Keep a pulse of how recognized people feel.

Simply ask employees employees whether they feel recognized and valued for their contributions, in a one-on-one meeting or through a survey like tool. Recognition is really a relationship based and a felt phenomenon. So recognition outputs alone do not always equate with employees actually feeling recognized. You have to capture the subjective and qualitative measures as well. Bottom line: Ask if they feel recognized.

My Beginnings Into Employee Recognition

Once upon a time, a long time ago in a galaxy far, far away…

Okay, so it was just over 30 years ago at the Detroit Rehabilitation Institute, now the DMC Rehabilitation Institute of Michigan (RIM).

I was completing my adult clinical placement as a Speech-Language Pathologist from Wayne State University, Communication Sciences and Disorders. (more…)

How to Get Recognition Aligned for Business Success

Recognition can help any company achieve their business goals.

I know giving people recognition is not the only thing that elevates performance results, customer satisfaction scores, and profits. However, I do know that recognition is a powerful driver, which can assist with producing the business success you are looking for. (more…)

5 Things Your Boss Needs To Know About Recognition

Each manager, supervisor, or business owner comes with their own unique set of interpersonal skills, along with strengths and weaknesses, especially with giving meaningful and effective recognition.

You’ve likely had a boss or two who understood the importance of acknowledging your work. You had a positive relationship with them. Work seemed to go well and you felt engaged. You knew you were making a difference. (more…)

Measure every recognition action you do.

Remember to keep track of things like the people recognized, the performance and behaviours demonstrated, and frequency of recognition. We have all heard the phrase “if you can’t measure it you can’t manage it”. Same is true with rewards and recognition. Know what is happening, where and why, and all the recognition outputs that occur. Then you can replicate the same great results elsewhere in the organization.

Recognition Tip #14 – Be Sincere

Even if you are not the most eloquent speaker, by showing you care enough to acknowledge someone your sincerity will come through. Sincerity of thought, word and deed are essential to meaningful recognition. Be yourself, be genuine, and be real.

Focus on people and their performance.

Your recognition program is a tool to help you to stop, notice people’s actions, and then recognize what they do and not just focus on the program. Some people think the recognition program is what’s important and use it like a candy machine. That attitude diminishes the real power of rewards and recognition. If you focus on your people you can validate their worth and the value of their great work.  Use your recognition and reward programs to reinforce the good things they are doing.

Are You Full of Good Intentions?

Make sure your recognition is fully intentional

A peer you only occasionally work with has just recognized you.

They acknowledged you for your actions last week with helping them assist with a need from major client account.

You’re questioning the genuineness of the recognition eCard you received in your inbox. It was one of the options available through the company’s online social recognition program.

In fact, you’re even wondering about their intention.

Do ever question what your intentions are when giving people recognition? (more…)

Recognition Tip #13 – Be Positive

Use positive and uplifting language whenever giving verbal praise or writing positive feedback to people. Higher performing teams hear 5 times more positive comments from their managers than low performing teams.