In your role, as a leader or administrator of employee recognition programs and practices, you will often find yourself having to convince, and influence leaders, on recognition programs, budgets, and strategizing recognition.
Human resource leaders, as well as recognition professionals, have not necessarily helped the recognition cause along the way.
For too long, recognition professionals have been relegated to the position of party planners and balloon-blower-uppers, which instilled a negative perception of our role. Senior leaders often see recognition as just trinkets and trash, primarily because of the limited budgets they’ve allocated to recognition, which limits what is available for you to spend. Then there’s the persistent argument, that career milestone recognition is a waste of money because these programs don’t move performance and there’s no ROI from them.
How can you overcome these negative stereotypes? What can you do to convince your senior leaders otherwise? (more…)
Our companies have oodles of great employees who deserve red carpet treatment. We need to make sure we celebrate their achievements and recognize their hard work and contributions. Many of our employees quietly, and consistently, perform amazing work behind the scenes. Apply these Top 10 Ways and make your great employees feel like stars. (more…)
Organizations need to do a much better job of aligning recognition practices and programs with the great things their employees do.
The 2017 WorldatWork Trends in Employee Recognition Survey showed that above-and-beyond performance recognition programs were offered by 77 percent of the organizations surveyed. The challenge with above-and-beyond programs is that so few employees can ever be “above-and-beyond” at any one time. This leaves a lot of employees out in the cold, so to speak, from being recognized for positive actions.
WorldatWork results also revealed how only 51 percent of the companies offered programs to motivate specific behaviors.
In the past five years, recognition programs used to motivate specific behaviors, have risen from the fourth most used type of program to now being in the third position. However, even with this apparent popularity rise, behavioral type recognition programs only recognized 25 percent of employees, on average, in the past 12 months of the survey.
How can you, as a recognition program leader, use your recognition programs to consistently reinforce positive behaviors and lift workplace performance? (more…)
It’s the reason I started my company in educating and training managers over twenty years ago. I saw that no one was showing managers how to give meaningful and effective recognition to their employees.
Oh, there were a lot of memos and mandates from on high. Senior leaders would always tell managers to say “thank you” more often. This was always triggered following the latest employee satisfaction or engagement survey revealing low scores with employee recognition.
You probably know the proverb from the Chinese philosopher, Confucius that states, “I hear and I forget. I see and I remember. I do and I understand.”
This has been the catalyst for why managers can have a hard time giving recognition. Followed through to the end it is also the key solution. (more…)
Find the right time and place for recognition.
Make sure to give everyday recognition at a time that does not interfere with or impede work. And strive to know the individual’s recognition preferences and respect their wishes. Don’t perpetrate a recognition ambush that is totally unwelcomed! Even instant recognition may need to be scheduled into the day – even if only for 10 or 15 minutes. That way all work colleagues and project participants can dedicate their focus on the individual or team. Give the full attention that these recognition moments deserve.
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…)
Many of you have a variety of online recognition programs available to your employees and managers to use.
Employees can usually acknowledge their colleagues or even express appreciation and thanks to a supervisor or manager. Most of the online recognition, award, and reward programs are peer-to-peer, manager to employee, and with formal award programs, the organization to the employee.
Sometimes, we make our recognition programs but they end up being too transactional in nature. When this happens, it can lead to a less than ideal recognition experience for your employees.
What needs to happen is more humanizing of our technological recognition programs.
I am going to give you seven P’s to consider when creating any meaningful and memorable recognition experience with your programs. (more…)
Last Thursday, I was standing at the boarding gate in Toronto Airport waiting to board my WestJet flight to Calgary.
I saw this man in a suit, who went around and shook hands with all of the WestJet staff members as he went forward to board the same flight. I even saw one employee ask for a minute of his time as they walked together down the passenger boarding bridge.
Hmm? Was this the WestJet president and CEO, Ed Sims? (more…)
I was recently asked what the benefits are of integrating all of your recognition programs under one recognition portal.
Consolidating or bundling your recognition programs together, allows for greater flexibility with giving better and more frequent recognition in multiple ways.
Let’s take a closer look at what happens when you house your recognition programs under one portal. (more…)