You may have seen it elsewhere or experienced it. Hopefully, you’re not dealing with it right now.
Runaway budget spent on gift cards, merchandise, points, and even cash rewards. Negative attitudes and perceptions of employee recognition.
Let me give you just five indicators that you might have some potential reward problems lurking in the shadows of your well-intentioned recognition and reward programs.
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Recognition does not come naturally to everyone.
Leaders at the top of your organization should show the leadership competency skills that they expect from their direct reports. Leaders should help others to lead.
But that isn’t always the case.
Your goal for each organizational leader is to get them to inspire and value the contributions of one additional person every day.
How do you teach your leaders to be amazing recognizers of your staff?
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It is an interesting question to ask. Who is the leader in your organization who leads recognition practices and programs?
More often than not, people will point you to Human Resources. Or it could be an offshoot from there such as compensation and benefits. Occasionally, you will find out communications is at the helm, often paired with marketing. And if it involves sales in your industry, you’ll have the sales folks to deal with.
But are they managing or leading recognition?
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Yesterday, I celebrated my birthday with my family from a distance.
Families sang happy birthday to me via FaceTime or sent unique greetings like the JibJab Happy Quarantine Birthday with my face and my children’s faces imposed on dancing animations.
All the families surprised me in the evening with a Zoom video conference get together and playing 3 rounds of the smartphone app game called Psych. Highly recommend this if you haven’t played it with a group of people yet.
My one granddaughter had made cookies and her Mom put a single birthday candle on the cookie and I virtually blew it out as she blew it out. However, she ate the cookie!
Now that’s what happened for me to celebrate a birthday.
What can you do to celebrate your employees’ career milestones virtually? How do you celebrate employees who make a difference or for significant achievements from a distance because of the COVID-19 pandemic?
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When you give recognition to an employee, do you say their name correctly when expressing recognition to them?
I want to increase your awareness of the importance of using a person’s preferred name whenever you recognize them face-to-face, in written text, or in personalizing a tangible item with their name on it.
How do you think you’re doing in using people’s proper name?
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Do you know why you recognize people?
If you haven’t thought about why you appreciate and recognize people, take some time out to articulate your beliefs and reasons for recognizing the people you work, play, and live with.
For me it is about appreciating people for who they are, independent of any work they do, and valuing everything that a person brings with them to the workplace. It’s about recognizing people for all that they do—both the insignificant and the amazing things people do.
Recognition is about valuing people and their contributions. It is the transferring of positive feelings and emotions from one person to another, in response to an employee’s positive behaviors or actions.
What is your purpose for giving recognition?
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Holding people accountable for giving effective and meaningful recognition brings together something good—recognition—with something uncomfortable, like, accountability.
It takes courage to deal with the conflict of holding people accountable. And courage is exactly what good management requires.
Follow these accountability steps to move the dial on recognition giving.
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