Whether an inside job or working from the outside in, motivation on the job is no easy task.
I have always loved the simple explanation for motivation that it is your “motive” to action.
This made me think of the sign I saw the other day that said, “I dream of a better world where chickens can cross the road without having their motives questioned.”
However, motivation from a scientific viewpoint, is always described as the psychological factors we all have such as needs, desires, wants, or drives within us that cause us to do the things we do each and every day.
The tricky part is applying this oft-misunderstood concept on the job. (more…)
You are probably in the midst of creating your goals and plans for your recognition programs and practices for next year.
Likely, you will need to submit your goals and plan to a senior leader you report to for endorsement before ploughing ahead.
Make sure you include the following suggestions as you strategize your recognition plans. (more…)
I believe every client I have worked with sincerely want to get real recognition happening the right way wherever their people work.
They also know, that in order for the right recognition practices to take place and their recognition programs to be used most effectively they have to, (1) build awareness of the importance of recognition, and (2) educate and show people how to get recognition right.
One way to do this is to provide a manager recognition resource section on your recognition website. This provides a forum to inform, educate and inspire managers on the art and practice of giving real recognition.
And it requires a strategic structure to make your manager recognition resource section the best.
Here are 10 ideas to guide you with designing your manager recognition resource webpages. (more…)
People are getting pretty excited and energetic lately about creating recognition strategies. And for that I am grateful.
Slowly, but surely, more and more business leaders are creating written recognition strategy documents that outline their ideal recognition practices, the recognition programs they feel they need, and an outline of their purpose for recognition, along with any philosophy and principles to guide everyone on giving effective and meaningful recognition.
What follows, of course, is the need for setting short-term and long-term objectives, and creating a plan to address strengths and areas requiring improvement with both recognition practices and recognition programs.
No company I have worked with so far, or had the pleasure of viewing their identified recognition best practices, is perfect at recognition. Every organization can stand to improve recognition in some way or another.
So we are going from the premise that you’ve already written up a recognition strategy document.
Now, what do you do first? (more…)
I want to help you get unstuck about employee recognition. In fact, I want you to think about recognition in a completely different way.
But first I want to give you a quick orientation to the world of employee recognition.
Then I promise you that I will give you that new point of view. Okay? (more…)
Many factors affect the success of implementing the practice of giving effective and meaningful employee recognition where you work.
Your organizational culture is just one of those factors but it’s often ignored.
Organizational culture is the shared values and beliefs that inform and govern how people behave in an organization. It influences how people act at work and do their jobs.
The successful use of your recognition and reward programs is directly impacted by the strength and positive perception of your company’s culture.
That’s why you must ask yourself: Is our organizational culture contributing towards making recognition giving a way of life?
Or, perhaps your culture is getting in the way of recognition. (more…)
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…)