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…)
Over three-quarters of surveyed companies have some form of best-of-the-best or above-and-beyond formal recognition award program going on.
This is great for those employees who seem to excel and shine at everything they do. They end up enjoying the celebratory experience at the annual awards event.
But what about employees who don’t get an award?
Award programs can appear to create an exclusivity that pits one person winning over and above their fellow employees.
So how do peers perceive formal award winners? What are the benefits for companies of doing formal awards when so few employees actually end up receiving them?
I am going to explore this topic through the lens of some recent academic research I discovered this week.
Spoiler alert: The outcome is positive as the title of this post implies.
Let’s dig in! (more…)
Be a positive emissary for recognition.
Talk up the positive power of reinforcing people’s actions and encourage others to recognize those you work with. The most powerful weapon against negativity towards employee recognition is speaking positively about it. It’s so much more fun to emulate a positive attitude by setting the right example.
You can read the research statistics out there on employee recognition and wonder where do you begin.
Take this example from the Gallup Business Journal of June 28, 2016:
“According to Gallup’s analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days. At any given company, it’s not uncommon for employees to feel that their best efforts are routinely ignored. Further, employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.”
That means if you had 1,000 employees in your company that 667 of them would say they did not receive sufficient or any recognition or praise for doing good work in the last seven days.
Or consider this nursing example where only 31.6 percent of nurses received praise or recognition often or very often from nurse unit managers. Yet these recognized nurses “showed more job satisfaction, stated they had more opportunities to practice professionally, described a more positive work climate and were more committed to the organization such as being proud to work at and willing to make effort for the unit and hospital” – than those nurses rarely or very rarely receiving praise.
So you have 1,000 nurses in your hospital and the likelihood is high that 684 of them are poorly praised and recognized and have low engagement towards the institution and with patient care.
Overall, that is a lot of people needing recognition. (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…)
For over 30 years now research studies continue to show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.
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 Recognition.
Understanding these factors will provide you with insights as to where your own organization is presently at in appreciating the work and worth of your employees and what you need to do next.
What are these factors? (more…)
As a judge for Recognition Professionals International (RPI) Best Practices Award I have had the opportunity to evaluate with my colleagues 72 individual company nominations.
Each nomination requires companies to prove to the judges how they have effectively demonstrated each of RPI’s seven best practice standards, i.e.
- Recognition Strategy
- Management Responsibility
- Program Measurement
- Communication Plan
- Recognition Training
- Recognition Events and Celebrations
- Program Change and Flexibility
We score each submission on these standards and provide collective feedback for the owners of the programs to consider and incorporate into their programs and possibly future nominations.
With this perspective in mind let me address what makes a recognition program a success. (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…)
I love the work of Robert “Bob” Mager with his framework for preparing learning objectives, and criterion-referenced instruction (CRI), and for his work on dealing with performance problems.
If you haven’t already read his book “Analyzing Performance Problems” and the included process flow, you should. It is a valuable tool to invest in for figuring out why people aren’t doing what you think they should be doing.
According to Mager, there are potentially seven reasons why people drop the ball on performance results. I continue to see these seven reasons highlighted in my work with employee recognition, let alone why things don’t get done at home, or even within my community and church responsibilities.
Let’s take a closer look at these seven reasons. (more…)
Giving recognition to people the right way every time is an experience that requires vigilance in doing several things very well.
The following 7 areas need to be done right, consistently, in order to make recognition as positive and meaningful of an experience as possible for each recognition recipient.
Examine the following factors and learn to apply them carefully. (more…)