Quick Solutions For Dealing With Recognition Program Problems

On Tuesday I presented a session at the Recognition Professionals International conference in hot and humid Fort Lauderdale, Florida.

My session was on dealing with How To Make Positive Changes To Your Recognition Programs.

At the start of the session I asked the practitioner and provider attendees a question. The question was, “what are the biggest challenges or problems you struggle with for any of your employee recognition programs?”

Here’s what the recognition professionals gave me, which were written up on a flip chart:

  • Consistency
  • Out-dated
  • Unaware
  • Push back from leadership
  • Misinformation
  • Management buy-in
  • Measuring ROI

The rest of the session I focused on providing people with the process and tools for making improvements in a systematic way rather than just waiting for things to break, so to speak.

Quick Solutions to Problems

To specifically help those who attended my session and to assist all of my readers, I am including a few links to past posts to address some of these challenges.

1. Consistency: My suggestion on getting more consistent with using your recognition programs and practicing better recognition giving read Recognition Programs Aren’t A Problem…People Are! And if your leaders are not exemplary givers of recognition or using your programs consider Are You Helping Your Leaders to Give Recognition?

2. Out-dated: I told the seminar participants that I go out on a date every week with my wife, Irene. In fact we are going to see a children’s performance tonight of “The Wizard of Oz”. But on a serious vein, with recognition programs they do need to be kept revitalized. Try out this post for some ideas 7 Deadly Warning Signs Your Recognition Program Is Failing.

3. Unaware: I won’t pretend I’ve written on every subject related to recognition. This is probably one of them. That’s why I love it when you send in your challenges and ideas. They often become posts. My best stab at this is to suggest you read When Recognition Doesn’t Work and perhaps even 7 Simple Hacks to a Great Communications Plan to stimulate your thinking.

4. Leader Push Back and Buy-In: I combined these two because I think they are related. Leaders are not expected to know everything about employee recognition. That’s your job. So educate them and keep them informed like this Communicating with Leaders Using the “CNN Effect”. Furthermore, I taught those in my seminar that you don’t want leaders’ buy-in. Buy-in is so monetary focused and transaction. What you really need is their personal commitment and you can discover more here How To Win a Leader’s Commitment and Buy-In for Recognition.

5. Misinformation: Nada! I will have to think on this and get back to everyone on it.

6. Measuring ROI: Hmm! I realize I have not written a blog post on this topic specifically. But to help you along, here’s a related post on Understanding the Business Case for Recognition. I am not going to leave you high and dry though! If you don’t mind leaving this page and going to Incentive Magazine, here’s my Top 10 Tips for Solid Recognition ROI. Hope you enjoy it!

Once you’ve wrapped your head around a few of these topic areas please let me know what other questions still remain for you.

Question: Where do you go to learn more about employee recognition practices and programs?

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