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…)
Learn about the Top 10 Ways to Get Culture Driving Recognition posted at the Incentive Magazine right here
||February 13, 2017
||Top 10 Ways to Get Culture Driving Recognition
||New York, NY
No matter where in the world I have been and asked to conduct a Recognition Strategy session – whether in Columbus, Ohio or Mumbai, India – the end product has always been amazement at the simplicity and depth of what the people in the room just created.
What is a recognition strategy?
It is a written declaration of what leaders in an organization believe recognition really is and what it means to them. It also shares why they intend to practice recognition giving for the benefit of employees, for their customers and even for their shareholders.
Going into these sessions everyone involved always thinks they know exactly what recognition is.
Surprise! Not so. It often takes a little bit of education first to differentiate between rewards and recognition before we can proceed.
So, what must you absolutely have in order to create a well-crafted Recognition Strategy?
There are actually three things that you must have in a Recognition Strategy: (more…)
I have written before about stopping people from creating a “this or that” culture.
In fact, in the early stages of my career, I used to deliver a course called “Making A Real Recognition® Culture”.
Now I refute this belief I once stated.
You only need one culture.
Your culture is your company’s purpose, vision and values. It is the explicit way you do things where you work. It’s the common set of beliefs and appropriate behaviors everyone strives to follow.
You don’t need a culture of engagement, a culture of trust, a culture of collaboration, or a culture of growth, innovation, or change, for that matter.
You shouldn’t even have a recognition culture.
What you need is your very own culture – whatever it is you and your organization stand for.
But the question asked is whether recognition will help you maintain your organizational culture. (more…)
It can be challenging to provide recognition that is meaningful across different employee groups and still be perceived as equitable and fair.
I will show you some strategic and structural ways in which you can plan to make recognition appeal to all employee groups.
Remember there is no perfect recognition system for all organizations. Recognition can never be a cookie cutter approach. But there is a recipe for having greater recognition success when dealing with different employee types and levels.
Use the following ingredients and directions for making recognition appeal to everyone. (more…)