Some of us have a hard time recognizing those
around us and especially people we associate with at work.
Historically, people have viewed
recognition as a top-down behavior where managers and leaders started
recognizing employees who reported to them. This likely originated from the
military where senior officers presented medals as awards for specific service
or achievement in military campaigns.
With the reduced hierarchy in organizations
leading to a reduction in middle managers along with online recognition
programs accessible by all employees, they have emancipated the source of who
Recognition is no longer constrained by a
person’s position or title and should be multi-directional.
But there can still be a bias or perception of
who should give recognition. So besides considering who should give
recognition, what about in the other direction? This raises the question whether
some people at different levels of position are harder to recognize that others
A recognition strategy is a written document
that outlines the purpose, direction, goals, and plans, for you and your
organizational leaders to commit to doing, and make recognition giving a way of
life and not just a program.
However, according to the latest WorldatWork
2019 Trends in Employee Recognition Survey, only 49 percent of the surveyed
organizations have a written recognition strategy.
For that reason, I am helping you with how
to create a written one-page recognition strategy to ensure you have something
rather than nothing.
You and I know that there are many employees who
are not getting recognized enough.
To give people the right recognition, it would
also be helpful to know the best person to make this happen. Who do your
employees prefer most to be recognized by? Is it by your leaders, by
their immediate supervisor or manager, or by their peers?
If you haven’t already heard, there are fewer
companies today than 2 years ago that have a written recognition strategy. Wow!
That’s a shame.
According to the latest WorldatWork 2019 Trends
in Employee Recognition, only 49 percent of the organizations they surveyed
have a written recognition strategy. Fortunately, for the nearly half of these
organizations with a recognition strategy, 97 percent are aligned with
their organization’s business strategy.
The surprising thing was seeing how the
percentage of organizations with a recognition strategy declined from 55
percent in 2017 to 49 percent in 2019. I really thought more organizations
would commit to writing one. But, alas, I was wrong.
Why would organizations not have a recognition
strategy? Let’s examine some possible reasons why this