When I assist company leaders in creating a recognition strategy, I take them through defining and crafting a purpose statement and philosophy statement as part of their strategy design.
Essentially, I am asking them to answer the question, why are you doing recognition?
WorldatWork asked the same question and received the following responses. These are the top seven of the 17 choices people had to select from.
1. Create/maintain a culture of recognition
2. Create/maintain a positive work environment
3. Reinforce desired behaviors
4. Increase employee engagement
5. Support organizational mission/values
6. Motivate high performance
7. Increase retention or decrease employee turnover
You can ask the same “why” question about giving rewards, too. Why are you giving rewards if you are combining them in a recognition and rewards program? Not enough people stop to define their reasons or purpose for giving rewards besides recognition.
How do you get leaders to be more aware of the importance of recognition and rewards?
Too often, recognition and rewards and the programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem.
What does it take to raise the importance and value of recognition and rewards?
Ben Feldman was a successful insurance salesperson back in the 1940s. When asked how he achieved his repeated multimillion-dollar sales year after year, he said, “If you’ve got a problem, make it a procedure and it won’t be a problem anymore.”
It is the same with improving your recognition programs. You first have to put some procedures in place, then you won’t have any more problems with your recognition and reward programs.
The key to consistently improving your recognition programs is to follow a quality improvement process, like the following.
Do you celebrate birthdays and work anniversaries at your organization?
It is an interesting question.
Some organizations are for it while others are not.
Organizations using online recognition programs usually have options in their programs for employees to turn on or off the ability for people to know when their birthday or work anniversary occurs. Or, if they allow visibility, when someone sends them a congratulatory eCard greeting, employees can still keep it private between the recipient and giver or make it public to everyone.
And then there are managers who think celebrating birthdays and work anniversaries is like something done only back in high school. At least, that’s the line they are saying to excuse themselves from celebrating their staff.
How do you handle these situations around personal and work celebrations?
Knowing the right things to say is critical for giving authentic, meaningful recognition. Expressions like, “I want you to know how much I appreciate your help today with finalizing ABC’s incentive program launch. You saved the day for us, Kim, by getting everything ready to go,” makesuse of all the right words. Check out the Top 10 Powerful Words below for crafting amazing recognition and tune up how you give recognition.
There are a lot of things the current pandemic has affected with how we use our recognition and reward programs.
Many organizations affected by the pandemic economically have reduced revenue because of shutting down production, a lack of sales, and the impact on clients affording goods and services.
The bottom-line outcome is companies cannot always afford to pay for rewards as they normally would.
People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus use of rewards in view of the financial reality. They also don’t want to give a negative viewpoint.