Should Recognition Focus on Your People or the Business?

Managers of organizational recognition practices and recognition programs are often torn between focusing on growth of people or on business results.

You’ll find some organizations create elaborate people strategies to prepare for the growth and development of their employees. Talent management strategies prepare now for the future. And recognition is always a part of the equation, especially when measuring employee engagement.

Then there are others who are strictly business. Their goal is to align recognition and rewards with helping to drive and achieve the strategic initiatives of their business goals.

So, the question is whether, as the owner of recognition in your organization, should you focus on people of the business?

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How To Give More Consistent Recognition

One of the four criteria for the different levels on our Recognition Maturity Model is the variable of consistency.

If there is one thing, I hear all the time from recognition managers and program administrators; they hope to have more people consistently recognizing employees. And they also speak of wanting greater consistency of recognition across all areas of the organization, be that by departments or geographic locations.

Consistency is so important that is even one criterion on our Recognition Maturity Model, which you can learn more about here.

But what do we mean by giving consistent recognition? How can you make this happen across your organization?

Dive in to learn more about consistency.

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How To Celebrate Your Amazing Employees During the COVID-19 Crisis

In a recent recommendations list for dealing with the COVID-19 coronavirus crisis, I mentioned the need to “remember to celebrate” your many new employees working from home. Whether birthdays, career milestones, or going above and beyond, along with the display of incredible resiliency of so many employees, there’s always so much to celebrate with our employees. And remember to thank and recognize others who assist you in your daily work and life in general.

How to celebrate employees effectively from a distance and those around you is not always easy, but it is always possible. To stimulate some celebration ideas for you, consider the following list.

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Top 10 Positive Actions to Take with the COVID-19 Crisis

While many companies have moved to a work from home way of life for the immediate future, we still have companies that are proceeding with business. These helpful actions are a good way to keep your employees healthy and your business running strong during a health crisis, no matter where they are working from.  

  1. Keep employees more informed. Update employees through your company’s intranet website—it’s a single place to find important organizational information.
  2. Actively encourage sick employees to stay home. Since health authorities think the virus mainly spreads person-to-person through coughing or sneezing of infected people, encourage sick employees to stay at home and consult their doctor, no matter how minor the symptoms are.
  3. Go virtual for your meetings. To lessen the number of close contact meetings, consider going more virtual with on-line or teleconference meetings. Many leading tech companies are providing free access to their software so people can connect during this time.
  4. Create telecommute options, where possible. If work functions fit and circumstances such as high geographic incidence rates raise a high risk for contracting COVID-19, offer employees the option to work from home.
  5. Practice healthy living. Promote healthy habits by encouraging employees to follow guidelines from the CDC, WHO, and local health authorities, etc.
  6. Purchase supplies. Try to keep your facilities stocked with tissues, soap, and anti-bacterial cleansers to help employees practice healthy living and reduce spread.
  7. Use regular email communications. Send out email communications reminding employees of the right and wrong things to be doing like avoid touching eyes, nose or mouth to prevent spread of germs.  
  8. If someone should get the Coronavirus. Be prepared to have the communication channels available and use managers to inform your entire workforce immediately on how to mitigate risk.  
  9. Show caring concern. Send a get-well card and/or gift basket to your ill employee to let them know you care since no one plans on catching the flu.
  10. Signs for the times. Post signs in restrooms, throughout office or common areas reminding all to wash their hands and wiping down their workstations frequently. 

Trying to accept this new “normal” is difficult. However, businesses that have a strategy, keep the lines of communication open, and understand the ever-changing impacts of positive actions, will weather this storm.

Recognition Reflection: What special steps are you taking for dealing with the COVID-19 virus and helping your employees?

Why I Tell People Not To Create a Culture of Recognition

I was just scrolling through some questions people asked me at the HRPA Conference in Toronto this past January.

One person asked a question that represents the standard thinking of many people. They wanted to know how to create a culture of recognition. The audience there heard my thoughts. Now I want to share them with you.

First off. Please do not create a culture of recognition.

I’ll explain why.

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7 Ways to Help Supervisors Give Better Recognition, Too

Your supervisors have more influence on your operational success and on employee engagement than any other group of people in your organization.

They are the first-level initiators for implementing strategic goals, even if they don’t have all the authority to make everything happen.

But one thing is for sure, supervisors interact with your employees every single day. They have the greatest opportunity to observe and recognize the amazing things employees do.

And that’s why you need to make sure supervisors know how to recognize staff well.

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How to Make Your Recognition Programs Last

Push button. Launch. Blast off!!

Your recognition program has just gone live. But for how long will it last?

How do you make recognition programs last? Making recognition and reward programs last over the long term requires an open-mindedness to the ongoing transformation of your programs.

It’s about looking for ongoing change and constant quality improvement. Maybe breaking things even when they’re not even broken.

But foremost, it’s about creating the future and meeting the ongoing demands of managers and employees and evolving the recognition experience.

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How Saying Thank You Can Be Meaningful or Empty

Saying thank you to someone should be a wonderful expression and witness of our sincere appreciation and gratitude for a person and/or something they have done for us or others.

But what if the speaker of thanks is being manipulative with those two words that many of us long to hear? How do you know if they spoke the words with authenticity? Are they meaningful?

Let’s first examine what the words “thank you” mean. 

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