You are fortunate enough to have an executive sponsor for employee recognition and who supports all the managing of recognition related things that you do.
They are willing to go to bat for you and are exemplary in using the company recognition programs and expressing appreciation to employees.
Their expectation of you is to regularly provide them with high level results on how recognition is impacting the business.
After all, your executive has to present the numbers to the complete senior leadership team and collectively they approve your budget.
So what is the best way to present the progress and impact employee recognition is making to your senior leadership team?
At a bare minimum they will be expecting the following: (more…)
I love the work of Robert “Bob” Mager with his framework for preparing learning objectives, and criterion-referenced instruction (CRI), and for his work on dealing with performance problems.
If you haven’t already read his book “Analyzing Performance Problems” and the included process flow, you should. It is a valuable tool to invest in for figuring out why people aren’t doing what you think they should be doing.
According to Mager, there are potentially seven reasons why people drop the ball on performance results. I continue to see these seven reasons highlighted in my work with employee recognition, let alone why things don’t get done at home, or even within my community and church responsibilities.
Let’s take a closer look at these seven reasons. (more…)
Giving recognition to people the right way every time is an experience that requires vigilance in doing several things very well.
The following 7 areas need to be done right, consistently, in order to make recognition as positive and meaningful of an experience as possible for each recognition recipient.
Examine the following factors and learn to apply them carefully. (more…)
Recognition Tip #38: Seek out useful and unique gizmos.
Be on the lookout for any useful gadget or device that will help someone. Listen and keep your eyes open for what someone really needs. Besides stores, even trade show give-aways spark some original ideas. And you’ll even find them at art and craft fairs.
Someone had to ask the question.
It could be a senior leader asking you about the ROI (return on investment) of the proposed recognition program before they sign off on the approval.
Or maybe your CFO asks the question before he’ll issue the cheque.
Whether for fiscal responsibility or validation of the value of employee recognition programs, calculating the ROI can be a helpful tool to communicate the success of your recognition programs.
How do you calculate the Return on Investment of your recognition programs?
Here are a few things to keep in mind. (more…)
Your goal is to recognize your employees the best way you can. The recognition you give people needs to be seen and felt as being meaningful, memorable and motivational.
One great way to make this happen is to sit down with each of your employees one-on-one and conduct an informal recognition preferences interview.
The only problem is no one ever tells you how to do this.
I am going to spill the beans and give you some suggestions for how to prepare yourself and what you might ask when you finally sit down with your employees.
Are you ready? (more…)
There are some things you just don’t forget.
Often these unforgettable events in our lives are one of two types.
They are either the most positive and meaningful of experiences or they are the most painful and haunting of memories.
One recognition experience I had left an indelible impression upon me because I had to personally draw on the very things I usually teach other people to do.
Consider a time when you have had to use the recognition practices and methods you teach others to do.
Here’s my story about not leaving recognition to the last minute. (more…)
You won’t have to worry about this being a long history book. But it will be a slightly longer post than most.
You won’t have to go on an archaeological dig to find any ancient remnants.
In fact, the origin of employee recognition is relatively new.
Which is why it is not always well understood or properly utilized.
Having an understanding of recognition’s not so distant past will help you better appreciate the quandaries and challenges you face in your role. (more…)
You meet Keira, your new boss, in the hallway at work. You now report to her about your responsibilities in administering the company’s employee recognition programs.
She’s a good leader and heads compensation and benefits. But employee recognition is new to her. She’s only just been assigned the recognition portfolio.
You know her qualities and feel you will work well with her. You feel her intentions are solid and sincere towards recognition.
As she converses with you she asks you what your expectations are of her as your new leader. And she also asks you how senior leaders as a whole could help improve recognition throughout the company.
How would you answer this leader? What ideas come to your mind?
Consider the following 7 simple ways that recognition practitioners have recommended to their leaders and shared with me in the last several months. (more…)
Put more creativity into your recognition.
Instill a sense of creativity with the everyday recognition you give people by adding a personal touch such as a fun game or simply a hand-made card. Infuse more of yourself into the recognition delivery. Creativity will make the recognition you give more sincere and memorable for the recipient. They will always remember the extra effort you put in to make their recognition moment even more special.