sure how you did with learning a foreign language at high school, if you needed
to do that. When I was trying to learn French growing up in England, it was a
matter of rote grammar drills, writing out the different verb tenses, and very
little conversational practice.
I cannot speak French today so can never claim to be fluent.
I also spent two years in my early twenties living in Belgium and
gained some Flemish language skills. However, upon returning to Canada and many
years absent with speaking Flemish, I have found out that if you don’t use a language, you lose it.
That’s why being fluent with the data gleaned from your recognition programs is such a necessary skill for you as a recognition manager or program administrator. If you don’t use it you’ll lose it.
it is a strategy meeting, planning meeting, or procurement meeting, there is
something special that happens when you have your executive champion present in
the room with the rest of your recognition committee.
administering, monitoring, and planning the day-to-day aspects of recognition
practices and programs, requires constant vigilance, self-discipline, and
persistence on your part with supporting recognition throughout the
reason you periodically want a senior leader in a recognition strategy or
steering committee meeting, is because they can help you align recognition with
the business strategy and give you the vision of where they see recognition
supporting organizational strategic initiatives.
of the following benefits of having a senior leader in your meetings.
raise the concern that to expect their managers to recognize their employees is
too much on top of everything else they are doing.
it is employees or associates who provide the goods and services that produce
satisfied customers, appreciating your people is the very least you can do.
What they need
to do is to raise managers’ level of intrinsic motivation for recognizing,
praising, and rewarding staff, so they can become proficient at giving
recognition and willing to do so every chance they get.
One way for
people to give better and more meaningful recognition is to first find out what
is meaningful to each of their employees.
I will review
with your key ways to teach and help supervisors and managers to practice this
Now is a time for unconventional leadership and innovation
with recognition and reward programs. Analytics and AI are blossoming in the HR
technology world. We need these same tools in the recognition space. This
requires a certain type of leader – an unconventional leader. Look out for
people who demonstrate these Top 10 Unconventional Ways to Lead Your
Recognition Initiatives. They’ll advance the cause of recognition into the
leaders have courage to do the right thing. If a recognition and reward program
hasn’t shown any benefit these leaders are prepared to shut it down. But
they’ll also expect you to replace it with something better that will work.
leaders demonstrate impeccable integrity. They’ll want inclusion and
fairness with all programs, especially with rewards. They’ll advocate for the
receptionist and janitor the same as they would for any senior executive.
leaders are wise stewards over everything. They’re willing to invest funds
and resources for recognition programs over the long term. No one will be
expected to do more, or work longer, than is right and respectful of home needs.
leaders are humble enough to be working for others. You’ll find great
leaders are willing to go to bat for you and work with you. They’ll want a
strong business case presented and clear rationale for the programs you want.
leaders simply care for others. Recognition programs are about caring and
appreciating others. Besides praise and acknowledgment, they’ll want care shown
for the positive and tough things that happen to their employees.
leaders take on challenges. Why not boldly declare that all employees will feel valued and
appreciated for their contributions on the job. It may not be easy to do but
they will enlist every company leader to make sure it happens.
leaders ignore what everyone else is doing. If a majority of companies are
using points-based reward programs that doesn’t mean these leaders will follow.
They will create the best vision and processes right for their employees.
leaders lead with leading indicators. Forget about lagging indicators like
recognition program usage and participation statistics. These leaders are
looking to measure whatever behaviors precede every recognition experience.
leaders are always dependable. They will lead recognition by example. You
can count on them to consistently use your recognition programs. And your
employees will always be proud to receive a thank you card from them.
10. Unconventional leaders use persuasion for power. They will never usurp control over your managing of recognition and reward programs. Instead, they will gently steer you in a direction that eventually makes sense and that you fully adopt.
Previously published in Incentive Magazine by the author.