We’ve all seen them in action. Some of us even report to one.
These are the managers who don’t seem to want to change their behavior. In our recognition scenario, these are the managers who don’t recognize their direct reports, let alone anyone else working around them.
How are you supposed to get a manager like this to change?
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One way that recognition can become a way of life in your organization is to integrate recognition practices and the use of your recognition programs into every facet of the lifetime employee experience.
This is the first of six posts that will outlines different areas along the career path of a typical employee, and where you can embed recognition into their everyday life at your organization.
Let’s take a look.
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Each organization has at least one person in their midst who doesn’t get it with employee recognition.
Which is why when I was in a meeting this week with several representatives from an organization I am working with, someone boldly asked me a question related to a person who is likely a non-recognizer. This courageous individual asked, how do you respond to people who ask, “Why are you working so hard on recognition?”
They are asking how do you address naysayers in an organization. They want to know how they should stand up to these types of people and substantiate the merit of the time and effort they are putting into the cause of improving employee recognition.
How do should you respond to someone like this who is negative, opinionated, and sometimes even derails your efforts to make recognition happen in your organization?
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You and your organization’s leaders must shape the future of your recognition programs and practices by learning how to anticipate the future instead of always reacting to it.
By thinking ahead futuristically you can plan to take steps that change your recognition programs to become the very best.
Here’s what you and your leaders must do to create better recognition for the future.
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It’s January and welcome to National Thank You month.
While etiquette professionals and books promote the idea of sending out Thank You Notes, don’t neglect the behavior of saying thank you too.
They have designated January as National Thank You Month. This might have originated from the greeting card industry because of receiving gifts following the Christmas holidays and they want you to buy their printed cards. I know my wife and I dutifully sat down on the last Sunday in December and wrote our Thank You notes to our children. It is a lovely reflective time to treasure and remember what we have received.
Learn to make saying or expressing thanks to those around you more a way of life beyond this designated month.
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Here we are with another New Year and I want to share with you the Top 10 Posts for 2019.
I will reflect along with you on why perhaps you and many other readers read these more than other posts that didn’t quite make the top rankings.
In tenth position was the post How to Help a Leader Who’s Not a Good Recognizer. Obviously, this leadership focused article resonated with many of you who need some ideas and help with coaching the challenged leader to become a better recognizer of peers and staff.
Leaders are not always in their position for their people skills—although they certainly help—and for that reason they often have more left-brain, executive functioning and logical skills. Some, not all, need a helping hand to get the people skills down and realize how important recognition is to the people that work for them.
The topic in ninth position is How to Increase the Impact of Your Formal Award Programs, which I know many of you want desperately to improve and stand out. There are some basic steps you can follow, and I hope you can make them come alive in 2020.
Most organizations have some formal award programs going on. But few organizations set objectives for what they want to achieve from conducting nomination submissions and planning awards events.
I didn’t expect this post to rank as high as it did. It seems many of you wanted to learn how they select Oscar awards winners so How Oscar Awards Nominations Are Selected came in at number eight. Recognition professionals are always looking to benchmark against best practices, so I hope you gain some insights from this post.
The Oscars always share the public limelight on what people think an awards ceremony should look like. Understanding how the award winners are selected might help you raise or lower your own expectations on how you should determine your award recipients.
In seventh position we have a leadership focus again and this time it’s on feedback. What Makes Giving Feedback So Difficult for Leaders? provides you with some perspective and actions you can take to assist those having difficulty with this area.
I think we’re hitting on soft skills here and how they are not as easy as they seem. Giving meaningful feedback is something all of us can become better at.
For those of you who haven’t created a written recognition strategy document yet, our sixth ranked post of A Quick and Easy Recognition Strategy to Get You Going should help you out. It is better to have a basic document in place to guide you along than not having a strategy at all.
Make sure you become more intentional and strategic with your recognition practices and programs. This post’s ranking probably reflects the need for an easy way to write up a recognition strategy.
It seems some of us need pointers on overcoming our discomfort with giving recognition. In fact, our fifth post on Why Are We So Uncomfortable Giving Recognition to People? gives great reminders for why some of us find recognition giving an awkward experience.
The reality of this post’s ranking is the human tendency that expressing emotions and validating the great things people around us do is more difficult than we think.
There are probably many organizations that would enjoy our fourth ranked post on How to Get Employees to Use Your Recognition Programs. It takes constant effort to communicate, educate, and exemplify great program usage to have employees follow in our footsteps.
The whole preparation and planning required to make recognition programs successful is not something a lot of organizations do well. Everyone wants to get more employees using their programs more frequently.
I am so glad my post on Why Being Specific Increases the Value of Recognition made it to third place. It validates for me that many of you see the importance and need for recognition specificity. Put this into practice and teach others to do the same and recognition will go a long way to becoming improved.
Recognition specificity is one of my favorite topics around recognition giving. Intuitively, many of you know it is important but just want to know how to do it better.
Second on the ranking list was the post on What Your Leaders Can Do to Lead Recognition. It tires many of you to fight the recognition battles alone. You need leaders to step up to the plate and make a strategic pitch for the cause of employee recognition.
A bit of a surprise for me was seeing this post in number two position. But it paints a picture that we desperately need leadership around employee recognition.
And the top-ranked post for 2019 was… How To Improve Recognition With A Great Learning Curriculum. This shows the need from many of you to have ongoing learning and development on recognition practices and using programs properly.
Be constantly learning the essential recognition skills and behaviors to give meaningful recognition. Understand the importance of your recognition programs and humanize your interaction with the programs to better connect with and value your employees.
Happy New Year to everyone. Become a better real recognition giver this year.
Recognition Reflection: What insights can you gain from the usage of your recognition programs over the past year?