Recognition Tip #2. Acknowledge what others want over your own needs.
You may have a strong internal source of motivation. Perhaps you do not need a lot of external recognition. But start to think of what others want. They just may need some recognition from you.
How many of you remember the date you first used a computer mouse, or purchased your first laptop, or perhaps felt kind of “Star Trekky” when you accessed an electronic device through onscreen touch?
These technology events blur in our memories because they’ve happened so quickly and seamlessly into our lives.
In the past, technology often created boundaries between techy-minded people and those of us who were not. Today, we expect HR technology tools to be easy to use and help make our jobs and lives better. And as Jason Gots says, we actually want technology to “amplify the best of human nature.” (more…)
Recognition Tip #1. Awareness of the need to appreciate is the beginning of recognition.
We can get so caught up in ourselves that we forget that many people crave the need to feel appreciated.
Oh, yes, I got royally sucked into creating the culture of “this” or “that” game several years ago.
Back then I designed and regularly presented a workshop, which I called Making a Real Recognition Culture. I even wrote regularly about the topic whenever I was politely asked. No matter the format, the content was always well received and respected. (more…)
Few organizations know where to begin in crafting a written recognition strategy. Within our own work we have found one of the first steps in developing a solid recognition strategy is examining the purpose and philosophy components of recognition so everyone is on the same page about recognition. (more…)
With humble apologies in advance for drawing on that memorable song title from the movie soundtrack, Frozen, but “do you want to build a leader?” At the same time it begs an answer to the question on how do you really build leaders in today’s global workplace? (more…)
Exceptional senior leaders are foremost visionaries, whose mandate is to inspire other leaders to follow them to achieve specific goals. Their core responsibility is to produce results. Their bottom line is to increase business and generate a target income level, at a minimum cost and expense, to produce a healthy profit and a good return on investment for shareholders.
When educating senior leaders about the importance and power of recognition and rewards for achieving these business goals, it might be best to learn about and use what I call the “CNN Effect” to get the message across. (more…)
Of key importance to recognition programs is having a recognition strategy, a written statement of an organization’s philosophy and purpose for recognition, along with a strategic plan for integrating recognition practices and programs for reinforcing and supporting an organization’s business and people strategies as well as the organizational culture.
This four-part post will show the importance of the recognition strategy and how to create one, including how to develop and implement an effective recognition plan. (more…)