and understandable I just had to pass it along to you. (more…)
Creating a recognition strategy does not need to be a hard thing to do when you have the proper structure and guidance to follow.
My experience to date has been that companies are quite willing to invest time, money and resources to get the best people in the room and draft a written recognition strategy document.
And within a developed recognition strategy there should be a one-year plan of action to make the whole strategy come to fruition.
A typical recognition plan has various goals and objectives to be worked on and achieved by the end of a specified one-year period.
But I am finding there is something that happens between the crafting of a formal recognition strategy in a facilitated session and then trying to make the recognition plan component actually happen.
And that’s why it is important to remember that just because you have a written recognition strategy, it does not mean you have solved all your employee recognition needs.
Too many written recognition strategies stop right there on paper and do not become a living process tool.
What is it that stops a strategy from becoming a living document that is executed? (more…)
Many research polls show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.
You’ll find most organizations are doing something with recognition whether through programs or encouraging people to say “Thank You” more.
But they can still come up short when employees give their feedback on recognition when they’ve responded to the latest employee engagement survey.
What I want to do is give you a simple tool to help you identify if something is missing from making your recognition initiatives successful.
You can learn to solve the challenges in your organization’s approach to giving people effective recognition, by looking at The 3 Essential Factors for giving Real Recognition(TM).
Understanding these factors will provide you with insights as to where your own organization is at in appreciating the work and worth of your employees.
What are these factors? As shown in Figure 1, they consist of Values, Skills and Awareness. (more…)
There is a lot that can go into writing a recognition strategy so I thought I would outline some of the structural elements that you can draw upon to create a complete recognition strategy.
In my Recognition Strategy Model® approach to facilitating a written Recognition Strategy, I am a firm believer in formulating a Recognition Purpose and Recognition Philosophy statements.
I feel these become the North Star for leaders and employees to look at, understand immediately what they mean, and guide your recognition practices, rituals and programs.
So let’s take a look at the many components you may choose to include in crafting your organization’s Recognition Strategy. (more…)
Too often all the hype, communications and marketing goes into the launching of a new recognition program.
Then there is nothing. All is quiet. You can hear the hum of the photocopier machine.
If you want to keep recognition alive and well and top of mind you need to communicate and market recognition all year long.
That’s why you need to create a corporate recognition communications calendar. (more…)
There is a lot a talk lately about diversity and inclusion in the workplace.
A simple search of the combined terms yielded results of over 148 million references.
And I was recently asked a question about how employee recognition comes into play with both diversity and inclusion.
I think the question being asked was more about whether effective employee recognition practices can have any impact on diversity and inclusion.
Here are my thoughts. (more…)
I always love working with leaders on creating their Recognition Strategy documents.
After the organization has created their North Star of a Recognition Purpose and Philosophy statement, it’s usually time to take a look at a gap analysis of how they stack up against industry best practices.
Following that assessment leaders usually have a pretty good idea on the next steps they need to take to improve recognition for their organization.
That’s when it is time to develop a recognition plan to narrow down on four to six focus areas that can be worked on over the next 12 months.
But before I guide people on determining the focus points to work on I always ask people to narrow down on the overall goal for the company.
Thinking about your own organization right now, do you have an idea that comes to mind for your company? (more…)