How To Write the Best Recognition Strategy – Part 2

Creating a Recognition Purpose and Philosophy Statement­—Part 2 of 4

I’ve outlined the reasons why you should have a written recognition strategy for your organization. But where do you begin with creating one?

Organizations need a North Star to guide their recognition efforts. Which makes the first step in crafting a recognition strategy as creating a recognition purpose statement and accompanying philosophy statement.

Having a recognition purpose and philosophy statement unifies organizational leaders and those responsible for employee recognition practices and programs. It gets everyone nodding their heads in agreement with what they have outlined. Everyone is on the same page as to why you have recognition and what you believe about it.

So, let’s figure out how to create one.

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Telling People The Difference Their Actions Make Is Important

In life, I strive for a basic level of minimalism. I still have a lot of things, but I continually get rid of some things I no longer need or use so I can focus more on what’s most important to me­—such as family, friends, joy, and freedom. Minimalism can make a real difference.

However, when expressing recognition to the people you and I work with, there is no need for minimalism with how you communicate your praise and appreciation to them. That means, as I have said before, that those meaningless, short phrases like “good job” and “well done,” don’t work. 

If you’re still using them, you’ve gone too far with decluttering your recognition messaging. 

This post is all about showing you the importance of telling people the difference their positive actions make on others. 

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How To Get Your Leaders To Use Your Recognition Programs

When I conducted a management survey several years ago in the public sector, a response to one question asked revealed that 93 percent of all managers said senior leader involvement in recognition programs was very or extremely important. A large majority, 75 percent, said it was extremely important. 

The reality? 

These same managers said only 21 percent of leaders were very involved with their recognition programs. 

Our research shows that organizations with leaders committed to supporting award and recognition programs strategically, financially, and by example, have higher employee evaluations for feeling appreciated for their contributions on the job.

All that remains for you to do is to get your leaders using your online recognition programs. Try out some of the following suggestions.

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First Things First – Learning How To Give Recognition

Leaders often barrage their managers of recognition with criticism over a lack of participation and usage of their organization’s employee recognition programs.

Naturally, not all organizations have participation problems. Some are exemplary. They have fought hard for that position. It did not come about easily, nor did it happen overnight.

But never let those who do not understand the intricacies and gifts of what it takes to make recognition happen, believe that they are the “real” recognition givers and know exactly what it takes to get full participation with recognition programs. 

Instead, remind them that first things must come first. Teach them how to give recognition one-on-one, whether in person, or by all the communication methods available to them 

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How To Write the Best Recognition Strategy – Part 1

Having a business strategy is absolute for driving a business with its concrete plans, which assists with making the right decision.

Likewise, having a written recognition strategy elevates the importance of recognition by outlining three powerful drivers for any organization. 

1.    A recognition strategy allows organizational leaders to spell out its purpose and philosophy for recognition and how they intend to use recognition the right way.

2.    A recognition strategy aligns with the overall organizational strategy and shows how the recognition practices and programs integrate to reinforce and drive results.

3.    A recognition strategy is also supportive of your people strategies, as it is driven by the organizational culture and recognizes people who live the organizational values.

The only question that remains is whether you have a written recognition strategy.

In this four-part series, I will outline how you can write the best recognition strategy essential to catapulting employee recognition practices and programs into the future.

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Mind Your Please and Thank You’s!

Yes, it is still important to mind your manners and say please and thank you, even in the workplace.

Etiquette and manners seem to fly out the door with common courtesy in dealing with managers and peers. Our language has become short and cryptic with the increased usage of messaging with smartphones.

Yet, January is National Thank You Month, so it seems even more relevant to address this often-overlooked subject. 

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What Is The Purpose of Your Recognition Programs?

One reason recognition programs succeed is because they have a clear core purpose behind them.

Besides simply answering the “why” question for each of your recognition programs, work also towards using your recognition programs purposefully.

Check out the following purpose-driven ideas for helping your recognition programs thrive.

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How Do You Think I Am Doing At Recognizing People?

There are lots of studies done revealing how leaders are doing with giving meaningful and effective recognition to their employees. 

The Canadian firm, Psychometrics, found in their Study of Employee Engagement in the Canadian Workplace that 58 percent of employees say leaders giving more recognition would improve employee engagement. 

In my research with the Survey Findings of Employee Recognition in the Public Sector, managers who responded, overwhelmingly stated that senior leader involvement with employee recognition was very or extremely important (93 percent). However, the reality reveals only 21 percent of leaders are very involved, a sign that people who make the organizations run are not seen as important or valued. 

Gallup research shows nearly one-quarter of employees said the most memorable recognition comes from a high-level leader or CEO. They suggest that employees will always remember personal feedback from the CEO. When a high-ranking leader takes time to show appreciation, it can yield a positive impression for an employee that could last a lifetime. In fact, acknowledgment from a CEO could become a career highlight.

What we are seeing is the need for senior leaders to become better at giving recognition. Let’s explore some ways for getting there. 

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How To Stay Focused on Recognition

Do you find it hard to stay focused on managing recognition programs, encouraging others to be phenomenal recognizers of others, oh, and be a great recognition giver yourself? You are not alone.

Today’s your lucky day as I am going to share with you different strategies and ideas for how to stay focused on recognition. 

Check out these ideas in the list below and commit to trying out just one of them this week or next.

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How To Make Recognition a Great Gift

Recognition is something special that connects the giver with the recipient uniquely by their expression of recognition or the gift of recognition they give.

Rosabeth Moss Kanter, Harvard Business School Professor, nicely delineated the difference between compensation and recognition, when she said that, “Compensation is a right; recognition is a gift.” 

What can you do to make the recognition you give to people a great gift? 

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