Try out these focused actions as you lead others to give better and more frequent recognition. You will gain great enthusiasm and confidence for championing the cause of recognition in your organization. You’ll also help those you work with to better focus on giving recognition.
Choose one focus area that you can take on in the coming month.
Focus on being mindful of recognition. Be mindful of recognition by paying attention in every moment to amazing things people do that merit recognition. A timely response, a helpful solution, a kind gesture, or making a difference.
Focus on one recognition goal at a time. No one can do everything. Focus on achieving just one recognition goal. Whether programmatic or supportive, enlisting the help of others is easier when finding one thing to do better than anything else.
Focus on calendaring recognition activities. Clear the calendar and slot in recognition activities you need to work on. Program analysis, communication planning, learning content, etc. – plug into your calendar to get done vs. a to-do list.
Focus on a specific recognition task. Try out using two-week sprints to make things happen. Break down quarterly goals into monthly activities and then two specific tasks to work on every two-weeks. You’ll be surprised at what you can do.
Focus on leading indicators of recognition. We rely on lagging indicators like usage reports to make changes. But what proceeds every recognition activity. Now target these specific behaviors and increase personal connections for recognition.
Focus on your recognition strategy. Your recognition strategy outlines your recognition purpose and beliefs. It’s also a plan for improving recognition practices and programs. Review your strategy monthly and report on progress quarterly.
Focus on using recognition to support. Work with your senior leaders and review the business and people strategies to see how recognition can help. Revise and plan how to leverage recognition to drive various organizational initiatives.
Focus on practicing recognition daily. There is no better way to stay focused on recognition than by studying recognition principles and improving your recognition practices. Then look for ways to give better and more frequent recognition daily.
Focus on using your recognition programs. Go to your recognition programs first thing every day to see comments in the recognition news feed. Check out who has a birthday or a career milestone. Actively comment on posts and like what you see.
Focus on encouraging one person at a time. Eat, breathe, and talk about recognition in your meetings. Teach one principle or practice that someone else shared with you or found through research with one other person each day.
Roy is no longer writing new content for this site (he has retired!), but you can subscribe to Engage2Excel’s blog as Engage2Excel will be taking Roy’s place writing about similar topics on employee recognition and retention, leadership and strategy.
Creating a Recognition Purpose and Philosophy Statement—Part 2 of 4
I’ve outlined the reasons why you should have a written recognition strategy for your organization. But where do you begin with creating one?
Organizations need a North Star to guide their recognition efforts. Which makes the first step in crafting a recognition strategy as creating a recognition purpose statement and accompanying philosophy statement.
Having a recognition purpose and philosophy statement unifies organizational leaders and those responsible for employee recognition practices and programs. It gets everyone nodding their heads in agreement with what they have outlined. Everyone is on the same page as to why you have recognition and what you believe about it.
In life, I strive for a basic level of minimalism. I still have a lot of things, but I continually get rid of some things I no longer need or use so I can focus more on what’s most important to me—such as family, friends, joy, and freedom. Minimalism can make a real difference.
However, when expressing recognition to the people you and I work with, there is no need for minimalism with how you communicate your praise and appreciation to them. That means, as I have said before, that those meaningless, short phrases like “good job” and “well done,” don’t work.
If you’re still using them, you’ve gone too far with decluttering your recognition messaging.
This post is all about showing you the importance of telling people the difference their positive actions make on others.
When I conducted a management survey several years ago in the public sector, a response to one question asked revealed that 93 percent of all managers said senior leader involvement in recognition programs was very or extremely important. A large majority, 75 percent, said it was extremely important.
These same managers said only 21 percent of leaders were very involved with their recognition programs.
Our research shows that organizations with leaders committed to supporting award and recognition programs strategically, financially, and by example, have higher employee evaluations for feeling appreciated for their contributions on the job.
All that remains for you to do is to get your leaders using your online recognition programs. Try out some of the following suggestions.
Leaders often barrage their managers of recognition with criticism over a lack of participation and usage of their organization’s employee recognition programs.
Naturally, not all organizations have participation problems. Some are exemplary. They have fought hard for that position. It did not come about easily, nor did it happen overnight.
But never let those who do not understand the intricacies and gifts of what it takes to make recognition happen, believe that they are the “real” recognition givers and know exactly what it takes to get full participation with recognition programs.
Instead, remind them that first things must come first. Teach them how to give recognition one-on-one, whether in person, or by all the communication methods available to them
Yes, it is still important to mind your manners and say please and thank you, even in the workplace.
Etiquette and manners seem to fly out the door with common courtesy in dealing with managers and peers. Our language has become short and cryptic with the increased usage of messaging with smartphones.
Yet, January is National Thank You Month, so it seems even more relevant to address this often-overlooked subject.