We are approaching the last quarter of the year and it may well be time to submit your budget requests for keeping your offline and online recognition programs in place, or even asking for funding to add new programs.
It can seem like a nail biting exercise each year to go through. One way to make this angst less ominous is to get your executive sponsor’s support ahead of time. Follow these practical ways to get your leader’s commitment to your recognition program budget.
Having just completed an organization’s recognition strategy and plan, I know that the next step for my client’s representative is to present the document to their executive leadership team for approval.
Hopefully, you already have an executive sponsor shepherding the way to the boardroom. They should have the first review of your new recognition strategy and plan. Listen to their suggestions for any revisions they think should you need to make to better support the current and future business strategy.
They can also advise you on what each executive leader will expect from the document and from your presentation. And they can also tell you of recent successful presentations and what they did to achieve this. You could ask to look at their PowerPoint® presentation and invite the presenter to share their experience with each of the leaders.
One of the common decisions senior leaders make with length of service awards is their perception that they don’t produce any measurable return for the organization, is dropping them completely.
This rationale of career milestone awards not impacting performance numbers and results has been around for many years.
However, there is definitely an impact made when you give these awards. So, what benefits are there from continuing with milestone recognition? Should you keep going with length of service award programs?
What do you see or notice about your peers, or direct reports that merits acknowledgment and recognition? Are you even aware of what your colleague works on right now that makes them proud? Why are they excited to come to work each day?
To learn the answers to these questions, you need to have excellent observation skills. You need to become an amazing observer of people and the great things going on all around you.
Check out a few of the ways you can use to develop amazing observation abilities.
Periodically, I will post classic articles that have helped individuals and are often requested or searched for. This is one that was very timely when written and still needs to be reflected upon.
As an industry we’ve created a semantic conundrum for ourselves. We interchange the usage of rewards and recognition as if they were identical twins. Ironically, in order to understand them both and use them better, we must decouple them and tease out their differences and learn the benefits each brings to the table. Learn from this Top 10 list and apply the insights you gain from it.
1. Rewards are tangible; Recognition is intangible. Whether tangible or monetary, rewards are always something you can touch and of a specific amount. Recognition is often invisible in nature and yet priceless in value. You can give recognition without giving a reward. You should never give a reward without giving recognition.
2. Rewards will always be transactional;Recognition should always be relational. Rewards are always if you do “X” then you’ll get “Y” in return. Recognition is so much more a relational exchange between people. Rewards are great for attracting people to an organization and recognition is perfect for keeping them.
3. Rewards are simply consumed;Recognition is mostly experienced. When you receive money or a gift it is usually spent, used up or somehow consumed until it ends. In contrast, recognition is a total immersion experience and a personal encounter of the best kind which can last forever. Carefully using both will help address the unique differences within all of us.
4. Rewards are transferable; Recognition is non-transferable.Rewards can be passed off from one person to another and are temporary in nature. Recognition cannot be removed from the person given to or exchanged and is quite permanent. Focus on achieving that kind of permanence through recognition while using the momentary impact possible through a tangible reward.
5. Rewards are certainly conditional;Recognition happens to be unconditional. Rewards are very dependent consequences based on certain terms or conditions. Recognition, however, tends to be more independent and not a fixed result of specific actions. It is blending rigidity with flexibility or at least knowing when to use one over the other.
6. Rewards are expected; Recognition is a surprise. It seems with rewards we go into a situation knowing that if we perform well we deserve the reward. With recognition, on the other hand, you totally have no idea until you unexpectedly receive it. Never let anyone down by not giving them a merited reward and learn to be spontaneous with appreciating and celebrating people every day.
7. Rewards are economical; Recognition is emotional. Rewards are a prudent use of resources in the whole economy of production, distribution and income. Recognition contrasts as a psychological and emotional event, a felt phenomenon. Remember that performance may reign but feelings rule!
8. Rewards are outcome driven; Recognition is focused on behaviors. Rewards are used to reinforce the occurrence of achieved results. Recognition can happen anytime someone notices positive behaviors of another. People want to know how they are doing before the end result is achieved.
9. Rewards are fixed; Recognition is flowing. Rewards are fixed and determined based on desired performance and the expected returns. Recognition is free flowing from one person to another and expanded upon as shared by others. Know when each has their place and use each of them wisely.
10. Rewards are impersonal; Recognition is personal. Rewards have little human dimension based on their tangible, contractual arrangement, even when given to someone. Recognition differs because it’s purely human connection celebrating people for who they are and what they do. This is where the giving of rewards can be made much more personable by giving recognition too.
Previously published by the author in Incentive Magazine as well as in this blog.